Here is a list of Black men who have won the Oscar for Best Actor:
Sidney Poitier - 1964
Denzel Washington - 2002
Jamie Foxx - 2005
Forest Whitaker - 2007
Will Smith - 2022
Michael B. Jordan - 2026
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.
Being different is good
Embracing individuality is essential for personal growth and contributes to the richness of society. Differences in perspectives, experiences, and backgrounds foster creativity, innovation, and understanding among people.
I think there are three benefits of differentiation:
It’s good for consumers because it offers more meaningful choice.
It’s good for businesses because it helps them stand out and avoid price wars with generic competitors.
It strengthens overall resilience by reducing dependency on commoditised offerings and enabling long-term brand loyalty.
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:
Who is formulating the questions?
How are the answers structured?
Who is providing the responses?
And in what emotional state are they responding?
The game is unfair
Illustration by Nathalie Lees
Meritocracy assumes that everyone starts from the same position with equal opportunities, but this is clearly not the case for marginalized groups. Structural biases and systemic discrimination often limit access to resources, opportunities, and networks, making it more difficult for these individuals to succeed, even with talent and hard work.
How should I initiate conversations about DEI to effectively highlight these systemic inequities? What’s the best way to address the underlying structures that perpetuate these disparities? And why is removing these barriers essential to truly creating a fair and inclusive environment for all?
What do you think?
Inclusive leadership lies at the heart of DEI, and research shows that 70% of an employee's sense of feeling valued stems from what they see and hear from their leader. To foster this environment, leaders must take ownership and commit to creating programs and policies that make employees feel appreciated and included. I think by embracing inclusive leadership, organisations can unlock the benefits of diverse decision-making, gain new perspectives, and leverage those insights to build a competitive advantage. What do you think?
Guidance and protection
Inclusion starts with intentionality, whether it’s the way I move through the world, interact with others, or create space for collaboration and growth. Just as my personal practices have taught me to trust my body and mind, they have also taught me to trust the value of diverse voices and experiences. The diversity of my being allows me to show up authentically, whether I’m working in a professional setting or connecting with others in my personal life. It reminds me that balance isn’t about perfection but about creating harmony and openness, both within myself and in the world around me.
The hard work starts now
Diversity, Equity, and Inclusion (DEI) initiatives are deeply rooted in principles of change management and organisational development, providing a structural framework for implementing systemic and lasting change. I think working in the DEI space can be emotionally demanding, requiring self-awareness and self-care to prevent burnout. DEI practitioners must remain introspective, recognise their limits, and prioritise their well-being to sustain their efforts. Additionally, expertise in DEI often stems from hands-on experience and a process of trial and error. Many traditional approaches and frameworks are not formally documented, highlighting the importance of continuous learning and adaptability.
Diversity questions
I think that leaders create culture, and culture drives behaviour, and behaviour produces results.
Why is our diversity training failing?
What can we do to really drive organisational change?
How do we learn and truly embed change into our organisation?
When we learn about diversity, what are we learning?
How will we create a psychological safe space in our organisation?
If any of the above questions are reflective of what is happening in your organisation, please contact me here, or via e-mail to arrange a meeting.
““If you are free, you need to free somebody else. If you have power, then your job is to empower.””
DEI maturity audit
Are you aware of which phase your organisation currently occupies?
Phase one involves simple awareness and compliance. In phase two, organisations recognise the business benefits of DEI and take action beyond HR and compliance. Moving into phase three, leaders integrate DEI into business processes, measure progress, and hold each other accountable for results. Finally, in phase four, DEI becomes ingrained in the culture, essentially taken for granted as "the way we do business here."
Contact me here, or via e-mail to arrange a DEI maturity audit meeting.
Sharing simple stories
Diversity, Equity and Inclusion (DEI) is on the agenda for every organisation, business, school, government etc., not only because of its business case, but also because it’s the right thing to do. Despite the sudden rise and talk in boardrooms, companies, HR, schools etc., the current DEI landscape still suffers from the lack of global standards in the field, the lack of consensus on how to define and measure success of DEI implementation. The gap between intention and action is growing. Our team of DEI experts understands all of this and are available to help organisations navigate these caveats. Contact me here, or via e-mail to arrange a meeting.
How people think?
