inclusion

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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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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.

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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.

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Are you open to change?

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This week I have attended two conferences: “Ethnic Diversity in Danish Journalism Education” at the Danish Media & Journalist High School and “Role Models Will Create the Diversity of the Future” at the Danish Industry headquarters. Yet again it was confirmed that there are double standards bordering on hypocrisy in the Danish culture, as I think integration is a two-way street and the opportunities within DEI are full of cultural blind-spots. I’m fully aware that you cannot be friends with everyone and that whatever point of view you hold, you will upset someone. Why do HR departments in Denmark never have any ethnic minorities in them? Why do DEI consultants who are from minority backgrounds have less access to the job market?

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A pregnancy story

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Allyson Felix is the most decorated female track and field athlete in Olympic history, a true great of the sport. Allyson Felix’s Nike contract expired in December 2017, when Felix became pregnant in 2018, Nike asked her to reduce the terms of her contract and take a 70% pay cut, and allegedly they told her to “know your place and run.” Amid all of this, she was forced to have an emergency c-section seven months into her pregnancy because of a potentially life-threatening condition, and her baby had to live for more than a month in the neonatal intensive care unit. Nike and Allyson Felix parted ways in 2019, and created her own brand of running shoes - Saysh One. In 2020, Allyson Felix qualified for her fifth Olympics in Japan wearing her own shoes under the banner “I Know My Place.”

After a broad public outcry and a congressional inquiry, Nike announced a new maternity policy for all sponsored athletes. The new contract guarantees an athlete’s pay and bonuses for 18 months around pregnancy. Subsequently, three other major athletic brands added maternity protections for sponsored athletes.

““Everyone sees the glory moments, but they don’t see what happens behind the scenes.””
— Allyson Felix

Diversity management

Mocambo was the legendary nightclub on Sunset Boulevard on the Sunset Strip in Los Angeles where the Hollywood elite would frequent during the 1940’s and 50’s. Ella Fitzgerald wanted to play there but due to the segregation laws it remained a dream. Marilyn Monroe called the Mocambo owner and told him if he booked Ella, she'd take a front table every night. Ella Fitzgerald became the first black performer at the Mocambo, paving the way for others to follow. And this changed Ella’s career forever, as after Marilyn’s endorsement she never had to play a small jazz club again. This is what true allyship looks like!
When was the last time you put your reputation on the line as an ally by taking action and supporting someone from a marginalised group?

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Active allyship

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Allyship needs to start with an examination of self, to better understand the power, privilege, and access available to you as an individual, as a result of the different identity groups to which you belong. Being an ally also requires deep education about the communities that you’re interested in demonstrating allyship toward. In Denmark, there is a disconnect between how minorities and majority cultures define allyship. The majority culture in Denmark think the most meaningful action they can take is to speak out about gender discrimination, whereas minorities think the best thing an ally can do is advocate for new opportunities. I think that cultural understanding and empathy are crucial for effective allyship efforts in order to have a more inclusive and collaborative approach to addressing issues of inequality and discrimination.

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The overlap

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In recent months, our focus has been on exploring how a deep understanding of intersectionality can enhance the sense of belonging in the Danish workplace. We've developed a comprehensive framework that emphasises the difference between equality and equity, and we've introduced an identity wheel as a tool to actively support marginalised groups. Our next step is to finalise the framework and begin testing it within focused groups comprising leaders and managers. Our ultimate goal is to enhance decision-making processes and foster more meaningful interpersonal connections.

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Humility and sensitivity

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c/o Penn Medicine

I am always going to be misunderstood! 

I have been prepared for character assassination, being marginalised, and pushed to the side when it comes to trying to tell the truth about people whose suffering has been rendered invisible for so long in the mainstream narrative. I’m not claiming to be right, and I have been thinking about it for decades, so I am open to challenges to my findings. Raised by deeply humble parents who instilled in my sisters and myself the values of treating others with respect and humility, and to never ever think you are better than anybody else.

““The reason facts don’t change most people’s opinions is because most people don’t use facts to form their opinions. They use their opinions to form their facts.””
— Neil Strauss
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Depending on your experience

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c/o LinkedIn

We all have biases, as it's these biases that allow our brains to sort through vast amounts of material very quickly. While some biases are conscious, others operate at an unconscious level. In an ideal world we would not have to justify the necessity of discussing diversity as a business case, but for some leaders’ economics is the only language they understand. And in some cases I think this is the only way to underscore the need for dialogue as we strive for greater inclusivity within our communities and workplaces.

