Vivian Acquah CDE®

Why Connection Drives Better Team Collaboration
Linkedin
June 17, 2026

You can build the most efficient team in the world, but if people do not feel connected, your collaboration stalls. As an inclusion strategist with Ghanaian roots, born and raised in the Netherlands, I have learnt one thing in every room I enter. Connection comes first. Before the agenda, before the targets, before the hard conversations, you need a human link with the people in front of you.

This belief shapes how I show up everywhere. In a client meeting, over lunch with a friend, or when I meet someone for the very first time, I look for a way to connect. Our differences in age, gender, cultural background, languages, height, or lived experience are not obstacles. They are doorways. The question is whether you choose to walk through them with curiosity.

A Five-Course Menu for Inclusion: Lessons from the EU European Diversity Month event
Linkedin
April 26, 2026

On the 18th of March, a representative from the European Commission approached me. They asked if I would deliver a keynote and an interactive workshop for European Diversity Month. The Directorate on Non-Discrimination and Equality hosted the 2026 EU Diversity Month event, theme: Building inclusive labour market for all.

Upon receiving the message, I immediately knew I needed to design an interactive keynote and workshop that would bridge the knowledge-action gap in diversity and inclusion. My goal was to create a session where the information I shared could marinate over time, inspiring people to take meaningful action.

I aimed to develop a session that not only supported the organization's mission and inspired every stakeholder present, but also reflected my own commitment to amplifying diversity and inclusion.

Feeling Drained After Meetings? You Might Have a "Meeting Hangover"
Linkedin
April 08, 2026

So, you're a leader. Your leadership involves managing a team while having both a defined direction and multiple essential goals that need completion. Your goal is to determine effective planning methods while achieving results through team empowerment toward optimal performance.

The truth is that leading a team extends beyond goal achievement. Leaders must handle complex interpersonal situations that emerge when working with people. The speed and continuous change of your present work environment make this task extremely challenging.

How do you share ownership without losing control? What are some practical ways to foster accountability while avoiding micromanagement? How do you support your team during periods of organisational change? These are the questions that keep leaders up at night. But there's one challenge, one sneaky, often-overlooked productivity killer, that might be flying under your radar: meeting hangovers.

Building a Competitive Advantage Through Daring Leadership
Linkedin
March 16, 2026

Work environments change rapidly and put immense pressure on professionals. Teams face sudden challenges, shifting expectations, and tight deadlines. In these demanding situations, learning how to lead yourself and others gives you a clear competitive advantage.

Brené Brown explores this concept in her book Strong Ground. The book features insights from experts like Adam Grant, Virginia "Ginny" Clarke, Amy Webb, Daniel Pink, Sarah Lewis, Aiko Bethea, Esq., PCC (she-her) and Abby Wambach. These lessons apply to anyone who wants to handle professional challenges better and improve daily collaboration.

When you understand how you react to stress, you guide your team much more effectively. Self-awareness is not just a nice personal trait. It is a critical business tool. It improves your decision-making, builds stronger teams, and helps you outpace competitors who struggle with internal conflicts.

The Essential Role of Virtual Reality in Cultivating Empathy for Leadership Development
Amplify DEI Newsletter on Linkedin
March 26, 2024

Did You Know? The level of global employee engagement is shockingly low at 23%, and it drops to an even more concerning 13% in Europe.

You, as a leader, are faced with the imperative to act decisively. Now is the moment for you to embrace innovative solutions to boost your leadership effectiveness and team cohesion.

Empathy: Your Strategic Asset

Empathy is more than just a soft skill; it's the bedrock of impactful leadership. In the maze of today's complex workplace dynamics, your ability to understand and share the feelings of others is priceless.

With empathy at your helm, you have the power to create an environment brimming with open communication, trust, and steadfast collaboration.

Let's shift the narrative and transform your workplace into a vibrant ecosystem of engagement and productivity.

The Pitfalls of a Chief Diversity Officer
Linkedln
March 22, 2024

The corporate world is full of acronyms. However, one that has become more common throughout the last few years is DEI, which stands for Diversity, Equity, and Inclusion. Because of the changing cultural climate and key social movements such as Black Lives Matter, DEI seems to be having more attention than before.

Exploring Empathy through the Power of Virtual Reality
DEI Profinder
February 15, 2024

In the rapidly evolving Diversity, Equity, and Inclusion (DEI) landscape, organizations are constantly searching for innovative approaches to cultivate empathy and understanding. Traditional DEI training methods have faced varied success, often drawing criticism for their punitive nature and unintended activation of biases. Nevertheless, a new player has emerged on the scene: Virtual Reality (VR). This powerful tool holds the potential to revolutionize the way we engage with DEI training, offering a fresh perspective and transformative experiences.

The Role of Male Allies: A Conversation on Inclusive Leadership and Cultural Intelligence
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January 21, 2024

In the latest episode of “Humanize the Workplace,” hosted by Vivian Acquah, the role of male allies in promoting inclusive leadership, equity, and cultural intelligence took center stage. With thought-provoking insights from Daniele Fiandaca and André Darmanin, this episode provided a p

Because He Had a Dream, I Have a Dream
Linkedln
January 18, 2024

It is difficult to talk about Martin Luther King and adequately capture the impact he made and his legacy in the world. He was one of the most important founders of social justice, and his work has inspired so many people, myself included, to step up and advocate for a better world.

