Diversity and Inclusion

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What do we mean by diversity and inclusion?

Diversity and inclusion are two terms often used interchangeably. In an organizational context, their meanings are closely linked—but with important nuances.

Diversity refers to the many ways in which we differ from one another. This includes ethnicity, religion, disability, gender, gender identity, age, and sexual orientation. These differences—whether visible or invisible—form a vital part of our identities and perspectives.

Inclusion is about the actions we take to embrace and incorporate these differences. Inclusion means valuing and leveraging employees’ skills and backgrounds for the benefit of both individuals and the organization. It’s about creating a work culture where all employees feel accepted and valued for who they are, with their voices heard and respected.

Promoting diversity and inclusion at work is not just about compliance. It is an investment in building a stronger, more innovative, and competitive organization—where employees thrive and bring their best selves to work every day.

Why focus on diversity and inclusion?

It’s essential to foster an environment where different perspectives and experiences are valued—and where employees feel included and accepted regardless of background, gender, age, religion, sexual orientation, or disability.

A diverse workforce enriches the organization by bringing different viewpoints to the table—leading to more nuanced decisions. This also drives creativity and innovation—giving the organization a key competitive advantage.

An inclusive culture is critical for increasing employee engagement and satisfaction. When employees feel respected for their differences, they’re more likely to perform at their best and remain loyal to the organization.

Diversity and inclusion also enhance your organization’s reputation and ability to attract talent. Organizations that prioritize these values are more attractive to potential employees and customers—while meeting legal and ethical standards for equal opportunity.

In short: prioritizing diversity and inclusion is an investment in your organization’s future success—creating a healthy, productive culture that benefits both people and performance.

LEAD’s approach to diversity and inclusion

Diversity and inclusion are smart ways for organizations to ensure all competencies and resources are brought into play.

Diversity ensures there is room for everyone; inclusion ensures everyone has equal and fair opportunities. Both help attract—and retain—employees and leaders.

At LEAD we believe that diversity is a resource that contributes to well-being, collaboration, growth, and development—when managed thoughtfully.

If you want to focus more actively on diversity and inclusion, we can help you:

  • Develop policies addressing diversity/inclusion

  • Integrate D&I into your future strategy—and support implementation

  • Prepare your leaders to discuss/manage with a focus on D&I

  • Create an attractive workplace for all employees/leaders
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How we can help you

We offer leadership and organizational sparring sessions, research-based education, presentations on diversity & inclusion as well as training programs specifically focused on equipping you with general management competencies. 

See examples of our services here:

Presentations

Inspirational research-based presentations on diversity & inclusion for all levels within your organization.

Sparring

Advisory support regarding your strategy development or key initiatives.

Workshop

Facilitation of active workshops focused on competence development at management or executive level.

Meet the consulting team

Anne-Birgitte Albrectsen

Managing Director & Partner

Kirstie Føge Hansen

Chief Consultant

Betina Hansen

Chief Consultant

Marianne Viftrup Hedegaard

Chief Consultant

References

OK_Logo

The goal of OK’s DEI leadership program was to use practice-based training for 100 leaders—raising awareness of how they could foster an inclusive culture and ensure a safe, attractive workplace for all.

To ensure the content/format met leaders’ needs, we ran three pilot workshops for executive management, AMO organization, and HR—using their input to tailor the final format. Especially executive feedback helped anchor the program strategically.

The training consisted of two workshops spaced six–seven weeks apart—to support knowledge transfer and allow time for practical experiments between sessions. Buddy agreements ensured leaders followed through on commitments between workshops.

“I started the program with my arms crossed, but I really feel things have changed since the first workshop. We can talk about things I didn’t think we could at OK. It’s great—a big step forward for us.”

Leader at OK

LEAD teaches on a DEI development program for executives, managers, study directors, institute heads, and other leaders at CBS.

The program aims to train inclusive leadership skills as part of CBS’s Gender Equality Plan implementation. In collaboration with CBS’s D&I Office, various themes were selected—ensuring leaders developed a common language through fruitful dialogue in learning groups between modules.

Other topics: addressing workplace discrimination, diversity management, microaggressions & norms.

If you have questions or want personal guidance - just let me know!

Anne-Birgitte Albrectsen

Managing Director & Partner

Master of Law

Mobile: +45 22 42 18 11
Email: aba@lead.eu