diversity

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Employee responsibility (part one)

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What concrete steps can employees take to enhance diversity and inclusion?             

There are several ways employees can play an active role in creating an inclusive workplace where diverse perspectives are celebrated, and everyone has the opportunity to thrive. Employees can take concrete steps to enhance diversity and inclusion in the workplace by first recognising role models who embody these principles, serving as inspiration and exemplifying the value of embracing differences. I think by improving dialogue and awareness around intersectionality and acknowledging the interconnectedness of various dimensions of diversity like race, gender, age, and socio-economic status will help to create an inclusive environment where all perspectives are valued. Also, by highlighting the practical advantages of diverse teams, such as heightened innovation and problem-solving capabilities, reinforces the business case for diversity and encourages broader participation. Finally, by facilitating open discussions and knowledge-sharing forums allows employees to exchange successful strategies and approaches this will provide a culture of continuous learning and improvement in promoting diversity and inclusion.

Reshaping global value chains

While much attention has been directed towards the 'E' (Environmental) and 'G' (Governance) aspects of ESG (Environmental, Social, and Governance), the interpretation of the 'S' (Social) dimension has varied widely. I think that 'S' largely revolves around risk mitigation, but there's a noticeable shift towards promoting pro-social behaviour, with supply chain diversity emerging as a significant focal point. The stringent governance processes pose significant barriers to entry for small entrepreneurs, as well as female and minority-led businesses, making it challenging for them to break into the market. Without implementing structural changes in how larger companies engage with suppliers, streamline onboarding processes, and provide technological support, we'll continue to struggle with supplier diversity challenges. Supplier diversity is a crucial component of the 'S' in ESG and has been lagging behind. However, during discussions at Børsen (Copenhagen) on Monday, I heard about a few promising developments, including partnerships between companies, government organisations, and NGOs aimed at addressing this gap.

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Finding the right candidates

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There is an immense potential in leveraging diversity, equity, and inclusion (DEI) as a competitive advantage. The technological advancement within recruitment is a massive opportunity to access different talent pools and foster a more inclusive environment within HR departments. Approaching candidate evaluation with fresh perspectives not only brings about diverse viewpoints but also highlights the value of varied identities and opinions. Numerous studies emphasise the correlation between DEI and enhanced business performance. For example, Forbes research claims, “Inclusive teams make better business decisions up to 87% of the time.” I think it's crucial to acknowledge that DEI initiatives will only produce meaningful results if they are backed by a truly inclusive organisational culture. And without such a culture, DEI efforts risk being mere lip service. Contact me here or via e-mail when you are ready to upscale and develop your leadership, culture, and people to truly have inclusive behaviours.

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.

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Diverse talent

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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.

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Honesty is the best policy

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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.

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Uncommon bias

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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.