Artificial intelligence can be like a rowdy toddler—smart but unpredictable, especially when it comes to fairness. While it holds incredible potential, it’s not immune to bias, often reflecting prejudices buried deep in the data and the people who create it. Recently, I was featured in a news article by Forskning where we explored how we can prevent AI from serving up answers with built-in biases. Tackling this issue isn't just about ethics—it's also good business. Ensuring AI is inclusive opens doors for better products, a broader customer base, and, ultimately, higher profits.

Today I got to meet with Tanjil Ahmed Ruhullah FCILT BSc (Hons) LLB (Lond.) and Asif Iqbal, at Interport Maritime Ltd. It honestly felt like a masterclass in inclusive leadership. They are both dynamic leaders who absolutely embody the ethos of diversity, equity, and inclusion. Tanjil shared how Interport, a company launched in 2021, is rapidly growing and Asif showcased his vision for shaping the future of corporate leadership in Bangladesh through a culture of trust, mentorship, and inclusivity.

The reality is that bringing up Diversity, Equity, and Inclusion (DEI) can feel uneasy at best, especially when you're not the one holding all the power. Often, the people facing exclusion are the ones expected to speak up, and that can feel incredibly intimidating. But here’s the truth: you don’t need all the power to make an impact. I created the Confidently Inclusive workshop, inspired by the outstanding work of Nadia Mastantuono, Fiona Onochie, and Tamara Dancheva at GSMA, to give folks the tools to confidently guide DEI conversations. My 11-step methodology helps you hit your audience where it matters—in the head, the heart, and the hands—so you can turn challenging talks into opportunities for real change.

It’s a story I've heard from so many women in leadership: If you’re too assertive, you’re labeled cold or aggressive, and if you’re too nurturing, you’re cast as the office "mom." This Catch-22 puts women leaders, especially women of color, in a constant battle to balance warmth and authority. Meanwhile, their male counterparts don’t face the same dilemma. In fact, men are often rewarded for behaviors that penalize women—empathy makes them seem approachable and beloved, while being cold is seen as a sign of strength and drive.

Lidia Best , CPACC dropped into my DMs recently to give me a nudge, and not the kind I could brush off. She pointed out that my dynamic captions, which I’ve been so proud of, weren’t accessible for the Deaf and hard-of-hearing communities. Dynamic captions are animated, often moving text that highlights specific parts of speech or visually syncs with the tone of the video. They’re flashy and engaging, often used by content creators to add a bit of flair. But here’s the catch: unlike static captions, which provide straightforward, consistent text at the bottom of the screen, dynamic captions can be difficult to follow for those who rely on captions for accessibility. My first reaction? Defensiveness. I mean, I knew about the accessibility issues, but I loved those captions. They’re flashy, fun, and let me play in the same league as younger creators with huge followings. They felt like a badge of pride—a sign that I was keeping up with the times.

Last week, I caught up with an a couple of long-time colleagues, John Smith and Randy Louden, two people I’ve known since the earliest days of my career at Citi! Our conversation revolved around the massive organizational changes large multinational companies often face. We discussed the immense challenge of putting into practice new solutions to tough problems and doing so without alienating anyone and ensuring everyone feels they belong in the new version of the company. This got me thinking about how inclusive leadership is not just a buzzword—it’s the key to successfully driving large-scale change.

During the pandemic, a university leader faced a tough decision: how to bring researchers back to their offices while balancing the unique challenges posed by remote work. Aware of research showing that women, particularly those in heterosexual couples, were shouldering the brunt of childcare and domestic labor, he proposed prioritizing young women researchers' return to the office. The response was mixed—appreciation from the women and anger from older men who felt slighted.

If there's one thing I never want to be called, it's "boring." I'd rather have my students—and yes, even my audience—leave feeling challenged than walk away with nothing but apathy. This isn't about shock value; it's about impact. And in leadership, the stakes are even higher.

In an international private school nestled in the heart of London, young students are wrestling with age-old biases. My colleague’s nephew, a bright and inquisitive student, shared some unsettling conversations he had overheard among his peers - the notion that girls are inherently less smart and destined to earn less than boys. Despite the school's prestigious status and diverse community, these ingrained prejudices have persisted, showcasing the pervasive influence of societal norms, values, and beliefs.

When I asked 37 students about the biggest challenges to trust in leadership, their responses revealed a common theme: a lack of communication and transparency. They described situations where leaders kept important information to themselves, made decisions without team input, and broke promises. This kind of environment fosters distrust and disconnect and is the opposite of inclusive.

Have you ever seen the look on someone's face when you say something nice to them? Or notice how kindness can change the entire vibe of a room? I hear a lot about how we can promote inclusion through policies and diversity training. And while these efforts deal with systems-level issues of inequality, I've often found that the simple act of being nice is a game-changer. I met with Cristina Paupini recently, and she inspired this inquiry into how niceness can be a cornerstone of inclusion and how it can revolutionize your workplace.

A survey in 2023 by Inclusive Creation of over 500 professionals in Norway provides a clear picture of the current state of inclusivity in organizations, highlighting where we excel and where we need to push harder.

When the pandemic pushed us all into remote work, one team I worked with fell into a common trap: they started to see each other as to-do lists rather than as human beings. To shake things up, we hosted a fun workshop that had nothing to do with their jobs. Instead, we dived into innovation in an area totally outside their traditional comfort zones. The results? They laughed, they joked, they smiled, they told stories, and they found new ways to connect and see each other as more than just coworkers.

After three incredible years, the journey of Ser Innovation is coming to an end. Helene Rogne, Andrea Bjørge, and I have decided to close our company. It’s a bittersweet moment as well as a celebration to have the chance to reflect on the creativity, learning, and growth we shared.

In nearly every one of my speeches, I tell a story about Katie. When I was a professor, a student named Katie approached me after a lecture. Despite feeling that I'd delivered the lecture of a lifetime, Katie pointed out everything I had done wrong. Her feedback bruised my ego and made me react defensively, but afterward, it also made me realize the importance of genuinely listening to others.

When it comes to inclusive leadership, Linde is creating a new path using innovation and empathy. They are making wonderful strides that shape the workplace and create impact withing their communities. I am beyond thrilled to speak at their upcoming event, where inclusive leadership isn’t a buzzword it's a practice and a celebration of their values.

I'm incredibly excited to offer all my newsletter subscribers something special today! As a thank you for being you and for creating a more inclusive world, I've come up with an exclusive opportunity aimed at supporting your journey towards effective, empathetic leadership.

Legacy industries like the shipping sector have a long history. Now they're finding themselves at a pivotal juncture, where young, innovative minds are not just supporting but leading the change. People like Karolina Siemieniuk, a young professional with a strong technical background are steering these transitions at at DNV a company whose work lies at the intersection of shipping and energy.

Consumers and employees neeed more than just words. It's time for companies to shift from merely repeating buzzwords to acting on them. The demand for authenticity in diversity, equity, and inclusion (DEI) initiatives means that token gestures or superficial measures are not just insufficient; they can lead to substantial backlash.

This week in Santiago, Chile, I'm joining an amazing community at the Zero Project Latinoamérica conference part of the Zero Project to look at how philanthropy can be a game changer for people with disabilities. I'm honored to lead a session that highlights philanthropic successes and pushes the boundaries on how we think about value and impact.