This case study demonstrates the critical need for proactive leadership and a strategic approach to building a truly inclusive workplace. Companies with diverse teams are more innovative, creative, and better equipped to serve a global customer base.

However, as this case study reveals, simply assembling a diverse team isn’t enough. True inclusion requires a conscious and ongoing effort.

We share the challenges faced by a startup deeply committed to diversity and inclusion (D&I). Despite their best intentions, the company encountered unexpected hurdles in enhancing an inclusive workplace.

The Company:

 

 

Develop Diverse  –  A Danish startup with a diverse and purpose driven team of 25.

• Bias-free writing platform for inclusive and effective communication
  
  
• Inclusive language SaaS software product – Highly driven by a mission to make a difference.

• Supplier to Scandinavia’s largest companies

While the company successfully attracted a diverse team, maintaining an inclusive culture proved more difficult than anticipated.

Assumptions were made that a team composed largely of individuals from underrepresented groups would inherently understand and accommodate each other’s needs.

However, this wasn’t the case, leading to friction and unmet expectations.

Recognizing the need for intervention, Develop Diverse reached out to Inclusive Matters.

 

“We are a team of people with varying DEI maturity, and the session included personal self-assessments, to which we could relate all topics discussed afterwards, which was really helpful.She also has a unique way of including everyone in the room in substantial and creative ways, without putting anyone on the spot.”

– Head of Research at Develop Diverse

 

Key Findings:

Working with the CEO and COO we found:

• The Illusion of Shared Understanding:
  Even in a diverse team, individuals may not fully grasp the challenges faced by those from different backgrounds.

• The Need for Proactive Inclusion:
  Simply hiring a diverse team isn’t enough. Companies need to invest in ongoing education and initiatives to foster true inclusion.

• The Impact of Unconscious Bias:
  Unconscious biases can still impact interactions and decision-making, even in teams committed to D&I.

 “Chandre has an incredible ability to connect personal stories, structural DEIB matters and actionable solutions in a way that is transparent, interesting and very inspiring.”

– Product Manager at Develop Diverse

 

Solutions Implemented:

Diversity encompasses more than just gender or race; it’s multifaceted and intersectional.  Inclusive Matters facilitated 

• Staff wide Inclusive Awareness workshop – bespoke to Develop Diverse’s situation.
• Social Sustainability Audit: Conducted inclusive assessment to benchmark the inclusive leadership profiles within the team.

Conclusion:

Inclusive Matters made the crucial distinction between diversity and inclusion.

While diversity is about representation, inclusion is about encouraging the team to actively contribute with their unique backgrounds, skills and experiences.

By acknowledging the challenges and taking proactive steps, companies can create a truly inclusive workplace where everyone thrives.

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