Powerful Employee Resource Groups (ERGs): Driving Organizational Success
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August 22, 2023

Organizations continuously seek new approaches to enhance performance and productivity in the fast-paced business landscape, where adaptability and innovation are crucial for maintaining competitiveness. They are constantly on the lookout for strategies that not only enhance their bottom line but al

Stripe’s Best Practices for Employee Layoff: A Blueprint for Psychological Safety
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June 25, 2023

In this ‘Go2Thrive Let’s Humanize the Workplace’ conversation, co-hosts Vivian Acquah CDE® and Mary Jane Roy share what has brought them together: a combination of friendship, collegiality, and mutual interest in bringing more humanizing practices to the workplace. Disclosure: This post conta

Amplifying People Planet Profit Now!
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April 23, 2023

Most CEOs now believe that sustainable practices are necessary for a company’s success, but shifting to more environmentally friendly and socially responsible can be difficult. It requires changes in mindset, operations, and culture. Many organizations start with small steps toward sustainabil

Best DEI Coaching: Supporting Leaders in Activating Their DEI Muscle
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April 07, 2023

This podcast episode touched on an important topic – the intersection of diversity, equity, and inclusion (DEI) efforts with business goals.  Before getting more into the business case for DEI coaching, let’s introduce the speakers of this episode of Let’s Humanize The Workpla

Boosting Female Leadership
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November 04, 2022

The pandemic has opened up the world to a lot of opportunities. Today’s workplace is no longer the traditional office space; a desk and hawk-eyed supervisor. Instead, you can actually work from your bedroom, a remote vacation island, and still deliver quality. In this article, we discuss ampli

How to Break the Bias
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October 09, 2022

Every year around March 8, our Instagram feeds start filling up with photos celebrating women. It’s International Women’s Day, and everyone wants to show that they care about women. And while the sentiment between posts and public displays of support for women, there is a much deeper level of co

7 Attractive Benefits of DEI Coaching for Organizations
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September 19, 2022

Diversity, equity, and inclusion (DEI) are principles that are becoming increasingly important in the business world. A DEI commitment can help businesses attract and retain top talent, foster a positive work environment, and stay ahead of the curve on social and political issues. In addition, DEI c

Empowering Black Women During Black History Month
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March 13, 2022

February is Black History Month. Conversations about history, empowerment, and diversity are more visible now than other months of the year. Many companies and organizations are quick to jump into the conversation—some of them are genuine, while others lean towards performative action only. There

What Dolly Parton Teaches Us About Leadership
Linkedin
August 26, 2026

The world has lost a rare kind of person. Dolly Parton was a role model, an icon, an activist, and a changemaker who spent more than seven decades lifting others up. She fought illiteracy, supported underrepresented communities, and stood tall in an industry that rarely made room for women. Millions loved her, and they loved her for good reason.

Whose Voice Shapes the Way You Lead?
Linkedin
July 13, 2026

Look at the books on your shelf. Look at the ones you have read this year, and the ones colleagues keep recommending. Now ask yourself a simple question. Whose voice, whose narrative, and whose perspective are you actually listening to?

Reality Check: Is Your Company Culture as Damaging as ANTM?
Linkedin
February 24, 2026

The Netflix documentary, Reality Check: America’s Next Top Model, offers a stark look at the inner workings of the popular reality show. While framed as entertainment, the series provides powerful and disturbing parallels to toxic workplace environments.

Leadership Lessons from Bad Bunny's Super Bowl Show
Linkedin
February 10, 2026

Watching the Super Bowl Halftime Show often feels like a cultural event, but the 2026 performance by Bad Bunny offered more than just entertainment. I watched the half time experience through the lens of being an inclusion strategist and cultural intelligence (CQ) facilitator. This show was a masterclass in modern leadership.

Cultural Intelligence: The Leadership Advantage in Tech Times
Linkedin
January 22, 2026

Algorithms now influence how we work, communicate, and make decisions. They optimise for efficiency and analyse data at a scale humans cannot match. Yet, for all their power, algorithms lack a fundamental human skill: understanding context.

The Real Storm: Is Your Leadership Failing the Weather Test?
Linkedin
January 06, 2026

The recent snowfall in the Netherlands did more than just turn the landscape white. It exposed a significant crack in the foundation of many organisations. We saw weather warnings, code yellow, code orange, issued by the government. We saw trains stop, flights and buses delayed. But what stood out most was the silence inside many companies.

Don't Waste It: Why Your Unused Training Budget Is a Red Flag
Linkedin
October 20, 2025

It’s that time of year again. You’re reviewing the department's finances, and a smile creeps across your face as you scan the spreadsheets. There’s a significant surplus in the training and development budget. For a moment, it feels like a win; a sign of fiscal responsibility and an unexpected financial cushion for the business

Facilitating Breakthroughs: How Collaboration Fuels Inclusive Hiring Recipes
linkedin
June 28, 2025

Not just satisfied but genuinely inspired by the people around you and the impact you're making together. I came away with that feeling after collaborating with Omek on two events focused on inclusive hiring at Nike.

