“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.

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.

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

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.