The act of including

Inclusion is promoting an environment that embraces people from diverse cultural backgrounds are welcomed and treated with respect. It involves integrating them into the community, affording them equal opportunities to share their perspectives and address their concerns. I think it encompasses re-evaluating your criteria for evaluation and support, considering who you invite into your circle and who you provide additional opportunities to. Ultimately, inclusion is about creating a space where everyone feels empowered to contribute and thrive.

Nowadays, all organisations need diversity, equity, and inclusion (DEI) consultants to promote a more inclusive and fair work environment. And these consultants play a pivotal role in identifying biases, implementing inclusive practices, and cultivating a diverse workforce. Contact me here or via e-mail for a DEI maturity assessment.

““True leaders don’t create separations, true leaders bring people together.””
— Burrellism
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The cornerstones of psychological safety

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Timothy R. Clark’s book “The 4 Stages of Psychological Safety” highlights that at work, psychological safety is essential for employee wellbeing, engagement, and performance. There are four stages of psychological safety:

  • Including - Actively promoting diversity and ensuring that everyone's voice is heard and considered.

  • Learning - Encouraging a growth mindset and recognises that failure is an essential part of the learning process.

  • Contributing – This involves recognising and appreciating the unique strengths and contributions of each team member.

  • Challenging - Recognising that innovation and growth often come from questioning assumptions and exploring new ideas.

I think that each of these stages highlights a unique human need that exists across demographics, psychographics, and geographies.  Contact me via e-mail for a confidential meeting about your organisations psychological safety efforts.

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An immigrants journey podcast

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My daily mantra encourages me to remain humble, grateful, and optimistic. I think we should all have an opportunity to participate in society, but right now we appear to be letting this opportunity slip away. I was recently interviewed by Mozhgan Gerayeli for her new podcast, “An Immigrants Journey,” and even though she forgot an “L” in Burrell, it may give you an insight into my Danish experience. See YouTube link here.

““If we free ourselves from expectation, the tension between what we want and what we receive will not be so acute.” ”
— Shereen Daniels

Why do you wear a safety pin?

I saw trend forecaster, Li Edelkoort in November 2016, just after Trump was elected and the confirmation of Brexit. Li predicted that we will see more people wearing a safety pin as a symbol of support to those who might be in danger of attack by some group or individual against another, based on their race, ethnicity, religion, sexual identity, range of ability or other category. I have worn a safety pin ever since as I firmly believe that there is no room for hate, unfortunately, the trend never caught on. Have a super day…

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Satisfy your interests

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Diversity, Equity, and Inclusion (DE&I) can be divided into two distinct parts, positions and interests, as they serve as the profound lens through which we understand human dynamics. Positions are the things we say we want to achieve within DE&I initiatives, for example, advocating for equal pay, diverse representation in leadership, or implementing inclusive policies. However, beneath these explicit stances lie the intricate web of interests: the intricate tapestry of motivations, insecurities, aspirations, and historical contexts that shape our perspectives and fuel our advocacy. On the other hand, interests delve into the nuanced nuances of human experience, exploring the depths of our collective psyche to uncover the underlying desires for belonging, respect, and fairness. They are the silent orchestrators of our outward expressions, guiding our choices and actions as we navigate the complex terrain of diversity and inclusion. I think to truly comprehend the essence of DE&I efforts, one must excavate beyond the surface-level declarations of positions and delve into the rich landscape of interests, where the true essence of human connection and understanding resides.

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The pathway to growth

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Image c/o McKinsey & Company

Which term accurately describes the issue: racism, discrimination, or prejudice? When these words come to mind, do they empower me and make me stronger, or do they weaken me and promote dissolution?

Integrating language effectively into action is essential for effective communication. It's crucial to ensure that what you say aligns with who you are as your audience evaluates your genuineness and trustworthiness based on this alignment. I think if you approach communication with honest inquiry and ensure that every word reflects your truth, you're on the path to growth - a golden pathway. On Thursday 7th March, Chiara Marmugi will be the facilitator, Phaedria Marie St. Hilaire and myself will be sharing our perspectives and insights on the complex realities of racism in Denmark. Sign up here.

““To make difference in someone’s life, you don’t have to be rich, beautiful or perfect. You just have to care.””
— Unknown
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Employee responsibility (part two)

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How can employees tackle the topic of diversity and inclusion?

I think understanding diversity and inclusion requires a nuanced approach that acknowledges the complexity of human experience. Rather than viewing diversity solely through the lens of distinct categories like gender or ethnicity, it's crucial to recognise the interconnectedness of these identities. For example, the workplace experiences of women can vary significantly depending on factors such as geographical location or socioeconomic background. And in this context, fostering inclusion becomes paramount in harnessing the true potential of 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.