Being a Fulbright Specialist in Denmark

The project at Experimentarium “Inclusive Experimentarium for Everyone” resonates with my mission on helping institutions to become places for inclusion and belonging. Experimentarium launched this year a new strategy that has four guiding stars, one of them is inclusion. For me this is a great fit and allows me to put in practice all the work I have done at other institutions, the theory I have published about it, and foremost, support an important institution in Denmark to fulfill their goals. Experimentarium is the 10th organization where I have the privilege to support in their inclusion journey.

What are the key goals of the project?
Experimentarium aims to increase awareness and knowledge of the importance of inclusion, equity and diversity within their team. This will feed into developing more inclusive science communication activities which in turn will make visitors feel more welcomed and that they belong in the science engagement arena. This work is oriented towards an organisation-wide and continuous and long-term change initiative.

What challenges have you encountered in implementing inclusive practices?
The biggest challenge is how to break silos among departments. Some of the colleagues here feel not included in some decision-making processes, creative processes, as some other colleagues are zealous of their duties and work. Another challenge is the resistance to change that I encounter in every organization I have worked for, it is a human trait, and at the same time a common barrier. Another challenge is believing that each individual in the organization has power and influence to contribute to the inclusion goal of the organization. It is easy to say what needs to happen, but not to make the connection that it all starts with the power of one, and having agency or ownership of such change.

How do you see this project impacting participants, both in the short term and the long term?
I am very pleased about how the colleagues at Experimentarium get inspired, and enthusiastic about the work I have been doing here in the past 5 weeks. Even though there are barriers and challenges, in general, the staff has been open to listen and bring ideas, and willing to participante in the different workshops and listening sessions.

What do you hope to take away from your time working on this project, and how do you see it influencing your future work?
This project has provided a proof of concept and validation of the framework I use on organizational change towards inclusion: awareness, practice, agency and empathy. These four ingredients are key to transform organizations in becoming more inclusive. I can tell this process is valid and it corroborates through practice the theory I have been honing. I have written and published a couple essays in this regard, and I have submitted a book proposal to go deeper into this framework, this project is allowing me to collect enough evidence and anecdotal evidence of what is possible, again, validating with facts the theory I have.

In this particular case, as each organization is unique, the way I was asked to tackle the phase of awareness was different, instead of series of trainings for all the staff, I was asked to work per department and go deep in the understanding of inclusion from their roles and goals. This was a new approach, and I learned a lot from this experience, which makes me think that it is important to combine both techniques.

Are you interested in being a Fulbright Specialist or hosting a Fulbright Specialist at your institution?
Please contact Fulbright Denmark’s Assistant Program Coordinator, Nina Axelsen, at email: advising@fulbright.dk.