belonging

A seat at the table

What does DEI look like in the workplace?

I think DEI is really this casual term used to describe the various, strategies, initiatives, programs, policies, etc., that foster representation and participation of individuals from a variety of backgrounds. From my experience over the years, I have identified 6 focus areas that DEI work falls under:

1.    Leadership Engagement - Do your leaders, walk the talk or is it just lip service? What are your leadership expectations and inclusive best practices.

2.    Communication - How does your company embed DEI into your internal and external interactions?

3.    Recruiting - How do you evolve your mindsets, practices, partnerships that we use to attract talent?

4.    Data and Impact - How do you establish a useable dataset both quantitative and qualitative that you can use to make really informed decisions and identify solutions to problem solve or troubleshoot inequities?

5.    Employee Enablement - How do you establish shared ownership and fostering inclusive and equitable workplaces?

6.    Employee Development - How does your company ensure that all employees have equitable access to resources, training, etc., to further develop their careers?

In my opinion the vast majority of DEI will fall into one or more of these categories. And what is imperative in DEI work is a strong emphasis on change management and organisational development.

The takeaways

At the Brotherhood for Professional of Color (BPoC), we are an inclusive community where shared experiences spark meaningful and thought-provoking conversations (both in person and online). Think of BPoC as your partner in the room: a space where your voice, ideas, and perspectives matter.

I hope you leave today’s session with a thought or insight that continues to inspire reflection and exploration. Today was an invitation to notice, to stay curious, and to engage with how your international colleagues and neighbours show up every day. Bringing their unique stories, strengths, and ways of being to our shared spaces is gift to the Danish society.

““We must become the change we seek.””
— Ghandi

Over analysing

What does DEI mean to me?

It means that no matter your race, religion, gender identity or expression, ability, age, background, or orientation, you should have the opportunity to contribute fully to society. The challenge is that while many organizations say hiring and promotion are based on merit and skills, biases often creep in. And when that happens, decisions fall back on “people like us.” That’s why I think DEI isn’t just a value, it’s the ongoing work of breaking those patterns and opening doors for everyone.

Inclusion isn’t an event

Denmark is facing a significant challenge in retaining internationals with Copenhagen Capacity’s recent Export Survey 2025, highlighted that 50% of internationals leave within 5 years.

Dansk Erhverv states that internationals contribute over 361 billion DKK to the Danish economy with over 330,000 internationals in full-time employment based on Q1 and Q2 2025 figures. The big question is why is workplace inclusion so hard to implement?

A proverb with meaning

““Give a man a fish and you feed him for a day. Teach him how to fish and you feed him for a lifetime.””
— Lao Tzu

The underpinning philosophy is still enlightening to this day, even though this proverb is from thousands of years ago. In today’s context, truly empowering communities means working with local partners at the forefront and supporting their needs. Often, it requires you to resist the urge to present yourself as the agent of change, taking a step back and sitting in the background. I think real impact comes from enabling others to lead.

The Unbearable Lightness of Being

Historically DEI has been an add on to HR and people management roles, however, post COVID that has changed and we are seeing more defined roles with clear roles and responsibilities. The path to working in the DEI space can vary significantly, I know plenty of people who entered the space through recruiting, HR, L&D, psychologist, etc. I came in through with my creative identity and commercial experience and simply wanted to make a transition into the DEI space. I think it’s important to identify your existing transferable skills and then work on strengthening the others you don’t have. What do you think?

Speak up

Every now and then, I feel the need to simplify the DEI acronyms and today was one of those days.

Diversity refers to the presence of different people within a group or organisation, for example, people of different races, cultures, backgrounds, abilities, and identities.

Equity is about fairness and justice, for example, ensuring that everyone has access to the same opportunities by recognising and addressing systemic barriers.

Inclusion is the intentional practice of welcoming, respecting, and valuing people who have historically been excluded, whether due to race, sexuality, ability, or other aspects of their identity.

We are one

Growing up in South London and later moving to Copenhagen has shown me that there is not much difference among people in Northern Europe. We are all human beings who want to be liked and understood, and we all hold passions and beliefs. I think the key is to ensure those beliefs are grounded in facts rather than opinions, biases, or stereotypes.