The Civility Paradox: Balancing Directness in AI and Human Interactions
linkedin
May 02, 2025

Sam Altman, the CEO of OpenAI, stirred curiosity recently with a simple yet unexpected insight. He shared that responding to these little niceties when people interact with AI, like ChatGPT, costs tens of millions of dollars every year in energy use alone. The logic is straightforward: cutting the fluff in AI interactions not only saves money but also reduces environmental strain. Efficiency, in theory, wins.

Dear Netflix
linkedin
April 10, 2025

I hope this letter finds you well. I'm writing to you not just as a viewer or subscriber but as someone who sees your platform's impact and responsibility in shaping conversations and amplifying voices.

Maximise Team Performance While Mitigating Organisational Risks
Linkedln
March 26, 2025

On 21st March, the Netherlands observed the International Day Against Racism and Discrimination. Last week, the National Coordination Against Racism and Discrimination NCDR: Nationaal Coördinator tegen Discriminatie en Racisme introduced a checklist so organisations in the Netherlands can effectively tackle workplace discrimination. This checklist was created in collaboration with Movisie and Verwey-Jonker Instituut (both are Dutch research institutes).

Why Dolly Parton's "9 to 5" Still Calls for Action Today
Linkedln
February 27, 2025

I recently joined Rens de Jong on BNR Nieuwsradio (Dutch Business News Radio) to discuss Dolly Parton's iconic song "9 to 5." The conversation sparked some interesting reflections, especially with International Women's Day just around the corner. Inspired by this interview, I decided to write this article exploring the song's themes and their relevance today. You can click below to listen to the Dutch interview!

Deactivating DEI Initiatives Is a Business Risk – Here’s Why
Linkedln
January 08, 2025

I've received numerous messages asking for my thoughts on companies scaling back their DEI initiatives. To address this, I’ve written an article to share my insights and perspectives.

Cultural Values or Coded Bias? The Dangerous Message Behind Recent Dutch Politics Motion
Linkedln
December 07, 2024

Recently, Dutch politics introduced a motion that marks a troubling step toward exclusion rather than inclusion. Filed by VVD parliamentarian Bente Becker, the motion calls for government bodies to research and record the cultural and religious values held by Dutch nationals who have roots abroad. Backed by three Christian parties, the Socialists and the ruling right-wing coalition, this proposal sends a disturbing message to those of us who call the Netherlands home but come from diverse backgrounds.

Reconstructing Inclusion: Leading Change in the 21st Century Workplace
Linkedln
November 21, 2024

The 21st century workplace is rapidly evolving, influenced by globalization, technological advancements, and societal shifts. As organizations seek to navigate these changes, diversity, equity, and inclusion (DEI) have emerged as crucial components for building resilient, adaptive, and innovative work environments.

My Heart Plea for Empathy and Inclusion in the Netherlands
Linkedln
November 14, 2024

As a culturally diverse woman with a Ghanaian background born in the Netherlands, I have a deep passion for humanizing the world and respecting all humans, regardless of their background. With this conviction, I address the recent events in Amsterdam that have highlighted a concerning empathy deficit within the Netherlands.

Unlocking Team Potential: Insights from "Team: Getting Things Done with Others"
Linkedln
October 15, 2024

n the latest episode of Go2Thrive, hosts Vivian Acquah and Mary Jane Roy engaged in a comprehensive and enlightening discussion with productivity experts David Allen and Edward Lamont . Known worldwide for his groundbreaking "Getting Things Done" (GTD) methodology, David Allen—alongside Edward Lamont, co-founder of Next Action Associates—offers invaluable insights into enhancing team performance. The conversation touched on various critical aspects, such as habit change, accountability, leadership, implementation, and much more, providing a detailed roadmap for unlocking team potential.

7 Reasons Why Mastering Courageous Conversations in the Workplace is Essential
Linkedln
August 27, 2024

Creating a culture of inclusion and belonging is more important in today's interconnected world. One of the most effective ways to cultivate such an environment is through courageous conversations. These dialogues address challenging, often uncomfortable subjects to foster understanding and growth.

Activating Courageous Conversations to Maximize Business Impact
Linkedln
July 30, 2024

In this episode of the Go2Thrive conversation, hosts Vivian Acquah CDE and Mary Jane Roy delve into the profound importance of having courageous conversations in professional settings to maximize business impact. Their dialogue touches on creating and utilizing diversity, equity, and inclusion (DEI) tools, such as the innovatively designed Amplify DEI cards, as well as the pivotal role inclusivity, psychological safety, and courageous dialogue play in a thriving workplace.

The Omek Experience: A Journey of Community and Connection
LinkedIn
June 30, 2024

The Omek community provides a sanctuary where bicultural professionals find belonging, inspiration, and opportunities to thrive in a world where professional and cultural identities can often feel fragmented.

Martin Bosma at Keti Koti: A Step Too Far
LinkedIn
June 18, 2024

The upcoming Keti Koti celebration on July 1 has sparked significant controversy centered on Martin Bosma, a PVV member and current Speaker of the House in the Dutch Parliament. The African-Caribbean Dutch community has voiced loud criticism regarding Bosma's potential attendance at this event, highlighting deep-seated concerns about his history of inflammatory rhetoric.

