Ace Hotel / Atelier Ace’s Post

💡Inclusion Tip of the Month: January 2025💡 TIP: Acknowledge people you don’t know with a small friendly signal. 👋 WHY? 🤝 This simple gesture helps break down hierarchies, silos, and aggressive cultures, and opens the door to further dialogue. It also fosters connections, making us feel more integrated and enhancing our overall enjoyment and satisfaction in our day-to-day work. THIS TIP IN ACTION:  When you're in a common area, like the canteen, and you notice someone sitting alone, consider making eye contact and exchanging a friendly smile. This happened to me recently when I was looking for a place to sit. I noticed someone sitting alone. After a few glances and smiles, I made a small gesture to ask if I could join them. We ended up having a wonderful, spontaneous conversation. By acknowledging each other, you can open the door to new connections and a more inclusive environment. ❔ Can you share a moment when a small gesture led to a meaningful connection for you?

Diversity, Equity & Inclusion: Let’s Talk About Belonging Creating a sense of belonging is a vital part of building inclusive communities. When people feel like they truly belong, they thrive and contribute in meaningful ways. Here’s a personal story of when I truly felt like I belonged: I remember a time when I joined a new team at work, and I was nervous about whether I'd fit in. I wasn’t sure if my ideas or background would be valued, but something happened that changed everything. In our first team meeting, the leader went around the room and asked everyone to share their thoughts on a major project. When it was my turn, I hesitated, but the group was patient and genuinely interested. After I shared, something unexpected happened: multiple teammates asked follow-up questions and even built on my suggestions. It wasn't just polite listening; it was active engagement. In that moment, I felt seen, heard, and valued—not just for my role, but for who I am and what I bring to the table. That meeting stuck with me because it was more than just being included—it was a feeling of true belonging. Now it’s your turn—tell us about a time when you felt like you truly belonged. Your experience might just inspire others to create more inclusive environments! #Belonging #InclusionMatters #EquityForAll #DEI

Across every platform I manage and in every role I take on, two phrases are the keystone to all the work I do: “Inclusion Matters” and “Empathy Matters.” People often ask me why these words are so central to my work. The answer isn’t necessarily straightforward, but to me, it’s clear. Inclusion is what we should all strive for—a state not of mere tolerance but of genuine belonging. It’s more than just offering a seat at the table; it’s about breaking down barriers and building new tables that feel welcoming to all. True inclusion is a journey, and I don’t believe I’ll ever “master” it. Instead, it’s an ongoing commitment to listen, to learn, and to honor the unique experiences of others. My hope is that this pursuit of inclusion resonates with others, inspiring them to do the same. ❤️ Then there’s empathy. In interviews, when asked about my best skill, I often say empathy—not because it’s easy, but because it’s essential. There’s a quote I love that speaks to the distinction between compassion and empathy: while compassion recognizes others’ struggles, empathy goes a step further… Empathy demands understanding, action, and a readiness to stand alongside those who suffer, not merely to feel sadness from afar. Empathy is dynamic; it asks us to listen to others’ experiences directly, to be moved by their struggle, and to act in ways that lessen their burdens. Empathy is more than emotion; it’s a call to action that goes beyond words. Inclusion and empathy are the cornerstones of my work because, together, they form a foundation where people feel valued, seen, and uplifted. They require us to listen deeply, to care actively, and to create spaces where everyone belongs and is supported in tangible, meaningful ways. And it’s something I strive to do every day—not only in my work but in my life. What are the cornerstones to your life?

“What does Pride mean to you?” Someone recently posed this question on an internal work channel as part of my company's Pride celebrations. As Global Co-Chair of Visa’s Pride ERG, which brings together our LGBTQIA+ employees and allies around the world, I reflected on this not-always-easy-to-answer question. I answered truthfully, which is that I often see Pride as a happy paradox.   What brings me joy about Pride is how it’s often an intentional contradiction in terms – it’s simultaneously about being special and not being special at all…I’m just a person, like everyone else. Pride is about taking time to honor what makes people who they are, without judgment, and to celebrate what makes people unique. At the same time, Pride is about everyday life. It’s about who I am each day of the year that doesn’t happen to fall during Pride Month. Pride means not having to hide who I am the other 11 months of a year – I live the same sometimes-boring, sometimes-awesome life in January, March, and November that I do in June.   Pride is about belonging. It’s also about visibility – as a bi woman, I know how damaging bi erasure can be and how few openly bi people there are in leadership roles – and the importance of feeling seen. Pride is about understanding how much representation matters and why. I have Pride every day, and I am especially proud to help lead our ERG and hopefully serve as an ear, a shoulder, or a reflection for anyone who needs it – each and every day.

