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.
The playing field looks different
““If you want people to thrive and be at their best, it’s simple – create the conditions for belonging.””
Life is a verb
These 16 signs paint a picture of a high performer. Someone who is driven, disciplined, resilient, and adept at both personal and professional growth.
You value your time
You mind your own business
You treat people with respect
You look for "no's", not "yes's"
You're improving every single week
You find a way to do the impossible
You see opportunities, not obstacles
You're excited, passionate, optimistic
You don't like waffle; you need clarity
You chase down feedback to improve
You're scared at the thought of settling
You think in terms of years, not months
You don't need motivation to do things
You're not afraid to fail. You seek discomfort
You connect the dots - people with your ideas
You understand what others don't say out loud
Walk into any situation
When you're not desperate for the sale, and when you're not attached to the outcome - which is an emotional intelligence trait - you can walk into any situation and be okay with whatever happens because you have confidence in yourself. This includes having the ability to ask open-ended questions and to adapt your approach as needed. For example, if someone says "no," it's not a problem; you simply pivot and continue the conversation elsewhere. During discovery calls, I tend to probe with questions, seeking out sensitive areas or emotional cues. These conversations are fluid, allowing me to guide them towards an outcome, and when I am met with a "no," I seamlessly transition to the next topic while maintaining a questioning mindset.
Contact me here or via e-mail for sales training and workshops.
We are fed up of tokenism
Inclusion for me means the practices and programs that have the effect of giving power and voice to traditionally or historically opposed groups and individuals.
- What has your organisation actually done to demonstrate inclusion?
- What have you really done to demonstrate that this “minority” person has the power, resources, support, and the voice to enact change within your organisation?
Contact me here or via e-mail for a meeting to discuss your organisation's DEI maturity level.
This is a great book
"Thinking, Fast and Slow" by Daniel Kahneman is a renowned book that explores the two systems of thinking that govern our cognition:
System 1:
This is the fast, automatic, and intuitive mode of thinking. It operates effortlessly and quickly, drawing on heuristics and patterns to make snap judgments and decisions.
System 2:
This is the slower, more deliberate, and analytical mode of thinking. It involves conscious reasoning, logic, and effortful mental processes.
I think Kahneman's work has had a profound impact on our understanding of decision-making, cognitive biases, and human behaviour.
Equality vs. Equity
Equality means each individual or group of people is given the same resources or opportunities. Equity recognises that each person has different circumstances and allocates the exact resources and opportunities needed to reach an equal outcome.
““Equal treatment doesn’t always yield equal outcomes.””
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.
The "E" in DEI
Equity is an approach that ensures everyone has access to the same opportunities. Improving equity is to promote justice, impartiality and fairness within procedures, processes, and distribution of resources by institutions or systems. It is a process that acknowledges uneven starting places and seeks to correct the imbalance. I think to tackle equity issues will require an understanding of the underlying or root causes of disparities within our society. Equity is distinct from equality in that equality is treating everyone “the same,” but it only works if everyone starts from the same place, and all need the same help. Equity makes the necessary adjustments to ensure inclusive experiences and fair treatment, access, opportunity, and advancement for all.
Contact me here or via e-mail for a meeting to discuss your organisation's DEI needs and requirements.
The year of the dragon
Joining the dots
““Before I go on with this short history, let me make a general observation – the test of a first-rate intelligence is the ability to hold two opposed ideas in the mind at the same time, and still retain the ability to function.
One should, for example, be able to see that things are hopeless and yet be determined to make them otherwise. This philosophy fitted on to my early adult life, when I saw the improbable, the implausible, often the “impossible,” come true.””
The complex nature of human connection
What does it take for you to feel like you belong?
Belonging is a deeply personal experience, varying from one individual to another. What makes me feel like I belong may not hold the same significance for you. Throughout my life, I've been subjected to judgments based on my appearance, leading me to realise the importance of refraining from such superficial judgments towards others. Nowadays, I make a conscious effort to avoid such biases. I think that achieving a sense of belonging requires active participation and self-reflection, and each of us must articulate what truly makes us feel like we belong, as it's not something that simply happens to us passively.
“If you want people to think in your organisation, and be at their best, simply create the conditions for belonging.”
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.
Emotional feedback
c/o Vector stock photos
Are you familiar with the S.T.O.P technique?
Yes, it’s a communication and conflict resolution method that can be used to address difficult situations or conflicts effectively. I think by practicing the S.T.O.P technique effectively one can resolve of conflicts quickly and improve communication. Here's a breakdown of each step:
• State the behaviour:
Start by objectively stating the specific behaviour or action that is causing an issue. I think this helps to keep the conversation focused on the problem at hand without making assumptions or accusations.
• Tell the person how you feel:
Express your emotions about the behaviour in a non-confrontational way. Use "I" statements to convey your feelings without placing blame on the other person. I think this step helps to promote understanding and empathy.
• Options:
Brainstorm potential solutions or alternatives to the problem together. Encourage open communication and collaboration to find a resolution that satisfies both parties.
• Positive results:
Discuss the potential positive outcomes that could result from implementing the chosen solution. I think this step helps to reinforce the benefits of resolving the conflict and motivates both parties to work towards a resolution.
Transforming your work culture
I think cultural transformation creates a positive working environment. A good company culture supports recruitment, retention, productivity and engagement. And as leaders create culture, and culture drives behaviour, and behaviour produces results.
When we learn about diversity, what are we learning?
Why is your diversity training failing?
How can we create a psychological safe space in your organisation?
What can we do to really drive organisational change?
How do we learn and truly embed change into your organisation?
Contact me here or via e-mail for a confidential meeting.
“Everyone must choose one of two pains: The pain of discipline or the pain of regret.”
A sense of belonging
Belonging involves embracing intentional gestures and transforming them into opportunities to make others feel included and truly a part of something. It requires a little effort to extend an invitation to someone from a different background, suggesting a simple meeting over tea or coffee, creating a space for conversations that delve beyond appearances and focus on the essence of who we are. I think true belonging is achieved when employees wholeheartedly embrace the idea that everyone is welcome to bring their unique perspectives and authentic selves to the table. Do you feel like you belong? Contact me here or via e-mail for a confidential meeting.
Do you dare to be different?
People tell you all sorts of things with good intentions, but they are basing what they are saying only on their own experience which is based on the past. When venturing into new territory, there is no contextual familiarity so that’s scary and unfavourable in these uncertain times. I think that in reality some of the most exciting things you can experience are the things that have not come before.
“
“Be yourself; everyone else is already taken.””
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.
Calm down
According to the Harvard Business Review, there are certain things you could do to cool yourself down if you get worked up:
1. Breathe
2. Focus on your body
3. Say a mantra
4. Acknowledge and label your feelings
5. Take a break