What is it about?
Knowledge and Experience Zone
This is a space where theory meets practice, and expert knowledge combines with the everyday experience of organizations building more inclusive workplaces.
Here you will find the know-how of Diversity Hub experts as well as perspectives from practitioners, leaders, and DEI enthusiasts who implement solutions supporting diversity, equity, and inclusion in their teams and organizations on a daily basis.
We share knowledge, inspiration, case studies, and concrete solutions – from strategies and processes to organizational culture and everyday practices. We show how to translate DEI values into real actions and lasting change.
This is a place for those who want to learn from others, explore different perspectives, and develop organizations where people are truly at the center.
01. Articles
Get inspired! Latest articles from Diversity Hub
We like to share what we observe in the DEI space. Check out our recent publications.
Creating an inclusive workplace culture in the manufacturing environment is a challenge — but also a great opportunity. Building a workplace where everyone feels respected, seen, and safe is not only ethically right but also makes strong business sense. In this article, we present how industry leaders in Poland are successfully implementing DEI (Diversity, Equity, Inclusion) practices. We are the first in Poland to explore DEI in the manufacturing sector and have invited leading companies to share their experiences.
Diversity in the workplace is becoming the norm — more and more organisations are prioritising equality across gender, age, and nationality. Yet there’s still a form of diversity that remains largely overlooked: neurodiversity. ADHD, autism spectrum, dyslexia, dyspraxia — these are not just clinical terms. They represent the everyday reality of hundreds of thousands of people in Poland and millions across Europe. Their unique skills, work styles, and ways of thinking can be a major asset — if we allow them to thrive in environments that understand and support them.
Neurodiversity Pride Day is a global movement that demonstrates the value of diverse ways of thinking. Neurodiverse people bring unique creativity, innovation and fresh perspectives to the world - yet they are still too often burdened by stereotypes, encountering misunderstanding, barriers and lack of systemic support. The movement was born in the Netherlands, an initiative of The Neurodiversity Foundation. Diversity Hub is a proud partner and representative of Chapter Poland.
We also want the DEI community to build on supporting, sharing and learning from each other. Barbara Wawrzynek talks about the new ChangeMakers Diversity Hub Zone.
How do we change the approach to diversity, equality and inclusion so that it becomes more than an "occasional" initiative? Aakanksha Mehra - Project Manager and DEI Ambassador at Heineken Global Shared Services Krakow - talks about how to make DEI a habit.
Nothing Found
I would advise a person who has freshly assumed a leadership role to nevertheless find time to show active interest in what is around us. And to ask questions.
Rafal Blazejewski
Country Head of People Services & Co-Chair of D&I Council Poland
Nordea
Approaching DEI from the level of habits and behavior change offers a lot of opportunities. It allows you to change direction from occasional initiatives to permanent, daily actions.
Aakanksha Mehra
Project Manager and DEI Ambassador
Heineken Global Shared Services, Krakow
In our group, just like in a soccer team, we realize that a diversity of competencies is key to success. We work together just as the defenders and strikers of a soccer team work together to win a match. We realize that a team made up of defenders alone would not win a match.
Sebastian Rozenkowski
Project Leader
Volkswagen Poznań
Naprawdę wierzę, że w kobietach drzemie niezbadany, ogromny potencjał - zwłaszcza w tych technicznych rzeczach. Nie dzielimy się na Ligę Damską i Ligę Męską. Mamy tylko jedną Ligę.
Jarosław Michalak
Koordynator Kiosku Szkoleniowego, Koordynator ds. Budowania Kompetencji
Mondelez
Musimy zrozumieć w jaki sposób kontynuować DEI, by nie stracić wyczucia kierunku i nie stracić z pola widzenia celu, który nam przyświeca.
Rafał Błażejewski
Country Head of People Services & Co-Chair of D&I Council Poland
Nordea
If the feedback does not carry causality at the end of the day, we create such a creation, which tool-wise is useless. It will consume time, it will let emotions drop, but it will not carry progress.
Daniel Marciniak
Director of R&D Department
FORVIA
At Fraklin Templeton, we believe that data is the foundation of our D&I strategy.
Caroline Carroll
Head of Client Experience EMEA
Franklin Templeton
D&I efforts are not a one-time endeavor. It's an ongoing practice that we must continually develop and adapt to current conditions.
Catherine Kwiatek
Global HR Business Partner
Brown Brothers Harriman Krakow
Bez względu na to czy to wydarzenie ERG, czy szkolenie, bądź obecny jako lider. Poświęć dodatkowy czas. W ten sposób okażesz wsparcie pracownikom, którzy wkładają wysiłek w pracę na rzecz D&I.
Timothy O’Brien
Head of BBH Krakow
Brown Brothers Harriman Krakow
Tak wiele osób obawia się, że powiedzą lub zrobią coś niewłaściwego, jeśli chodzi o niepełnosprawność, że w rezultacie nic nie robią lub nic nie mówią. (...) O wiele lepiej jest próbować, słuchać i uczyć się to robić dobrze.