Appreciation and gratitude go a long way in engaging and retaining talent. Most people would swap an office perk for being valued and feeling visible at work (they shouldn’t have to, though). Next time someone stretches and strives in your team, or even fails after genuine efforts, let them know you continue to back them and appreciate their hard work. It would mean the world to that person, and you stand to lose nothing. In what ways do you appreciate people in your team or around you? What has made you feel valued or not valued at work that you still remember? Share your thoughts in comments... Some tips... 📌 Be specific in your appreciation -avoid 'that was great'. 📌 Make appreciation public when it suits the occasion 📌 Encouraging someone after a setback goes a long way #InclusiveLeadership #Inclusion #InclusiveCulture

We celebrate pride every day. I observed that a bunch of people posted about how excited they were for Pride Month on June 1st and then just vanished. It’s cute to see people adorn pride colours in the form of stickers and pretty decor in the office, but that’s just step 0.5. (I swear, I am the first one to appreciate when I see a friend pasting pride stickers on his work and personal laptop when a year ago he almost butted heads with me while discussing pronouns. Progress is progress.) I urge you to ask questions like: Why are we even doing this? Why is June celebrated as Pride Month? Why not September or any other month? What led to all of this? Where did we get these accessories from? Who’s earning money from this? Where am I getting my information from? Is it from a reliable source, or are we relying on second-hand summaries of the Stonewall Riots? Conversations are crucial. Gender-affirming care is not a minor issue but a crucial concern regarding healthcare benefits in our corporates. Microaggressions at the workplace are not trivial but major concerns when it comes to office behavioral policies. It’s a matter of life and death, and I could keep listing concerns here. Allyship is an action. That’s the request I come with: speak up in support, not to take away space from a voice that is already marginalized, but to make some space in the first place. Building communities where these conversations can happen safely is essential. I recently found myself at the Asia Proud Leaders Event by McKinsey & Company. This experience has made me hopeful, as I’ve heard discussions about allies running queer spaces and their concerns about not wanting to hijack these spaces. I appreciate the openness to external voices, which not only provides a platform but also brings diverse perspectives. Not all queer people think the same; uniqueness in thought brings perspective. The uniqueness of experiences due to intersectional differences in identities brings perspective. Being open to hearing from someone who might not echo your own human rights sensibilities brings perspective. For me, Pride is like a milestone where I give myself a target to learn something new every year. Queer culture is so vibrant and vast, and its history intrigues me. This year, I ended up learning voguing, the dance form. I leave the door open for conversations about that because it makes me gleeful and happy, while we appreciate how far we’ve come and take on all that’s left to do. We indeed celebrate pride every day. Just a reminder that it has historically been a struggle and continues to be a struggle every day. Learn, unlearn, and grow spaces!

To cut my workload, I don’t share my private life with my colleagues These are the words of Bettina, Global Head of Operational Excellence at a large international company, she is bisexual and married to a woman. She continues: “When we gather by the coffee machine, and colleagues chat about their weekend with their families, I don't join in. I’m not ashamed, but because people don’t expect it, I often get reactions like: ‘Did you say SHE?’ ‘But... You don’t LOOK gay?’ ‘Have you always been a lesbian?’ ‘How did you have kids?’ Suddenly, the chat is not just small talk, now I'm forced to share my life story, defend how ‘people like us’ meet, fall in love, and have children. And I just wanted a cup of coffee…” This is one of many quotes from the interviews I am currently conducting. Interviews that reveal the exact barriers to inclusion, engagement, belonging, and retention that staff face at work every day when they: 💥 belong to an ethnic minority 💥 have a cultural background different from the majority 💥 identify as LGBTQ+ 💥 live with a visible or hidden disability or diagnosis When Bettina don’t share her life, to avoid prejudice or bias, barriers to inclusion, relationships, and belonging form. These barriers come at a high cost – for her and the company, impacting productivity, retention, hiring costs, and stress-related absence. Minority stress happens when staff constantly need to explain or hide their differences to avoid negative reactions. When companies don’t invest in creating a basic understanding of the diversity represented in the company, the burden of creating it falls on staff. An unfair task that most minority staff don't have the energy or ability to take on. That’s why I've launched InklusioNordic: To create training videos that shift the responsibility from the individual to the organisation. The videos share personal stories and experiences, told by those involved, with practical advice and tools for daily interactions. Short, fun, engaging and thoughtprovoking. Easy to implement and will help colleagues develop skills to handle differences, avoid awkwardness, and build a truly inclusive culture. Blind hiring, bias awareness, quotas and workshops are all great ammunition. But without the spark, an inclusive culture, to ignite these efforts, they stay surface-level, and the full business impact remains absent. The videos launch in Q1 2025 in English and Danish, with other Nordic languages to follow. They come with dialogue tools for leaders and a learning & community platform for peer learning and growth. Together with our partners, we solve challenges and create solutions to make inclusion and accessibility more attainable – at work and in society. If you want to drive real change that improves business results and supports an inclusive society: Sign up for our newsletter: https://lnkd.in/egrmSh35 Or contact us to become a partner and champion this cause with us across the Nordics.

