My perspective
Most companies show their support in June — a new logo, a rainbow flag — and by July, diversity and inclusion no longer seems to be a priority. That yearly cycle gives corporations an excuse not to act the rest of the time. But the real question is why acting consistently, year-round, matters so much: when people feel welcome, they feel comfortable speaking up, and that's what feeds a genuine diversity of thought — which is what drives innovation.
This matters even more in a geopolitically unstable world. The pressure faced by minorities — targeted for their gender, race, sexuality, or ideas — is increasing in most countries. Corporations tend to go quiet, or quietly scale back the little support they had. That's exactly when presence matters most: showing people who are struggling that they're not alone, and that our values are more than a June campaign.
What I'm building
Together with fellow Westinghouse employees, I helped create an LGBTQIA+ Alliance Employee Resource Group that has been gaining attention and interest globally. In June 2026, Westinghouse Sweden took part in the Västerås Pride Parade for the first time — a visible commitment from colleagues and leadership alike.
Within the ERG, we're also developing a trans-inclusive policy covering the practical changes that come with a workplace transition — updating records, documentation, and internal systems. Many of the same processes affect people well beyond the trans community: women changing their name after marriage, or anyone updating a national ID or security number for other reasons. Solving these problems properly for trans employees ends up making the process better for everyone.
I'm also working on a Trans Tech–style initiative to empower transgender and gender-diverse people to succeed in tech — a field that has, for decades, enabled some of the most groundbreaking innovations. The world needs trans people to realize their full potential, across every field, and especially in tech.
Get involved
Interested in collaborating on ERGs, DEI strategy, or having me speak on these topics? Reach out — details are on the homepage.