““No one will really understand politics until they understand that politicians are not trying to solve our problems. They are trying to solve their problems - of which getting elected and re-elected are number one and number two. Whatever is number three is far behind.” ”
— Thomas Sowell

Employee fulfilment

There are three fundamental needs people must have met to feel fulfilled in the workplace: autonomy, competence, and relatedness.

Autonomy means having the freedom to make decisions and manage one’s work. Competence is the sense of knowing how to do something well and feeling that this knowledge is both valued and put to use. Relatedness is the feeling of being connected with others.

When these three needs are met, employees can work and function in ways that are highly satisfying for themselves while also delivering strong results for their employers and clients.

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We also belong here

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When we assert our dignity, intelligence, or leadership, we are often labelled "uppity" or "difficult" which is a form of social policing meant to put us "back in our place." There are a lot of painful and persistent truths that resonates deeply with many people of colour, especially Black and brown individuals navigating spaces where systemic bias still thrives. This is why spaces that affirm our worth, celebrate our excellence, and centre our voices, for example, the Brotherhood for Professionals of Color (BPoC) are so critical. They don’t just counter the false narratives; they help us heal, thrive, and lead without apology.

““Sometimes I want to treat people how they treat me. But l can’t because that’s not my character.“”
— Burrellism

The issues remain

DEI was created because marginalised communities have not always had equal opportunities for jobs or felt a sense of belonging in majority-White corporate settings. In 2023, 61% of US adults said their workplace had policies focusing on fairness in hiring, promotions or pay. I have some questions regarding your DEI policies:

  1. Who is formulating the questions?

  2. How are the answers structured?

  3. Who is providing the responses?

  4. And in what emotional state are they responding?

International Women's Day

You are a passionate, creative woman. You may not have all the answers, but you should always know your worth. It didn’t take me long to accept you for who you are, and I will not tolerate being around anyone who makes you feel anything less.

““Truly powerful women don’t explain why they want respect. They simply don’t engage with those who don’t give it to them.””
— Unknown

There is enough

Meritocracy assumes a level playing field, but structural inequalities (e.g., access to education, networking, and mentorship) mean some groups start with disadvantages. Research shows that unconscious biases influence hiring, promotions, and leadership opportunities. The big question is would DEIB (Diversity, Equity, Inclusion, and Belonging) initiatives be necessary if true meritocracy—where individuals are evaluated and rewarded solely based on their abilities, performance, and contributions—worked perfectly?

““Even after all this time the sun never says to the earth, “You owe me.”
Look what happens with a love like that, it lights the whole sky.””
— Hafiz

Outsiders may be attractive

Once you recognise that truth is not always taught to the masses, the pursuit of it can become a solitary journey. While many seek comfort in the support of others, few have the strength to walk alone. I think there is great value in being an outsider. Outsiders often have a clear vision of what they bring, but they face conflict because not everyone acknowledges or embraces their contributions. In other words, as an outsider, you may possess significant value, but that value is not always recognised or appreciated by others. Contact me via email if any of this resonates with you.

Navigating unique challenges

Image: Pixabay ©

Self-awareness begins with self-knowledge, I mean understanding who you are, what you care about, and recognising your beliefs, strengths, limitations, values, emotions, and reactions. It is the ability to understand your emotions and how they shape your perceptions, thoughts, and impulses to act. Emotional self-awareness is particularly important because it helps direct our attention, allowing us to recognise what we are feeling, how intensely we feel it, and where it is guiding our focus. Since attention shapes our reality, being aware of how emotions influence it provides a valuable diagnosis of our current state. Maturity, in this context, involves widening the gap between impulse and action, enabling thoughtful and intentional responses.

Building trust

While offering help shows generosity, asking for help fosters deeper trust because it reveals vulnerability and invites collaboration. For instance, a manager who admits they need input on a challenging project gives their team a chance to contribute, making them feel valued and trusted. Similarly, asking a colleague for advice on solving a problem strengthens the bond between you, as it shows respect for their expertise. Trust thrives in these moments of mutual exchange, creating a stronger sense of connection and teamwork. I think we don’t build trust by offering help; we build trust by asking for help.

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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.