If you want to strengthen allyship within your organization, here are 3 vital tips for you: 1. 𝐋𝐢𝐬𝐭𝐞𝐧 𝐅𝐢𝐫𝐬𝐭: True allyship begins with understanding. Initiate conversations about diversity, but more importantly, listen. Understand the experiences and challenges of others. 2. 𝐄𝐝𝐮𝐜𝐚𝐭𝐞 𝐘𝐨𝐮𝐫𝐬𝐞𝐥𝐟: Marginalized groups do not have the responsibility to educate you. Proactively seek knowledge about different cultures, identities, and experiences. 3. 𝐓𝐚𝐤𝐞 𝐀𝐜𝐭𝐢𝐨𝐧: Allyship is not passive. Advocate for inclusivity in your workplace. Use your privilege to amplify the voices that often go unheard. How are you committing to being an ally at work? Let's discuss below. #Allyship #Diversity #Management #Inclusion #Ally

People & Culture perspective: I remember travelling alone through Europe back in 2005 🌍 - the picture refreshes the memory. I came across many places where I could not understand what was being said around me. 😨 That memory sticks with me throughout my work life. The importance of being seen, heard and understood is so important. That makes the diversity & inclusion agenda important. So wherever you go throughout your summer holiday. Whenever you experience having a hard time being understood. Remember that you can help your colleagues making them feel seen, heard and understood. Sometimes all you have to do is speak English or listen carefully to what they have to say or invite them to share their opinion. 🔊 Every gesture you make to create inclusion is appreciated ⭐ Wishing you a great summer ☀ 😊

How do you broadcast your support for a more inclusive workplace? In "The Better Allies® Way: A Workbook for Being More Inclusive at Work," I explore the seven roles that allies can play. I initially developed this framework when writing my first book, "Better Allies," to describe the many ways allies can make a difference. It’s been a popular and powerful tool for my readers to understand that there is no single definition of what it means to support colleagues from underrepresented groups. One of the seven roles is the Champion, who ensures colleagues are recognized for their expertise, often in large, public settings. They aim to diversify who gives project updates and answers questions at important meetings, sharing their own spotlight to help colleagues be more visible. They also are champions of inclusion, being loud and proud about their support for creating a more diverse and inclusive workplace. Here’s an activity from my workbook to identify ways to broadcast your support. Consider the following ideas. Check those that you are already doing, and identify one additional action you’ll commit to doing: ⭐ Add my pronouns to an email signature, name tag lanyard, video conference account, or online profile such as LinkedIn. Doing so can help normalize this practice and make it easier for coworkers to share theirs. ⭐ Join a diversity-related channel in our organization’s online discussion forum, such as Slack or Teams, and contribute to the conversations. ⭐ Change my video conference background to a diversity-themed one. (Many organizations create branded ones for Pride, Women’s History Month, Juneteenth, and other diversity-related celebrations throughout the year.) ⭐ Write “Aspiring Ally” on a conference badge to let others know this is a skill I’m developing. ⭐ Celebrate a local Pride parade with coworkers. ⭐ Something else: __ What action will you take to broadcast your support for a more inclusive workplace? Of course, showing support alone isn’t enough. Let’s also take action when we witness non-inclusive behavior. — This is an excerpt from my upcoming “5 Ally Actions” newsletter. Subscribe and read the full edition at https://lnkd.in/gJApP5cV #BetterAllies #Allyship #InclusionMatters #Inclusion #DEI #Diversity #Allies 🙏