The Future of HR Tech Exploring Strategies for a Humanized Workplace
Linkedln
May 21, 2024

Humanizing the workplace is more than just a buzzword for today's HR leaders. In a recent episode of the Let's Humanize The Workplace, hosted by Vivian Acquah CDE, Marlene De Koning, PwC's director for HR tech and data, shared her vision of a future driven by inclusivity, fairness, and technological synergy.

Leveraging Virtual Reality to Mitigate Risks in the Workplace
LinkedIn
April 30, 2024

In today's business environment, managing risks for you as a leader has taken on new dimensions beyond the traditional focus areas of financial and operational stability. One critical area that has long been overlooked but is now coming to the forefront of strategic planning is the empathy deficit in organizations. The impact of this deficit is far-reaching, affecting everything from employee engagement to innovation, overall productivity, and ultimately, the business revenue. It is vital to address this issue directly, and one highly effective tool available to you is Virtual Reality (VR).

The Transformative Power of ESDP Certification for SME's and Corporate Organizations
LinkedIn
April 23, 2024

Last week, I excitedly took to LinkedIn to share an achievement and a landmark moment for both my business and myself - obtaining the European Supplier Diversity Program ( ESDP ) ethnic minority certification

Building High-Performance Teams: The Role of Resilience and DEI
LinkedIn
April 02, 2024

In today’s competitive business landscape, the key factors driving high-performing organizations are resilience and robust Diversity, Equity, and Inclusion (DEI) initiatives. Employees and consumers alike are more informed and empowered than ever before, speaking out against workplace misconduct and holding companies accountable for their culture and practices.

Cultivate Skills Through Podcasting
Entrepreneur
January 10, 2024

I am thrilled to announce that I was recently interviewed for Entrepreneur for this inspirational article. It was a fantastic opportunity to share my thoughts on cultivating skills through podcasting and live streaming.

Set Up Inclusive Structures
HR
October 24, 2023

I am thrilled to announce that I was recently interviewed for the Fast Company by Brett Farmiloe for this inspirational article. It was a fantastic opportunity to share my thoughts on implementing inclusive structures that encourage team members to evolve into leaders.

Certified Diversity Executive /DEI Coach/Trainer/ Consultant (CDE), Founder
Amplify DEI
March 02, 2020

A strong DEI (Diversity, Equity, and Inclusion) mission within the workplace is one of the most important pillars for business success and employee wellness.

The Amplify DEI Summit, first hosted in 2020, is a 100% online event that brings international experts into conversations with employers, managers, HR professionals, L&D professionals, and change-makers to educate and elevate best practices, conversations, and perspectives on DEI.

Vivian Acquah Champions DEI in Season 2 of “Cooking Back to Our Roots” Set to Launch in November
Yahoo Finance
October 27, 2023

Following the success of the eclectic web series Cooking Back to Our Roots, Diversity Equity and Inclusion Consultant and Nutrition Advocate, Vivian Acquah, is gearing up to launch the show’s second season on Sunday, November 5, 2023.

Implement Active Listening Circles
HR
October 18, 2023

One effective inclusive practice to foster a supportive and inclusive work environment is implementing “Active Listening Circles.” These are structured forums where employees take turns to express their thoughts, experiences, and ideas without interruptions

How To Utilize Employees To Improve Your Employer Brand
Startup Blogpost
October 18, 2023

To help you leverage your employees as brand ambassadors and attract top talent, we’ve gathered insights from professionals ranging from Junior Content Writers to CEOs. In this article, we present seven valuable tips, starting with nurturing a positive company culture and ending with supporting employee-led meaningful projects, to help you boost your employer brand.

Nurture a Positive Company Culture
Establish a Brand Ambassador Program
Promote Employee Culture on Social Media

ow Can You Add Empathy to Your Recruitment Strategy?
Recruiting Daily
May 25, 2023

Incorporating empathy into your recruitment strategy is essential for attracting and retaining top talent. We’ve gathered insightful suggestions from CEOs, HR professionals and recruitment experts, ranging from asking open-ended questions to practicing empathic questioning. Discover how these industry leaders are making the hiring process more compassionate and effective.

6 Crucial steps to create and activate your DEI roadmap
Silicon Canals
April 03, 2023

Creating an environment of inclusion and equity is essential to the success of any organisation. However, I often get the question, “but where do you start?”

In this article, I will share an overview of the steps to create and activate your DEI roadmap within the organisation.

The Unseen Impact: How Unconscious Bias Shapes the Workplace
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July 10, 2024

Reconstructing Inclusion Leading Change in the 21st Century Workplace
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June 18, 2024

Reconstructing Inclusion Leading Change in the 21st Century Workplace
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June 11, 2024

Activating Courageous Conversations To Maximize Business Impact
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June 07, 2024

Activating Courageous Conversations To Maximize Business Impact
Amplify DEI
June 07, 2024

During this episode of Let's Humanize The Workplace, Vivian Acquah CDE and Mary Jane Roy are set to ignite a thought-provoking conversation on the power and necessity of having courageous conversations in professional environments.

Activating Courageous Conversations To Maximize Business Impact
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June 03, 2024

During this episode of Let's Humanize The Workplace, Vivian Acquah CDE® and Mary Jane Roy are set to ignite a thought-provoking conversation on the power and necessity of having courageous conversations in professional environments.

As experts in fostering inclusive and empowering workplaces, th

A Deep Dive into HR Tech Strategy
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May 17, 2024

Welcome to this episode of "Let's Humanize The Workplace," where we'll explore the digital transformation reshaping organizations' approaches to human resources.

