“When we share our stories, loudly and clearly and honestly,

As humans, we seek stories to connect ourselves to our pasts, presents, and futures. We seek inspiration from stories of hope, success and growth. We want to know how and where we fit in. “When we share our stories, loudly and clearly and honestly, things begin to change - for the better.“ Lily Allen.

In the heart of today’s technological advancements and creative endeavors, the landscape of innovation unfolds in ways that were once unimaginable.

I stopped buying D&I Books: 5 books that will help you to be more inclusive but are not about inclusion.

For an organization to fully benefit from flexible working, some key elements must already exist or be consciously developed in partnership with senior leaders and HR teams.

Since the pandemic, we have heard, “Flexible work is here to stay.” Every leader and consulting media outlet will say the same no matter where you live. Most of us are happy about that.

Just as we use data to understand how to sell a new product on the market, we need to have an evidence-based approach for Inclusion and Diversity.

Tokenism presents threats not only to the individual but also to the organization and often creates imposter syndrome in staff from underrepresented groups.

From an organizational performance point of view, the issue of using Key Performance Indicators (KPIs) in the context of diversity and inclusion is that they can easily overshadow the underlying objective – to create an inclusive workplace and inclusive leaders.

Inclusive leadership is not only a leadership style; it is also who we are as leaders, our character, our curiosity, and how we build and foster relationships.

The way we work is changing and will continue to change. Most organizations lean towards flexible work options but often look at flexibility as a location or number of hours one works. However, if we look at what flexibility at a workplace looks like, it may differ from one organization to another.

Organizations that pose an inclusive culture create an environment where employees feel respected for all their differences and create a standard that everybody follows.

Using data to gain insights on key challenges and opportunities within Inclusion & Diversity makes it easy to focus on the areas with the greatest potential and keeps the dialogue, evidence and facts focused.

Allow us to share with you some of the most beneficial parts of being a diverse and inclusive organization, because this is key to a healthy business.