Diane Lightfoot
CEO
Business Disability Forum
Aby móc tworzyć technologie dla wszystkich, musimy zaprosić wszystkich do korzystania z niej i do jej rzeczywistego współtworzenia.
Magdalena Kotlarczyk
Country Director
Google Poland
Musimy skupić się na tych kobietach, które chcą robić karierę, ale czują strach, lub też czują się niewystarczająco silne.
Anna Zaroda-Dąbrowska
CEO
Diversity Hub
Równość płci bardzo często zawiera się w drobnych rzeczach
Katarzyna Gaweł
Head of DEI / Forbes Women co-host
Ringier Axel Springer Polska
Nie możesz zmienić tego, czego nie mierzysz.
Katarzyna Gaweł
Head of DEI / Forbes Women co-host
Ringier Axel Springer Polska
Kiedy jesteśmy bardzo silnie narażeni na pewien specyficzny stereotyp, a płeć jest oczywiście ogromnym polem do stereotypizacji, wtedy w pewien sposób zaczynamy widzieć siebie [przez pryzmat tego stereotypu] i zachowywać się, po prostu podążając za tym stereotypem.
Anna Zaroda-Dąbrowska
CEO
Diversity Hub
Z mojej perspektywy główną rolą, a jednocześnie trudnością osób zarządzających różnorodnością, jest zrozumienie potrzeb pracowników oraz zbalansowanie ich z priorytetami i potrzebami organizacji.
Karolina Stala
HR Business Partner & TA Leader Poland, D&I Champion
International Paper Polska sp. z o.o.
Trust in the leader and a sense of security is a wellbeing ROI always on the upside.
Barbara Wawrzynek
Head of External Communication, DEI Expert
Diversity Hub
03. Latest Publication
Culture Changemakers – “Neurodiversity in the Workplace”
“Neurodiversity in the Workplace” is a publication about how to design organizations that consider diverse needs, work styles, and ways of processing information from the outset—rather than reacting only when a problem arises.
You will find here the expertise of Diversity Hub specialists, voices of neuroatypical individuals, and experiences of organizations that are building more neuroinclusive work environments. From communication and leadership, through processes and team collaboration, to designing spaces and everyday employee experiences.
This is a practical guide demonstrating that transparency, predictability, and inclusive design are not “accommodations for a select few,” but the foundation of better collaboration, greater efficiency, and a more equitable work environment for everyone.
All Publications
Download our publications, reports and studies
We rely on data. We take important topics under a magnifying glass, connect the dots.
“Neurodiversity at Work” is a publication about how to design organizations that consider different needs, work styles, and ways of processing information from the outset—instead of reacting only when a problem arises.
“Culture Changemakers” is a publication that shows how organizations can incorporate inclusivity into their recruitment processes – effectively, ethically and without unnecessary complications. You’ll find concrete examples of companies not just talking about change, but implementing it – from the definition of the candidate profile to the hiring decision.
We invited leading brands and prominent voices from the manufacturing industry to contribute to this publication – a sector that stands out due to the unique nature of its work environment and the specific challenges it entails. Inside, best practices, inspiration and proven solutions.
Learn practical tips on how to design spaces and work processes in a way that is welcoming to everyone, regardless of neurological profile. The publication shows what barriers can impede the work of neuroatypical people and presents effective solutions and best practices to eliminate them.
The book is a collection of articles that were published by Diversity Hub in Personnel Plus magazine. It is not a textbook, but in its concept it is a resource to inspire and show concrete solutions based on business experience.
[EN] The Essentials of Diversity & Inclusion Manag…
The book is a collection of articles published by Diversity Hub experts. It is not a guide – instead, we wanted it to be something that would inspire you and show you concrete solutions based on real experiences in the business world. The publication is available in English.
[EN] Workplace Inclusion – Neurodiversity
International report Workplace Inclusion: Neurodiversity. Best Practice Guide shows how looks like the situation of neuroatypical people in education, on the labor market and in society – on the example of six EU countries, including Poland.
The publication is available in Polish.
Inclusive recruitment is not a one-time action – it is a continuous process that requires reflection, courage, and consistency.
Joanna Simankowicz
Manager – Talent Development.
AMS
I would advise a person who has freshly assumed a leadership role to nevertheless find time to show active interest in what is around us. And to ask questions.
Rafal Blazejewski
Country Head of People Services & Co-Chair of D&I Council Poland
Nordea
Approaching DEI from the level of habits and behavior change offers a lot of opportunities. It allows you to change direction from occasional initiatives to permanent, daily actions.
Aakanksha Mehra
Project Manager and DEI Ambassador
Heineken Global Shared Services, Krakow
In our group, just like in a soccer team, we realize that a diversity of competencies is key to success. We work together just as the defenders and strikers of a soccer team work together to win a match. We realize that a team made up of defenders alone would not win a match.
