For me (and probably there are more of us) International Women's Day is a blend of celebration and frustration.

Feeling like you belong is not just about getting along with your coworkers. It's about feeling like you're a valuable part of something just as you are. And that matters more than you might think.

„I used to go to meetings and see the problem so clearly, when others could not. But worrying about being “wrong” I kept quiet and learned to sit on my hands lest they raise up and betray me” – Nilofer Merchant in her early days as an administrator in Apple*

Second episode of the podcast series on Inclusive Leadership is out!

“In so many endeavors today, from sport to business we see the achievement of an outcome at the cost of broken people” - Owen Eastwood

As the communication buzz around International Women’s Day is about to peak soon, it's crucial to ensure that the messages delivered are actually unbiased and free from stereotypes.

Before hitting that publish button, here's a simple yet effective method to check it for bias: Flip It To Test It.

It’s National 🇵🇱 Day for Combating Depression.

Navigating conversations around mental health and depression can be very difficult. We may not know how to react or lack vocabulary when someone shares about their mental health. We may not know what to say to be supportive.

The theme for the upcoming International Women’s Day is Inspire Inclusion.

So, let’s get right into it and inspire inclusion on the basic level: our language.

I still notice communication aimed at women or about women that uses “female” and “women” interchangeably and that is not entirely inclusive.

Responsible Business Forum / Forum Odpowiedzialnego Biznesu recently released an analysis “DEI in creative industry” and because some of my clients represent this branch of industry, I eagerly dived into it.

In today's carousel you will find my 5 takeaways from this analysis.

Just a month ago, I released an eBook on inclusive leadership as a special gift for Punt Kick's first anniversary, and the response has been overwhelmingly positive!

With over 150 downloads already and heartwarming feedback, I want to express my gratitude to all who've engaged with the material.

It’s Valentine’s Day and it’s today that I’d like to put a special focus on passion tax and self-care of DEI practitioners.

In particular, HR professionals who, often additionally to their main responsibilities, are also in charge of DEI and who are expected to serve as emotional caregivers for employees in the process of change.

Your well-being is important too 💙

Here are 10 things that I think we, as DEI practitioners, should always know.

I've just came across a great reel of Michalina Ignaciuk on Instagram showing accessibility features on the website of ZARA.

In the beginning I got quite excited to see all the possible features and then I saw the list of different identity characteristics, a sort of a short cut for what one may need based on their needs.

There are 3 things that I find disturbing and actually not-inclusive about it…

Are you searching for ways to elevate your team's performance?

It's the lack of inclusive #team norms that may be hindering their productivity and collaboration.

The study* shows that there are 3 norms that characterize inclusive teams who know how to unleash their full potential.

Why companies (not only but also) in Poland pay and/or should pay more attention do DEI? What roles leaders play in building the feeling of belonging? How to understand the inclusive leadership and how to start in a way that won't overwhelm you?

What is inclusive leadership? How does it demonstrate?

Do you want to build an inclusive culture? Start with your team meetings.

At least once per week I'm asked what hashtag#books I would recommend in the topic of DEI for someone who starts their adventure in the field.

I'm very happy to be asked for advice and I took these 5 books from my shelf that I think are very good to start with.

Are your organization's managers getting enough support as they navigate the path to inclusive leadership?

I’ve recently listened to a podcast with Dr. Rachel Cubas-Wilkinson who said: “As of 2021 only a third of companies had a hashtag#strategy to help leaders be more inclusive in their day-to-day workplace”*

Last week I had a pleasure to give a talk about hashtag#stereotypes and gender bias for an invitation of Women in Project Management PMI PC community at Nokia Garage.

We started off with a question "Are men better at making dumplings?" that initiated a reflection on…

Psychological safety paves the way for inclusive and high-performing work environments but since it has emerged as a pivotal concept, it’s been widely misunderstood and misapplied and that hurts teams’ performances.

Let’s explore the potential consequences of that misunderstanding: