A lot has happened these last two years in terms of global conversations and crisis. Employees are turning to company leaders to see what actions will be taken on behalf of the company. The stress of the pandemic, police brutality, and now the invasion of Ukraine. There are a million decisions a leader will have to make during this time, but how will companies and leaders prioritize employees' mental well being during these mental challenging times?
Read MorePerhaps following this year's theme for International Women's Day, #BreakTheBias, and striving for a gender-equal world, would benefit the entire society and, hopefully, prevent us from repeating the same mistakes over and over again.
Read MoreWhy do we celebrate Black History Month? Isn’t Black History simply part of History? The short answer is yes. Black History is a part of History. Of course, it is. And we celebrate it this month to have an opportunity to learn more about it.
Read MoreIn our latest D&I Lab Talk, we talked about going back to the office in a soon-to-be-over (at least in Denmark) pandemic era.
Read MoreThis month, on our D&I Lab Talk we are joined by Anja Rose (Director, Head of Talent and D&I) from Maersk Drilling and talk about what it takes to create a caring culture for all once we are back to the office, after more than a year of working from home.
Read MoreThis is a short guide to help you focus on what’s important while designing changes for your DEI journey. Starting with data and accepting that you don’t know everything to analysing and segregating data the way you should. This is not a one-size-fit all kind of guide as there is no such a thing in DEI work!
Read MoreIn our latest D&I Lab Talk, we explored how we can include all womxn while designing strategies, retaining and engaging in our organisations.
Read MoreThis month, on our D&I Lab Talk we are joined by Divya Rao (Marketing Communications Manager at Humanitrack) and Caroline Onyango (Legal Counsel at A.P. Møller-Maersk) from ProWoc network and apply an intersectional lens in a discussion around womxn in danish organisations.
Read MoreNow that I have your attention, please read about all the messages you construct and scream "Fix the women". I know it's not intentional, however, read this if you are designing a project or initiative that aims to help but instead does harm, without you knowing about it.
Read MoreIn our latest D&I Lab Talk, we explored how well-being can be approached in a digital context and how inclusive practises can be applied in an online workplace.
Read MoreHelene Aagaard presents “From Boomers to Gen Z - Leading four generations in the workplace,” and discuss the role of inclusive leadership has on a multi-generational workforce with illustrations provided by Brain2Business.
This month, on our D&I Lab Talk we are joined by Hanne Blume, CHRO in TDC NET and will discuss tips, techniques and strategies that will help employees’ wellbeing and address how we can be inclusive in our online interactions.
Read MoreDiversity Factor debunks 6 common misconceptions about diversity & inclusion initiatives at work, so you can focus on your organizational DEI journey with the most accurate facts and resources currently avaliable.
Read MoreWith the rise in protest regarding police brutality, abuse of power, sexual harassment, and other important social issues - stakeholders have turned to companies to take a stance on many of the social issues - both externally and internally within their organizations. Stakeholders are seeking authentic action from organizations regarding discrimination and are no longer willing to settle for lip service. Therefore, companies have to evolve and improve in order to prevent from going extinct. In order, to adapt and improve, companies must become DEI agents for change. But in order to do so, we must give companies and change agents the proper tools and practices to effectively, efficiently, and authentically navigate this role.
Read MoreRacism is learned, therefore with time, effort, and work people can unlearn their racism. We work on dismantling racism by starting with ourselves first and doing the inner work. The following recommendations focus on understanding your own implicit biases, the stage of your racial identity journey, and actionable steps to take within your inner circle to start a continual conversation that can lead to the revolutionary act of dismantling racism and white supremacy.
Read More#MeToo stories are flooding the Danish media. Companies are re-visiting their HR policies and CEOs are sending out emails saying their door is always open. However, will that fix it? We will discuss just that in our next D&I Lab Talk, where we will be joined by Chairman and Investor Tue Mantoni.
Read MoreFor the second year in a row, Moneypenny & More, the private investment network for women is collaborating with Diversity Factor. Together we bring a spotlight to gender diversity within Danish-listed companies in the Penny Report. Since 2019, the number of women holding board positions has increased from 19.1% to 21.9%. It looks even better in C-level positions, where women hold 13.7% of the positions compared to 9.9% in 2019.
Read MoreWe’re not about “hauling businesses”, kicking and screaming into the world of diversity and inclusion. We are there for the ones that have had that penny-dropping moment that diversity and inclusion is not there to scare them and to beat them up. It’s there to liberate their organisation and future-proof it. Our role is to service the clients, who want to advance their diversity and inclusion journey, and need a route to market to do so.
Read MoreSo as I sit here staring at my keyboard and try to force the words to dance on the screen, the main take-away from this week, seems to be that I shouldn’t complain - which is a bit counterintuitive, when you work with D&I. However, it seems like something is moving in the market and talking to our competitors/colleagues, we are not the only ones who are experiencing this.
Read MoreWe get that you have to start somewhere, and an easy starting point is talent acquisition and securing a more (gender) diverse pipeline. Companies lack talent and ensuring a diverse talent pool is key to securing the right competencies and personalities for the future success of the business strategy. Trust us, we get it.
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