During this episode, Vivian Acquah will spotlight an impactful resource in this transformation: Marlene de Koning's "HR Tech Strategy."

Normalizing the Conversation about Neurodiversity in the Workplace
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May 10, 2024

Join us for an enlightening session of "Let's Humanize the Workplace," where we'll be focusing on a critical yet often overlooked aspect of inclusivity—Normalizing the Conversation about Neurodiversity in the Workplace.

In this upcoming live talk, Vivian Acquah, an advocate for diversity, equity

Shifting Focus in A Tight Labor Market
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May 02, 2024

Empowering High Performance through Resilience and DEI Initiatives
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March 29, 2024

Men, it's time to aknowledge workplace gender challenges and take a stand!
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March 25, 2024

Unlocking Limitations: Embracing Empowerment for Effective Leadership
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March 24, 2024

Empowering High Performance through Resilience and DEI Initiatives
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March 22, 2024

During an episode of "Let's Humanize The Workplace," you will step into an empowering journey. Where hosts Mary Jane Roy and Vivian Acquah will focus on "Empowering High Performance through Resilience and DEI Initiatives."

Envision unleashing your team's utmost potential through interlacing resili

Van Wegwerpcamera tot Professional
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March 21, 2024

Empowering the Future: How 'Inspire Inclusion' Shapes Inclusive Cultures
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March 14, 2024

Empowering the Future: How 'Inspire Inclusion' Shapes Inclusive Cultures
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March 06, 2024

This thought-provoking episode draws inspiration from this year's International Women's Day theme, "Inspire Inclusion," a powerful call to action that urges us all to champion inclusivity in every sphere of life, particularly within our workplaces.

As we navigate through an era marked by rapid tran

Finding Balance in Advocacy: Samet Akti’s Insights in DEI
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February 20, 2024

Samet Akti was born and raised in Berlin, in a muslim family originally from Turkey. As a DEI practitioner and strategist speaker, they are working with companies to help them understand their diversity and inclusion challenges and gain unique insights for solutions. Samet currently works specifical

Turning Lemons into Lemonade/ Limoncello: Lessons from The Layoff Lab
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February 14, 2024

Turning Lemons into Lemonade Limoncello: Lessons from The Layoff Lab
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February 14, 2024

Embracing Caribbean Connections
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February 08, 2024

Embracing Caribbean Connections
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February 08, 2024

In this episode of the Cooking Back to Our Roots podcast, host Vivian Acquah (Certified DEI Trainer/ Consultant) engaged in a thought-provoking conversation with guest speaker Sandra Roberts (Creative Event Producer & Strategist). Together, they delved into the significance of acknowledging and embr

Veganisme en Eritrese Erfgoed
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February 03, 2024

In deze aflevering van de Cooking Back to Our Roots spreekt host Vivian Acquah (Gecertificeerde DEI trainer/ consultant) met Eden Weldai (Senior Client Success Specialist).Tijdens dit boeiende gesprek werden verschillende onderwerpen besproken, variërend van afkomst en identiteit tot veganistisch e

Finding Warmth Abroad
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February 01, 2024

Finding Warmth Abroad
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February 01, 2024

Scroll naar beneden voor de Nederlandse tekstIn this episode of the Cooking Back to Our Roots podcast, host Vivian Acquah (Certified DEI Trainer/ Consultant) engages in a thought-provoking conversation with Engracia Castelo (Founder of Expanding Beauty).In a world that often glorifies perfection and

Bridging the Gap Conversations on Visible and Invisible Disabilities
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January 31, 2024

Welcome to another inspiring episode of "Let's Humanize The Workplace", hosted by Vivian Acquah. During this conversation we will be delving into an incredibly important topic that often goes undiscussed: visible and invisible disabilities.

Joining Vivian are the inspiring guest speakers, Karim El

Balancing Authority and Empathy: Mastering the Delicate Dynamics of Leadership
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June 16, 2023

Why the EU Pay Transparency Should Be a Global Standard
Thinkers360
August 12, 2026

Picture two job adverts for the same role. One says “competitive salary.” The other shows a clear pay range, the benefits, the parental leave, the flexible hours, and how the team supports people with disabilities. Which one would you trust when it comes to your ambition?

The rules are changing fast. In the UK, new plans to rewrite anti-discrimination laws will make employers share salary information in job adverts or in writing before an interview. Across the EU, the Pay Transparency Directive is now taking effect. Together, they push companies to be open about pay and to close the gap between women and men.

This is a strong start. But for leaders building fast-growing teams, the real win is to go further than the law asks. In this article, you'll learn what the new EU rules mean, why transparency should cover far more than pay, and how to lead with equity without slowing down your hiring.

 

What the New EU Rules Actually Require

The EU rules do more than nudge. They set clear duties and give real teeth to equal pay. Here's what employers now need to do:

• Share pay upfront. Job seekers must be told the starting salary range in the vacancy notice or before the interview.
• Stop asking about pay history. Employers can no longer ask candidates what they earned before.
• Open the books on request. Employees can ask for their own pay level and the average pay levels, broken down by gender, for people doing the same work or work of equal value.
• Report the gap. Employers with at least 100 staff must publish their gender pay gap.
• Fix what's broken. If a report shows an unjustified gender pay gap of 5% or more, the company must carry out a pay assessment.

The rules also improve access to justice. Workers who face gender pay discrimination can claim compensation. If an employer breaks its transparency duties, the burden of proof shifts to them: they must show there was no discrimination. EU countries should set penalties for breaking equal pay rules. And equality bodies or worker representatives can support people through legal or administrative claims.

This is the point many leaders miss. Transparency is no longer a nice gesture. It is a duty with consequences.

 

The Corporate Hunger Games Must End

Right now, too many people are dropped into an arena. They must guess the salary. They must decode the culture. Furthermore, they must work out, alone, whether they will truly belong. And often they are pushed to name a number first, which invites lowballing and locks in old pay gaps.

That is not a fair contest. It rewards whoever games the system best, not who does the best work.

And it hurts some people more than others. The UK Cabinet Office said it plainly: when pay is hidden, salary decisions “can be influenced by stereotypes, such as stereotypes of women, people with a culturally diverse background, or people with disabilities.” Silence is not neutral. It quietly protects bias.

For startup leaders, this matters even more. You compete against bigger budgets and bigger brands. Clarity is one advantage you can offer that costs nothing and shows real confidence.

 

Salary Ranges Alone Are Not Enough

Sharing a range is progress. But it is easy to do badly. The CIPD has warned that some employers post ranges wider than £10,000. A range that vague tells a candidate almost nothing. It is opacity with extra steps.

And pay is only one part of the choice. People weigh up the whole experience. How will they be paid? How will they be supported? Will they be respected for who they are?

If you want transparency to build trust, show the full picture. Here is what that looks like in practice:

• A meaningful pay range, ideally within a £5,000 band, not a £20,000 shrug.
• Benefits that count, such as bonuses, equity, pension, and healthcare.
• Flexibility, spelled out, covering remote, hybrid, and how much freedom people really have.
• Working parent policies, such as parental leave, return-to-work support, and childcare help.
• Disability inclusion for people with visible and/or invisible disabilities, including adjustments and how to ask for them.
• Progression, so people can see how pay and roles grow over time.

None of this needs a huge HR department. It requires honesty about what you already offer and the courage to write it down.

 

Invisible Disabilities Need Visible Commitments

Many conditions never show up in an interview room. Chronic illness, ADHD, autism, anxiety, and dyslexia all shape how people work. Yet they often stay hidden, because saying them out loud feels risky.

When your advert says nothing about support, a candidate has to gamble. Do they ask and risk being judged? Or stay quiet and struggle later? That is an unfair choice to hand someone before they have even joined.

So state your commitment openly. One line can do a lot: “We offer reasonable adjustments and welcome a conversation about how we can support you.” It tells people they can bring their full selves to work. And that is where real performance begins.

Quick takeaway: Naming support for invisible disabilities turns a private worry into an open, workable chat. It also widens your talent pool.

 

Transparency Is a Growth Strategy, Not a Box to Tick

It is tempting to treat these rules as admin. That is the wrong frame. Done well, transparency drives the outcomes you care about most: retention, faster hiring, and a stronger employer brand.

Think about the practical wins:

• Better-fit applicants. The Cabinet Office notes that sharing pay helps screen out people with “misaligned pay expectations.” You spend less time on interviews that were never going to work.
• Faster offers. When expectations are clear early, talks are shorter, and fewer people drop out.
• Higher trust and retention. People who feel treated fairly at the door tend to stay longer. For a scaling team, every rehire you avoid saves real money and momentum.
• Lower legal risk. With the burden of proof now shifting to employers who fail their duties, clean, open pay practices are your best protection.
• A visible edge. Most private-sector firms still hide pay. Your openness stands out to exactly the talent you want.

For founders scaling between Seed and Series B, this is culture and unit economics at once. Fair, open hiring is one of the most cost-effective retention tools you have.

 

A Quick Example

Imagine a Series A startup rewriting an engineering advert. They swap “competitive salary” for a £5,000 pay range. They list equity and remote options. Furthermore, they add a line about adjustments for applicants with disabilities.

The result many teams report: fewer applications, but far stronger ones. Interviews focus on the work, not on salary fencing. Candidates arrive already excited about the culture because they could see it before they applied. That is less waste and better hires from one honest rewrite.

 

Why This Should Become a Global Standard

The UK and EU are setting a direction the rest of the world will follow. It happened with GDPR, which reshaped data privacy far beyond Europe. Pay transparency will do the same.

Talent is global now. Remote work is normal. Candidates compare employers across countries with a few clicks. If you are transparent in Berlin but vague in Bangalore, you lose trust everywhere. One high standard is simpler to run and fairer for everyone.

Leaders who adopt this now will not scramble to comply later. They will already have the culture, the templates, and the reputation. When the law arrives, it will simply confirm what they have been doing all along.

 

Do This Next: Your Transparency Checklist

You do not need a full policy overhaul to begin. Take your next open role and apply this:

• Publish a specific pay range within a tight band.
• List benefits, bonuses, and equity clearly.
• State your flexibility and remote policy in plain words.
• Include your working parent support.
• Add a line on adjustments for visible and invisible disabilities.
• Never ask for salary history. Make the first offer yourself.
• Track your gender pay gap now, before you are required to.
• Show a simple progression path for the role.