In today´s world, most organisations are becoming increasingly global in their operations, attracting talent with diverse backgrounds, skills, and competencies from around the world. To build a seamless and well-functioning team, cultural intelligence is needed to facilitate communication and collaboration. Our mission is to be the preferred consultancy supporting companies bridge cultural differences between and within markets. Would your organisation like to have a better relationship with your business partners or clients from another national or cultural backgrounds? Contact me here, or via e-mail to arrange a meeting.
Manoeuvring between tribes
Effectively measuring a product or service lies in the realm of how it makes people feel. My ability to connect the dots stems from a wealth of diverse experiences, allowing me to see the connection between seemingly unrelated things. This capacity is rooted in psychology rather than technology. In my experience delving into psychology proves more fruitful than pursuing rational improvements when trying to enhance people's emotional experiences.
““I’ve learned that people will forget what you said, people will forget what you did, but people will never forget how you made them feel.” ”
The elephant in the room
Last week, the Danish Institute of Human Rights published their report highlighting the shocking state of affairs in Denmark regarding racial discrimination, and this has been well documented in the Danish media. It appears that there are many Danes and organisations who don’t want to ask the question, as they don’t want to face the facts because they know that they are going to have to do something. Conversations about race, class and gender in the workplace aren't easy and I think it’s essential to ensure people are seen and heard. Leaders usually listen with the prime objective to make things better and solve problems, sometimes all their team members want is to be heard. Contact me via e-mail to book a speech, workshop or coaching sessions.
Attitude and impacts
I think a diverse workforce closes the gap between a company and the consumer. If customers look into that mirror and don’t see themselves reflected back, they are more likely to search for a business that they feel does reflect them. Decades of research and studies have proved that diverse and inclusive workforces will outperform homogenous teams because they often think more logically, are more creative, and are more adept at identifying errors in thinking. Everyone has their own strengths and weaknesses. The more diverse your workforce, the better equipped you are to balance out one person’s weaknesses with another person’s strengths. A representative workforce will help you understand consumer values, needs, and wants, and will help your organisation to recruit the dynamic and vocal Generation Z.
““Ability determines if you can; attitude determines if you will.” ”
Juneteenth
c/o Adobe
Yesterday, our American friends celebrated Juneteenth, which is a new federal holiday to mark the official end of slavery in the United States, symbolising the triumph of freedom over oppression. Understanding this history is crucial to fully comprehend the legacy of slavery and its impact on American society, it’s also a reminder of the ongoing struggle for racial equality and social justice. We must remember that the whole discussion around diversity and inclusion is not unique to America. I look forward to the day when embracing cultural understanding and the respect for diverse experiences becomes a norm in society.
Disparity in roles
Some degree of disparity will emerge from preference because preference emerges from individual circumstances, for example, upbringing, experiences, and cultural background. Different groups of people growing up in diverse environments are likely to develop different preferences as a result. And It’s important to acknowledge this aspect when considering disparities among various groups. While biases can play a role in perpetuating disparities, it is not the sole determinant. Understanding the multifaceted nature of preferences and considering various influences, including upbringing, can provide a more comprehensive perspective on the matter.
I think that it’s crucial to acknowledge the influence of upbringing and other factors on preferences, it does not dismiss the existence of bias or discrimination. Bias can still contribute to disparities, especially when it comes to systemic issues and unequal opportunities. Striving for a fair and inclusive society involves examining and addressing all relevant factors, including both conscious and unconscious biases, as well as other contextual influences.
Don't be afraid to admit it
The term 'affinity bias' is used in neuropsychology to describe an unconscious bias that causes people to gravitate toward others who appear to be like them (including those with similar interests, backgrounds, and appearances). I think the best way we can reduce unconscious bias and achieve a culture of equality is to become aware of them. It’s important to note that biases, conscious or unconscious, are not limited to ethnicity and race.
One of the greatest values of interacting with people who are different is the mirror it provides on seeing my own identity. Contact me via e-mail if you want your employees and leaders to learn more about discrimination, biases, and stereotyping, through unconscious bias training workshops.
“”Diversity training doesn’t work!” ”
The key to diversity
The ability to be honest about your strengths and weaknesses is essential to leading an organisation. I think passion for the work and mission of one’s organisation is the fuel for a successful organisation as it impacts the other main principles in many direct and indirect ways. Diversity can be a competitive advantage because by having people from different perspectives looking at challenges and problems, you will get fresh solutions that are turning into business success. Everyone is biased, whether it’s an unconscious bias, cognitive bias, or misguided perceptions with regards to consumers.