inclusion

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Look in the mirror

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Historically DEI has been an add on to the existing HR and People Lead team roles, however that’s changed. We are seeing more defined roles, more clear objectives and responsibilities, for example, Learning & Development when done right, has been known to improve workplace culture, bridge skills gaps and increase employee retention rates.

Belonging to a marginalised group does not make you qualified as a DEI professional. I’m a huge fan of research and there are 8 core competencies that DEI professionals should possess:
1. Change management

2. Diversity, inclusion & a global perspective

3. Business acumen

4. Strategic external relations

5. Integrity

6. Visionary and strategic leadership

7. HR competencies

8. Self-awareness

What characteristics does your organisations DEI advocate possess?
Let me know via email.

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Together we grow

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c/o Medium

What’s the most challenging part of your DEI job?

One of the most challenging parts is aligning individual perspectives with the broader goals of diversity, equity, and inclusion. For example, I once worked with a team member who was hesitant about implementing a mentorship program aimed at supporting women in leadership roles as they were concerned it might create unfair advantages. To address this, I shared an experience where we introduced a similar program in a previous organisation, and it resulted in not only more women in leadership positions but also an overall increase in team collaboration and performance. By framing the situation with concrete outcomes, I helped them see the bigger picture. My goal is not necessarily to change their mind but to broaden their understanding of why these initiatives are important from a DEI perspective.

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The watered down version of DEI

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I recently used an anology to illustrate the concepts of Diversity, Equity, and Inclusion (DEI) in the context of a meeting.
Diversity - Who is invited to the meeting?
Equity - Who is trying to get in but can’t?
Inclusion - Has everyone’s views been heard and acknowledged?
The receiver thought it captured the essence of each component of DEI, making it easy to understand and apply. What do you think?

““You can’t access empathy if you’re not willing to be vulnerable.””
— Brené Brown

Be mindful of other people's perspectives

We have a responsibility to identify our biases and stereotypes and try to unlearn them. At work we need to consciously choose the right words and create space for everyone to contribute to the discussion. This may involve using anonymous surveys after meetings or sending post-meeting emails to ensure that everyone's ideas are considered in the decision-making process. I think expressing phrases like "I value what you think" and welcoming new team members with questions such as, "Hi, you are new to our ensemble. Have you seen this done a different way? Do you have any experience you would like to share?" can help foster an inclusive environment.

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Internationals in DK

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In 2023, there were 318,000 full-time employees with a foreign background working in Denmark – an increase of 114% since 2008. Combined, they created value to the tune of DKK 322 billion – or 11.5% of Denmark’s total GDP. Denmark is facing a labour crisis and by 2033, the economy will need an additional 130,000 workers.


Unfortunately, only 35% of the highly qualified international workers are still in Denmark after 5 years, and 35% of all international students leave Denmark once they have finished their education. A national strategy for recruitment and retention is needed. Besides policy-changes, we need to start a movement for inclusion. Workplaces, civil society organisations, and informal networks must also take responsibility for making internationals feel welcome and included in Denmark.

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Facts on Friday

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What can you do to help?
DEI in the workplace and what it really means is a constantly evolving topic that you can’t learn from a book. I think both the personal and legal insights is what truly matters when trying to understand the position of underrepresented groups in the workplace through listening to their first-hand experiences. I have been guiding HR teams about the pressing issues they face and the right language to use when referring to a particular issue. When you don’t know what it’s like first hand to be part of an underrepresented group in the workplace then it’s worth taking time to understand how you can gain this insight. #justsaying

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Fragility matters

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How does fragility show up in the DEI space?
There is a notable presence of gatekeeping by privileged individuals who dominate discussions and initiatives in the DEI space in Denmark. These individuals often control the narrative and access to DEI resources, driven by a fear of losing power to those who might possess more knowledge or different perspectives. This defensiveness manifests as fragility, where they react negatively to criticism or conversations highlighting systemic inequalities. I think that telling uncomfortable truths can cost you friends, especially when you speak about the extraction of minerals and precious metals from Africa whilst the indigenous people live in poverty.

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Free from biases

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Diversity, equity and inclusion (DEI) is not only about skin colour; it’s about giving people who have talent the opportunity to express that talent. Often, the starting point can be biased, leading those who are not white to question:
a) Whether they possess the required skills, and
b) If they are the best person for the job.

I advocate for DEI policies because I recognise that many talented individuals from minority backgrounds deserve the same opportunities as the majority. In practice, minorities often need to be exceptional to secure white-collar jobs because societal structures have historically disadvantaged them. I think the western world was built on a patriarchal framework by the white majority, and it was not originally designed to include minorities.

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Closely linked values

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What does inclusion of diversity mean to you?

I think emphasising the importance of inclusion is the key to unlocking the value of diversity. Inclusion allows the unique perspectives, experiences, and backgrounds that your employees bring to truly contribute to your organisation’s ability to innovate, challenge assumptions, and identify risks. By fostering an inclusive environment, you will ensure that employees feel safe and secure to speak up and share their ideas, enabling them to fully participate and contribute to the organisation's success.