 

Common Mistakes to Avoid

• Posting a range so wide it means nothing.
• Copying legal minimums instead of showing your real culture.
• Promising inclusion in the advert, then failing to deliver on day one.
• Waiting until you hit 100 staff to think about the pay gap.
• Treating transparency as a one-off, not the standard for every role.

 

The Bottom Line

The new pay transparency laws in the UK and Europe are the floor, not the ceiling. The EU rules give workers real rights: clear pay upfront, no more questions about pay history, honest reporting on the gender gap, and a fair route to justice when things go wrong. The real chance is to go further and be honest about everything that matters: pay, benefits, flexibility, parenthood, and disability inclusion, both visible and invisible.

Stop asking candidates to compete blindfolded in a corporate Hunger Games. Show them who you are, and let the right people choose you with confidence. That is how you build a team aligned from the first click and a culture that scales.

Start with your next job advert. Rewrite it in the open, and let your values do the recruiting.

How to Go From Culture Clash to Culture Match
Thinkers360
June 29, 2026

Hiring internationally is a common practice, but many companies struggle to retain global talent. People often leave before their potential is reached. This is costly and leads to teams breaking up. To meet this challenge requires a look beyond simply finding the right skills. It's about getting ready to support international colleagues as they adjust, relate and thrive at work. It is important to understand culture and practical support.

The Challenge of Talent

For many European companies, local skilled workers are in short supply. They bring in people from abroad. This opens new perspectives, but also new challenges. There are costs in recruitment, relocation and onboarding. If a new hire leaves within the first year, these resources are wasted. Job “honeymoons” and the excitement of a new job typically only last three months to one year. The problem with early departures of an employee is often a mismatch of expectations, lack of proper integration or cultural challenges.

To keep new talent and avoid the expense of a revolving door, recruiters and managers need to build stronger bridges between new hires and the company.

Lessons from Ted Lasso and Emily in Paris

Workplace culture issues are often found in everyday stories. Ted Lasso and Emily in Paris are two popular TV series.

Ted Lasso is an American football coach who has been asked to coach a top UK soccer team. He knows next to nothing about the sport or the rich traditions in British football. He’s getting pushback. The local team challenges his authority. The media and the public are sceptical. Ted’s language and approach at work do not resonate with his UK colleagues. Trust is built slowly.

The scenario highlights common workplace problems: misreading local business etiquette, missing subtle signals that shape relationships and not appreciating the differences in media coverage from country to country. If Ted had been given an onboarding guide on UK culture and the unwritten rules of football, he’d be in a better starting place.

Emily in Paris is about an American marketing executive who gets tossed into the Paris scene. She is instantly plunged into culture shock. French is used at work. Longer lunches or direct feedback are not part of the daily routine. Emily is left out of important informal discussions due to her lack of French language skills. She misses nuances, she feels left out. Her American style is judged as loud or brash by local colleagues. Still, her different way of thinking brings fresh ideas to the team.

Both scenario's show what can go wrong without preparation, what it is like to stand out and also the growth possible when different backgrounds meet.

Why Onboarding Falls Short

Most employers provide basic onboarding on payroll, systems or legal documents. Few offer any sort of structured cultural onboarding. Often employees are allocated a small budget for relocation and then they have to figure out the rest themselves. There is no standard language training or guidance on common behavioural expectations;

This can create confusion for people, failure or exclusion. For example, small groups of coworkers may switch to their native language to conduct side conversations, leaving new employees out of the loop. This can happen even if the official language of the company is English. “Over time, these moments create separation instead of closeness.

If you are recruiting internationally, consider the following questions:

• What is your plan for culture/language onboarding?
• Do you offer cross cultural work assessments or preparation?
• What are your expectations of small, daily behaviours; such as emails after hours or formats for providing feedback?

Developing Cultural Intelligence (CQ)

Cultural Intelligence or CQ helps team members to be successful and to adapt to multicultural settings. CQ’s four core competencies are:

• CQ Drive: Comfortable working with people from different cultures.
• CQ Knowledge: Understanding the values, rules and customs of the team’s cultures.
• CQ Strategy: Skills to reflect on, plan for, and learn from a new situation.
• CQ Action: Ability to adapt behaviour appropriately and flexibly.

People think they know how things work when they travel or go to a country. In fact, real CQ is developed through deeper, sustained engagement. To develop any real skill it takes a minimum of a year of active learning and practice.

You can create CQ in these ways:

• Provide workshops or coaching for all employees on CQ and unconscious bias.
• Include a section on onboarding about local and team specific customs.
• Make language learning resources available as soon as possible.
• Support sharing and discussion of behavioural preferences and feedback styles.
• Use CQ assessments to identify strengths and growth opportunities for individuals and teams.

Norms of Communication and Feedback

Misunderstandings often result from implicit assumptions and different ways of communicating. Some leaders and team members expect immediate responses to emails they send after hours. Others consider private time sacred. The way feedback is given, whether gently or directly, formally or informally, can also vary widely.

Everyone knows what is expected and there is less confusion.
You may explain:

• When should staff respond to requests received after hours?
• Do you want feedback face to face or would some of you prefer notes in writing?
• What is the accepted style for delivering bad news or disagreements?
• Teams can avoid unnecessary tension by asking each person about their communication style.

