Frame of reference

Does one person or one image describe a whole community?

Communities bring people with similar characteristics and common interests together. There are many ways to think about community, for example, we can look at a community from a system, social, virtual, or individual perspective. From an individual perspective, a poster with a LGBTQ+ or a black guy is not representative of the community, even if they hold a significant role or embody its collective identity.


I think that it's a huge responsibility to be Black in Denmark, and I would like to put in a disclaimer now, as my experience is not the same as every Black person’s experience as everyone has a unique experience.

---

Diverse talent

If you don’t focus on recruiting diverse talent then obviously, you’re not going to have diverse talent, and ultimately, you won’t have a diverse organisation. Diversity is a business imperative and recruiters play a key role. I think diversity, equity, and inclusion (DEI) will be a continuous focus area for recruiters especially because more and more candidates will make job choices based on their assessment of a company’s visible DEI commitments.

---

Honesty is the best policy

Are you working for an organisation where:

D) The workforce comprises of people of different races, genders, ethnic groups, sexual orientation, ages, and religions?

Are you working for an organisation where:

E) They have eliminated the systemic barriers and privileges to ensure all people have fair access, opportunity, and resources to thrive?

Are you working for an organisation where:

I) They have created an environment where groups who have been historically excluded are actively included and valued for their different perspectives?



If yes, congratulations ✔️.
 If no, contact me here or via e-mail for a confidential meeting.

---

Uncommon bias

Research tells us that one of the main reasons why people leave an organisation is they don’t have a sense of belonging. They feel disconnected or disrespected by their immediate manager, colleagues, or with the organisation when subtle microaggressions or micro behavioural messages occur. Micro behaviours are both verbal and non-verbal cues, such as consistently checking the time or not fully engaging when someone is speaking. It's crucial to recognise that these microaggressions are particularly impactful on individuals who are considered 'diverse,' as these subtle messages are heard loud and clear to them. Addressing and mitigating these microaggressions is essential for cultivating an inclusive workplace where everyone feels valued and respected.

---