If everyone is agreeing with you then you are in an echo chamber and you have just chosen the people to speak to. Controversy is just saying something that someone else just doesn’t agree with. I’m never afraid to speak about any subject that I have knowledge about as I only say things that I believe is fair.
You can book me for workshops, keynote speaking, coaching, DEI trainings or implementation facilitation here.
A pregnancy story
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.””
Active allyship
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.
The overlap
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.
Satisfy your interests
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.
Better decision making
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Finding the right candidates
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.
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.””
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.
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.
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.