A diverse or heterogeneous composition of a work group can lead to the improvement of achievements, but that does not just happen. The differences between the group members can cause less social cohesion within a group, which can easily lead to problems.

Diversity has pro's and con's that require a special approach. The D-BRIDGE method helps to find that approach. The ‘d' stands for ‘diversity' and ‘bridge' means ‘bridging'. Solving problematical cases that come with ethnic diversity require that all those involved are prepared and able to ‘cross a bridge', to get in touch with each other to solve issues. The D-BRIDGE method facilitates this process.

The D-BRIDGE method is foremost an analysing method. By means of a number of questions, the STRATCH professional in dialogue with the client analyses the current problems. This is not about a moral ethnic approach, but about acknowledging and explicitating values and responsibilities.

In a limited amount of time, the analysis offers entries for one or more usable solving directions. As a method of solving problems, the D-BRIDGE method means that those involved in the case will enter into dialogue with each other about their values and responsibilities. This (mostly intercultural) contact is aimed at achieving a constructive result for all discussion partners. They should come to the necessary agreements in this meeting in order to solve the problems. Based on these agreements, the policy will be executed.

You can also use the ‘d' for ‘dialogue' and if you associate ‘bridge' with the card game in which the strengths and weaknesses of those involved are being inventorised to come to the optimal joint game: fine!

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