Steering Clear of Bias in “Culture Fit”

The search for a “culture match” risks being a code for turning your back on the different. Some interviewers like to hire people who are most like them. This results in missed opportunities and can stunt the growth of the team.

To counteract this, use a clear, ongoing approach:

• Make CQ and unconscious bias training a continuing professional development, not a one-off.
• Tell candidates your company’s stance on inclusion. Be realistic about where you are up to, and what support there is.
• When hiring, ask for specific examples of how a candidate has handled cultural differences.
• Candidates will want evidence of real inclusion and not just promises.
• Provide ongoing learning support. Think of CQ development as physical fitness; it requires continuous practice and feedback.

Checklist: How to Build a Good Culture Match

Use the following checklist for practical purposes.

For leaders, teams and employers:

• Regular Cultural Intelligence and inclusion training to be put in place;
• Provide a cultural onboarding module in addition to standard processes;
• Offer language lessons and guides on local etiquette;
• Make clear how communication and feedback should occur;
• Discuss and write down the team’s preferences regarding meetings, feedback, and work-life boundaries.

For global hires:

• Invest in CQ assessment and coaching. Ask about specific onboarding support and language courses;
• Request examples of how the organization supports global employees;
• Discuss your style of communication and working;
• Get regular feedback and clarity during your first year.

Why this works

There are strengths and challenges inherent in global teams. Early preparation and honest communication helps retain talent and prevent early exits. Ongoing collaboration is grounded in a structured plan to improve cultural intelligence. Trust is built as employees have ongoing conversations about their feedback and work habits. Training regularly develops new skills over time. Companies that follow these steps have better retention and productivity.

Incorporating cultural onboarding and CQ development into your process on a regular basis sets your team up for greater success. Hold curiosity and respect at the center. Encourage open dialogue. This is how you make culture clashes into culture matches, through consistent action, not just good intentions.

Amplifying inclusion from within

Location: Offline and Online    Fees: TBD

Service Type: Service Offered

With a focus on empowering people and organizations to create meaningful change, Amplify DEI is committed to creating environments where everyone, regardless of background, can grow.

By engaging with (self-)leaders, facilitating courageous conversations, using virtual reality to unlock empathy and championing best practices, Amplify DEI not only raises awareness about diversity, equity and inclusion challenges, but actively works to create a more equal and inclusive future.

The Amplify Empathy with Virtual Reality Training program is an innovative workshop designed to enhance empathy and improve connections within your teams and, ultimately, the broader workplace environment. By investing in a healthy work environment, this program prioritizes your most valuable asset – your employees – and contributes to their overall well-being, job satisfaction, and retention rates.

The Amplify Empathy training's interactive online VR training approach is combined with engaging group discussions, delivering a fully immersive and transformative experience for all participants.

The program is designed to build empathy, heighten interpersonal awareness, and promote nuanced communication, all of which are critical components for fostering a positive and productive workplace culture. With this training, your team will be equipped with the tools and understanding to navigate complex and sensitive interpersonal situations with greater depth and sensitivity, leading to a happier, healthier, and more collaborative work environment.

Learning objectives
1. Understand the importance of empathy in fostering a healthy and inclusive work environment.
2. Experience immersive virtual reality scenarios that provide insights into diverse perspectives and challenges faced by colleagues.
3. Develop emotional intelligence and active listening skills to better understand and support team members from various backgrounds.
4. Engage in meaningful group discussions and Q&A sessions to reflect on personal experiences and learn from others.
5. Identify and implement micro-actions that contribute to creating a more equitable and supportive workplace.

Format
The Amplify Empathy with Virtual Reality Training is structured as follows: a maximum group size of 12 people, a 2.5-hour interactive session, followed by a presentation and Q&A session lasting 20 minutes, totaling 3 hours of immersive learning.

Through this unique combination of virtual reality experiences and interactive discussions, participants will be empowered to create a more empathetic, equitable, and inclusive work environment for everyone.

On this episode of Let's Humanize The Workplace, Vivian Acquah sits down with Simon Fagg, a respected leadership coach known for his innovative approach to purpose-full leadership.

In this episode of "Let's Humanize The Workplace," host Vivian Acquah welcomes Clancy Tetteh to explore the critical role of psychological safety in fostering an inclusive, human-centered work environment.

During an episode of "Let's Humanize The Workplace," you will step into an empowering journey. Where hosts Mary Jane Roy and Vivian Acquah will focus on "Empowering High Performance through Resilience and DEI Initiatives."

Justice for all is not just a pledge. It's a vision. It's a commitment. It's action. The Second Annual Racial Justice at Work Summit is exploring who we need to be, what we need to know, and what we need to do to make justice for all a reality.

Did you know that many women with neurodevelopmental conditions, such as autism and ADHD, go undiagnosed until later in life or even adulthood?

This alarming reality can result in a lack of appropriate support and treatment for these individuals. By delving into diverse stories and experiences, we aim to challenge stereotypes, raise awareness, and ultimately improve the lives of neurodivergent women.

As a DEI consultant, Vivian Acquah, CDE understands the critical need for shedding light on the often overlooked and misunderstood experiences of neurodivergent women. Join this session as we explore this pressing issue and uncover the transformative power of sharing these unique narratives.