On April 29th, IT-Branchen hosted its fourth annual event on diversity, equity and inclusion at The National Gallery of Denmark – SMK. The provocative question “Is Diversity, Equity and Inclusion Dead?” sparked honest reflections, challenging conversations and renewed inspiration among a large group of companies, organizations and interested parties who participated.
The backdrop for this year’s discussion is a shifting international climate. In the U.S., several corporations and institutions have recently scaled back their DEI departments as a reaction to President Trump’s orders to roll back DEI activities. But what does that mean for companies and organizations in Denmark? Should we hold our breath, react, or protest?
Natasha Friis Saxberg, CEO of IT-Branchen moderated the event and started the conversation by emphasizing: “Today is not about conclusions. It’s about nuances and reflections.”
“Shaming people will get us nowhere”
To kick off these reflections, anthropologist and author Dennis Nørmark, encouraged the participants to rethink their approach to DEI. He reminded the audience that withdrawing privileges often leads to backlash by stating: “Taking away privileges from a privileged class always leads to protest.”
He underlined that many people – for example white men – don’t feel privileged, even though this might be the case. For this group of people, DEI can feel like a tedious task or even a threat. He also stressed that shaming people is rarely an effective tool.
Instead, Dennis Nørmark suggested we need to formulate a more including and diverse story about diversity. One that resonates broadly, opens minds, and builds bridges rather than barriers. Because we all benefit from diversity.
DEI is not just the HR department’s job
In a dynamic panel debate, Pernille Hertel from Salesforce, Nermeen Louizi Ghoniem from Hello Ada and Jesper Nørding Pedersen from Forte Advice discussed DEI from an operational angle.
The message from Nermeen Louizi Ghoniem was clear: “For the young people DEI is a mindset, not a strategy”.
The entire panel agreed that DEI should be value-driven, and therefore DEI cannot be siloed in HR. Leaders in all areas of a company must be equipped to manage diverse teams, and foster inclusive cultures.
The panel also highlighted a generational difference between older and younger colleagues. While the older generation of employees often seek concrete solutions and measurable outcomes, younger people emphasize ongoing dialogue. Bridging that gap and fostering an environment where the conversation can thrive is part of the challenge.
From intention to action
When we talk about diversity, equity and inclusion today, progress often feels slow. But what is holding us back? How do we actually move forward at a faster pace?
That was the central theme in the conversation between CBS associate professor, Johan Simonsen Abildgaard and Line Sinding Skött from Microsoft. Line Sinding Skött emphasized that motivation is key to drive real changes, and right now the “Why?” isn’t strong enough when it comes to DEI. “The pain of doing nothing isn’t strong enough,” she said.
They also pointed out that resistance to DEI – and to all changes in general – is natural and can potentially be valuable. We need to learn from it and we need to make allyship inclusive. As Jesper Simonsen Abildgaard said: “We need to stop calling it resistance – and start calling it a reaction to change”.
The sound of courage
To close the event, artist and activist Fallulah delivered a powerful performance, blending music and her own personal story. Her message was to stand up for yourself – and for others – and it struck a chord with everyone in the room.
And while there is no single roadmap for advancing diversity, one thing is certain: the work continues. Because DEI is certainly not dead.
This year’s DEI event was held with support from DM Digi, Google and TDC Erhverv.
Advice for getting started and expanding your work with diversity
If you’re looking to strengthen your work with diversity and inclusion, you can find cases, inspiration, advice and recommendations in our diversity universe here.
You are also welcome to contact Charlotte Holm Billund if you want to learn more or contribute to the work.
