Why diversity benefits everyone

Are we taking advantage of the diversity that we have?
From my own life experiences, I have learned how we can take advantage of the diversity around us. I think about diversity very broadly, encompassing both social categories and personal characteristics. Social categories include factors such as religion, race, gender, ethnicity, sexual orientation, and age. Personal characteristics include functional roles within an organisation, such as marketing or finance, as well as seniority, such as who joined the organisation under which CEO.

We often use these differences to make predictions about people - a cognitive process where we determine who is similar to us and who is different. Diversity also involves understanding people's values, perspectives, and experiences, the deeper aspects they bring to the table. There are surface level differences and deeper differences, and due to our biases, we use what we see on the surface to make predictions about people, and to make predictions about what they think and how they feel.

It's about control

A true leader doesn’t just direst others but inspires them to be the best versions of themselves. Here are some things that you can control:
-       Your time
-       Your circle
-       Your effort
-       Your words
-       Your actions
-       Your integrity
-       Your thoughts
-       Your reactions
-       Your boundaries

What is mindfulness?

Mindfulness is the practice of becoming fully aware of the present moment in a non-judgmental and complete way. Rather than dwelling in the past or worrying about the future, mindfulness involves fully attending to what’s happening right now, to what you’re doing, and to the space you’re moving through. I think often, our minds take flight, we lose touch with our bodies, and we become lost in obsessive thoughts about something that just happened or concerns about the future.


Mindfulness involves acceptance, meaning that we pay attention to our thoughts and feelings without judging them. We don't believe there is a “right” or “wrong” way to think or feel in any given moment. When we practice mindfulness, our thoughts tune into what we are sensing in the present moment rather than rehashing the past or imagining the future. It is the mastery of being completely present, dissociating from the thoughts in your mind, and simply existing in the moment you are in.

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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

The starting point should be diversity

How often do you tell yourself that you are in your job because you’re the best qualified for it? We all know that HR departments have preferences and often make decisions influenced by biases rather than solely on talent. When talent acquisition teams, hiring managers, and HR professionals keep recycling the same pool of candidates, it raises the question of whether they have truly considered the best person for the job. Based on my lived experience, I do not trust the capitalist system to consistently allow the most talented individuals to rise to the top.

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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.

It’s official

I am now the Vice President of the Brotherhood for Professionals of Color (BPoC). In this role, I will manage our events and programs while supporting the President and other board members. Together, we aim to connect, mentor, and empower professionals of color, advocating for diversity and fostering a more equitable and inclusive workplace culture. Are you or your organisation interested in collaborating with us? Please reach out via email to discuss how we can work together.

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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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Trust yourself

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c/o Medium

Artificial Intelligence (AI) lacks business acumen, it cannot delve into a business and apply nuance, experience, or patterns learned from other contexts. Back in the days when I used to sell clothes and accessories, I visited various businesses and noticed that many of them faced similar problems, despite different contexts. I think by observing these patterns, I can now have meaningful conversations with leaders and senior executives about their businesses. While AI can analyse data and provide information, it cannot interpret it in a way that human beings can understand, because it cannot grasp the context of what is truly happening in a business. What do you think?

Can they see the correlation?

Moving from asking insightful questions to internalising that information and then communicating it to decision-makers is what I do – bridge building, connecting the dots between various elements. As without this skill, building a business case becomes difficult. Trust is built when you articulate value bridges unique to your customers in a language they understand. By asking better questions, you’ll better understand how your services help your customers achieve their outcomes.

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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.

Build trust

I think it's extremely helpful and important to have a personal understanding of underrepresented groups. As this will make it easier to measure and report on diversity at work and take positive action to improve the representation of minority groups in the workplace. And from my perspective it was encouraging to see so many employers taking steps to do this on a voluntary basis before the ESG reporting comes into force.  Do you have colleagues from ethnic minority groups? Are you encouraging them to take part in external networks, for example, Professional Women of Colour (ProWoc) or the Brotherhood for Professional of Color (BPoC)?

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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.