Sebastian Rozenkowski
Project Leader
Volkswagen Poznań
Naprawdę wierzę, że w kobietach drzemie niezbadany, ogromny potencjał - zwłaszcza w tych technicznych rzeczach. Nie dzielimy się na Ligę Damską i Ligę Męską. Mamy tylko jedną Ligę.
Jarosław Michalak
Koordynator Kiosku Szkoleniowego, Koordynator ds. Budowania Kompetencji
Mondelez
Musimy zrozumieć w jaki sposób kontynuować DEI, by nie stracić wyczucia kierunku i nie stracić z pola widzenia celu, który nam przyświeca.
Rafał Błażejewski
Country Head of People Services & Co-Chair of D&I Council Poland
Nordea
If the feedback does not carry causality at the end of the day, we create such a creation, which tool-wise is useless. It will consume time, it will let emotions drop, but it will not carry progress.
Daniel Marciniak
Director of R&D Department
FORVIA
At Fraklin Templeton, we believe that data is the foundation of our D&I strategy.
Caroline Carroll
Head of Client Experience EMEA
Franklin Templeton
D&I efforts are not a one-time endeavor. It's an ongoing practice that we must continually develop and adapt to current conditions.
Catherine Kwiatek
Global HR Business Partner
Brown Brothers Harriman Krakow
Bez względu na to czy to wydarzenie ERG, czy szkolenie, bądź obecny jako lider. Poświęć dodatkowy czas. W ten sposób okażesz wsparcie pracownikom, którzy wkładają wysiłek w pracę na rzecz D&I.
Timothy O’Brien
Head of BBH Krakow
Brown Brothers Harriman Krakow
Tak wiele osób obawia się, że powiedzą lub zrobią coś niewłaściwego, jeśli chodzi o niepełnosprawność, że w rezultacie nic nie robią lub nic nie mówią. (...) O wiele lepiej jest próbować, słuchać i uczyć się to robić dobrze.
Diane Lightfoot
CEO
Business Disability Forum
Aby móc tworzyć technologie dla wszystkich, musimy zaprosić wszystkich do korzystania z niej i do jej rzeczywistego współtworzenia.
Magdalena Kotlarczyk
Country Director
Google Poland
Musimy skupić się na tych kobietach, które chcą robić karierę, ale czują strach, lub też czują się niewystarczająco silne.
Anna Zaroda-Dąbrowska
CEO
Diversity Hub
Równość płci bardzo często zawiera się w drobnych rzeczach
Katarzyna Gaweł
Head of DEI / Forbes Women co-host
Ringier Axel Springer Polska
Nie możesz zmienić tego, czego nie mierzysz.
Katarzyna Gaweł
Head of DEI / Forbes Women co-host
Ringier Axel Springer Polska
Kiedy jesteśmy bardzo silnie narażeni na pewien specyficzny stereotyp, a płeć jest oczywiście ogromnym polem do stereotypizacji, wtedy w pewien sposób zaczynamy widzieć siebie [przez pryzmat tego stereotypu] i zachowywać się, po prostu podążając za tym stereotypem.
Anna Zaroda-Dąbrowska
CEO
Diversity Hub
Z mojej perspektywy główną rolą, a jednocześnie trudnością osób zarządzających różnorodnością, jest zrozumienie potrzeb pracowników oraz zbalansowanie ich z priorytetami i potrzebami organizacji.
Karolina Stala
HR Business Partner & TA Leader Poland, D&I Champion
International Paper Polska sp. z o.o.
Trust in the leader and a sense of security is a wellbeing ROI always on the upside.
Barbara Wawrzynek
Head of External Communication, DEI Expert
Diversity Hub
04. DEI Talks
Check out our videos and podcasts on DEI topics
Learn about the power of conversation between practitioners, experts and organizational culture ambassadors.
DEI - how to stay on the wave of responsibility
Responsible DEI is a long-term story. We experience many challenges and tests on the timeline, including those related to values, commitments, and competencies and roles.
Accessibility and inclusivity - the barrier starts in the head.
Accessibility in the workplace has many dimensions, from processes to daily tools and solutions. For the road to accessibility to make sense, we must first build accessibility in our heads, in our thinking and understanding.
Wellbeing - it's being talked about!
Wellbeing - a value,a competence,a program,a project,an element of organizational culture and much more.How we define and build the wellbeing experience in an organization is changing all the time. Learn some perspectives from organizations that are consciously investing in employee wellbeing.
The DEI habit. Our new superpower.
Small steps, big results - a new approach to building a DE&I culture. Why? Because it's our daily micro-behaviors, rituals, personal and team ones, that influence the work environment. This is the superpower that a group of employees discovered in themselves during the lesson 'DEI my habit' conducted.
Business all the time does not treat DEI as an initiative that brings tangible financial benefits.
The next stage of DEI's development is to leverage the knowledge we already have within the organization.
DEI topics on the radar in 2025.
Employees are expecting more and more from ERGs.
The experience of disability in a world of evolving technologies is becoming more common.