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Belonging at work

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DEI in the workplace and what it really means is a constantly evolving topic that you can’t learn from a book. I think both the personal and legal insights is what matters when trying to truly understand the position of underrepresented groups in the workplace through listening to their first-hand experiences. I have been guiding HR teams about the pressing issues they face and the right language to use when referring to a particular issue. When you don’t know what it’s like first hand to be part of an underrepresented group in the workplace then it’s worth taking time to understand how you can gain this insight.

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Listen to your employees

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One of the most important things I have learned about Diversity, Equity, and Inclusion is the importance of active listening to your employees. And by doing so, you will gain insights that will identify your organisational challenges. Which subsequently will allow you to target your focus areas and tailor your approach to effectively maximising your impact. I think connecting with others is key, as we are all facing similar challenges.

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Are you open to change?

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This week I have attended two conferences: “Ethnic Diversity in Danish Journalism Education” at the Danish Media & Journalist High School and “Role Models Will Create the Diversity of the Future” at the Danish Industry headquarters. Yet again it was confirmed that there are double standards bordering on hypocrisy in the Danish culture, as I think integration is a two-way street and the opportunities within DEI are full of cultural blind-spots. I’m fully aware that you cannot be friends with everyone and that whatever point of view you hold, you will upset someone. Why do HR departments in Denmark never have any ethnic minorities in them? Why do DEI consultants who are from minority backgrounds have less access to the job market?

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A pregnancy story

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Allyson Felix is the most decorated female track and field athlete in Olympic history, a true great of the sport. Allyson Felix’s Nike contract expired in December 2017, when Felix became pregnant in 2018, Nike asked her to reduce the terms of her contract and take a 70% pay cut, and allegedly they told her to “know your place and run.” Amid all of this, she was forced to have an emergency c-section seven months into her pregnancy because of a potentially life-threatening condition, and her baby had to live for more than a month in the neonatal intensive care unit. Nike and Allyson Felix parted ways in 2019, and created her own brand of running shoes - Saysh One. In 2020, Allyson Felix qualified for her fifth Olympics in Japan wearing her own shoes under the banner “I Know My Place.”

After a broad public outcry and a congressional inquiry, Nike announced a new maternity policy for all sponsored athletes. The new contract guarantees an athlete’s pay and bonuses for 18 months around pregnancy. Subsequently, three other major athletic brands added maternity protections for sponsored athletes.

““Everyone sees the glory moments, but they don’t see what happens behind the scenes.””
— Allyson Felix

Diversity management

Mocambo was the legendary nightclub on Sunset Boulevard on the Sunset Strip in Los Angeles where the Hollywood elite would frequent during the 1940’s and 50’s. Ella Fitzgerald wanted to play there but due to the segregation laws it remained a dream. Marilyn Monroe called the Mocambo owner and told him if he booked Ella, she'd take a front table every night. Ella Fitzgerald became the first black performer at the Mocambo, paving the way for others to follow. And this changed Ella’s career forever, as after Marilyn’s endorsement she never had to play a small jazz club again. This is what true allyship looks like!
When was the last time you put your reputation on the line as an ally by taking action and supporting someone from a marginalised group?

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Active allyship

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Allyship needs to start with an examination of self, to better understand the power, privilege, and access available to you as an individual, as a result of the different identity groups to which you belong. Being an ally also requires deep education about the communities that you’re interested in demonstrating allyship toward. In Denmark, there is a disconnect between how minorities and majority cultures define allyship. The majority culture in Denmark think the most meaningful action they can take is to speak out about gender discrimination, whereas minorities think the best thing an ally can do is advocate for new opportunities. I think that cultural understanding and empathy are crucial for effective allyship efforts in order to have a more inclusive and collaborative approach to addressing issues of inequality and discrimination.

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The overlap

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In recent months, our focus has been on exploring how a deep understanding of intersectionality can enhance the sense of belonging in the Danish workplace. We've developed a comprehensive framework that emphasises the difference between equality and equity, and we've introduced an identity wheel as a tool to actively support marginalised groups. Our next step is to finalise the framework and begin testing it within focused groups comprising leaders and managers. Our ultimate goal is to enhance decision-making processes and foster more meaningful interpersonal connections.

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Humility and sensitivity

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c/o Penn Medicine

I am always going to be misunderstood! 

I have been prepared for character assassination, being marginalised, and pushed to the side when it comes to trying to tell the truth about people whose suffering has been rendered invisible for so long in the mainstream narrative. I’m not claiming to be right, and I have been thinking about it for decades, so I am open to challenges to my findings. Raised by deeply humble parents who instilled in my sisters and myself the values of treating others with respect and humility, and to never ever think you are better than anybody else.

““The reason facts don’t change most people’s opinions is because most people don’t use facts to form their opinions. They use their opinions to form their facts.””
— Neil Strauss
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Depending on your experience

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c/o LinkedIn

We all have biases, as it's these biases that allow our brains to sort through vast amounts of material very quickly. While some biases are conscious, others operate at an unconscious level. In an ideal world we would not have to justify the necessity of discussing diversity as a business case, but for some leaders’ economics is the only language they understand. And in some cases I think this is the only way to underscore the need for dialogue as we strive for greater inclusivity within our communities and workplaces.