Human brain receives about11 million bits of information per second*. How much of it do you think we process consciously?

.

Only 40 bits of information per second.

This means that 99.996% of the information, is covered by our unconscious mind. Yet, we convince ourselves that our decisions, such as those related to recruitment and promotion, are rational.

Dora, but was this bias or microaggression or non-inclusive language?”…

…is a question I hear from participants in my workshops who are trying to make sense of what they've witnessed in the workplace.

I understand the confusion—these topics are complex, and with DEI terms used as buzzwords, it can be even more challenging to grasp the nuances

"To what extent have our DEI efforts contributed to the backlash we now face?" ❓

Tough one?

Indeed.

Do you need to be an activist to be an effective DEI professional? 🤔

A question that I love to ponder over with fellow DEI practioniers.

In my belief…

Do you run engagement or inclusion surveys? You could be overlooking a crucial piece of data.

Curious about what makes narratives regarding people from marginalized groups non-inclusive?

We often emphasize that DEI is everyone's responsibility within the organization. How then does your commitment demonstrate itself daily, particularly if you don't hold a specific DEI-related role?

When you say, "This is not a problem in our organization," what you might actually be saying is: "I’m privileged enough to not consider it a problem."

Allyship is a foundation of inclusive leadership because it allows leaders to look beyond their perspective and see the barriers in the organization they may not face personally but that are very real for other employees. And remove them (barriers, not employees ;-) ).

That’s why there is no discussing allyship without discussing privilege and power.

„It's easier to ask a critical question than to agree with each other”.

Said no one ever 😉

The comfort of aligning with the group is undeniably seductive.

Unfortunately it leads us also to groupthink and compromising the quality of decisions we make as a team.

In discussions on gender bias, we often focus on binary gender and cisgender identities, and honestly, even more often, the discussion is reduced to talking about women.

Meanwhile, non-binary candidates' experiences are too frequently overlooked.

If your team wants to leverage the benefits of diversity, you need to re-define what 'team player' means.

While in theory, a "team player" is someone who works well within a group, contributing to collective goals and collaborating effectively, in practice it often means…

"No freedom till we're equal" and turning your logo into a rainbow one, won't do.

It's time for organizations to equalise the rights of LGBT+ employees. How?

Are you using ChatGPT for job adverts? Check out for its inclusivity!

Yesterday was Mother's Day in Poland, and I'd like to share a few thoughts with you.

𝘞𝘩𝘺 𝘢𝘳𝘦 𝘸𝘰𝘮𝘦𝘯 𝘵𝘰𝘭𝘥 𝘸𝘦'𝘭𝘭 𝘳𝘦𝘨𝘳𝘦𝘵 𝘪𝘵 𝘪𝘧 𝘸𝘦 𝘥𝘰𝘯'𝘵 𝘩𝘢𝘷𝘦 𝘬𝘪𝘥𝘴?

𝘞𝘩𝘺 𝘢𝘳𝘦𝘯'𝘵 𝘮𝘦𝘯 𝘦𝘹𝘱𝘦𝘤𝘵𝘦𝘥 𝘵𝘰 𝘸𝘢𝘯𝘵 𝘵𝘰 𝘣𝘦 𝘧𝘢𝘵𝘩𝘦𝘳𝘴?

𝘞𝘩𝘺 𝘢𝘳𝘦 𝘸𝘰𝘮𝘦𝘯 𝘴𝘰𝘮𝘦𝘵𝘪𝘮𝘦𝘴 𝘴𝘩𝘢𝘮𝘦𝘥 𝘧𝘰𝘳 𝘱𝘳𝘪𝘰𝘳𝘪𝘵𝘪𝘻𝘪𝘯𝘨 𝘰𝘵𝘩𝘦𝘳 𝘢𝘷𝘦𝘯𝘶𝘦𝘴 𝘵𝘰 𝘧𝘶𝘭𝘧𝘪𝘭𝘭𝘮𝘦𝘯𝘵?

Microaggressions being like mosquito bites is "only" part of the problem.

On an individual level, the known effects are hypertension and cardiovascular disease, depressive symptoms, anxiety, and loss of self-esteem.

However, on an organizational level, they are more like termites.

The emphasis on 'culture fit' nurtures biases more effectively than sourdough starter gives lift to homemade bread.

“But I have a gut feeling that this candidate won’t be a good culture fit” – is what I hear sometimes.

Whenever you hear your gut talking, please pause.

“Dora, could you share one small thing that can make people feel more included on a team?”

This is a question I’m asked a lot. In the complex world of DEI, we crave tangible, easy-to-implement steps.

Here’s one…

“We’ve never had complaints about discrimination. Why fix what isn’t broken?”

„I don’t think inequality exists here. We always hire the best person for the job.”

„I’ve always judged people based on their work, not their gender.”

Does it sound familiar to you?

What business, NGOs, local authorities and academia can learn from each other about implementing DEI?

As June approaches, the spotlight shines on the word starting with "A."