7 Hard Truths About DEI and Neurodiversity in Sweden - From Lovette Jallow

What it’s really like to push for diversity, equity, inclusion, and neurodiversity in Nordic workplaces as a Black woman navigating systemic bias, exclusion, and resistance.

Navigating DEI, Autism, and ADHD as a Black Woman in the Nordics: Challenges and Solutions

We recognize performative DEI—empty statements, corporate buzzwords, and diversity pledges that never materialize. But what happens when a DEI leader claims illness to excuse their inaction, yet proof shows they were actively posting on LinkedIn—preaching inclusion at the same time they were supposedly incapacitated?

This is where corporate DEI fails—not just in performative gestures, but in willful deception. When public advocacy contradicts private treatment of marginalized voices, exclusion thrives under the guise of progress.

DEI Performative Advocacy: When Intent Doesn’t Match Impact

A Head of DEI at a major insurance company approached me for a neurodiversity training workshop to support autistic and ADHD employees. We exchanged emails, planned sessions—then radio silence. No follow-through, no accountability. Yet, they continued posting about workplace inclusion on LinkedIn.

This is where corporate DEI fails—when intent doesn’t match impact.I was approached by the Head of DEI at a major insurance company—someone publicly championing diversity, equity, and inclusion. They sought my expertise in neurodiversity training, eager to equip their teams with practical tools for supporting neurodivergent employees and clients.

We exchanged multiple emails, scheduled calls, and outlined a workshop plan. The initial enthusiasm was clear. Yet, when the time came to follow through—silence.

I followed up within the agreed timeframe. No response. I tried again. Nothing. This wasn’t just a scheduling issue—it was a pattern.

For Black women in DEI—especially those of us who are autistic and ADHD—this is an exhausting reality. We are frequently sought out for our expertise, lived experience, and insights, yet engagement often stops when action is required. Performative advocacy allows organizations to posture as inclusive while failing to practice the very principles they claim to uphold.

Clear communication and follow-through should be a given in any professional setting—yet in DEI, where accountability is everything, these lapses expose just how much of the industry remains rooted in optics rather than impact.

The Corporate DEI Illusion: Why Black Women Face Exclusion

The gap between performative DEI and real inclusion is glaring. The Head of DEI positioned himself as a champion of equity and transparent communication—yet when actual engagement was required, silence followed.

This wasn’t an isolated case. Six months later, I was interviewed about DEI in the Nordics and how it differs from Europe and the US. I discussed the marginalization of Black women in DEI spaces, where we are often contacted under the guise of collaboration, only for organizations to extract knowledge without offering anything in return.

The insurance company’s Head of DEI was just one example of this pattern.

When asked if I followed up on his silence, I made one thing clear: I do not entertain “pick my brain” meetings. I expect organizations to be transparent about their goals so I can engage accordingly.

Yet, many DEI professionals in the Nordics lack depth. Instead of compensating Black and marginalized experts for their insights, they befriend us to access knowledge freely. Ironically, they “un-DEI” DEI by replicating exclusionary power dynamics, occupying spaces that should be led by those with lived experience.

“It’s common for organizations to publicly advocate for communities they profit from, yet fail to authentically include them in decision-making or even communication processes.”

This disconnect between DEI branding and actual impact exposes the structural failures of corporate diversity efforts. For Black women, navigating this space means recognizing that intent without action is meaningless—and that exclusion often hides behind polished DEI rhetoric.

Aligning Words with Actions in DEI

DEI is built on trust—but what happens when those leading the charge fail to practice what they preach?

During an interview about DEI progress in the Nordics, I reflected on a pattern I had seen too often: organizations and DEI leaders who claim to champion inclusion but fail to engage meaningfully with the communities they claim to uplift.

A Head of DEI from a major insurance company approached me, eager to collaborate on workshops to support neurodivergent employees. We aligned on strategy, exchanged emails, and planned sessions. Then, without warning—radio silence.

Months later, a journalist reviewing my quotes informed me that while I had been ignored, this same DEI leader had been highly active online—publicly writing articles online on how he implements transparency in DEI towards marinalised groups, and transparency, accountability, and workplace inclusion.

This exposed a familiar power dynamic: DEI leaders championing inclusion publicly while ignoring the very communities they claim to support.

Accountability Is Not Optional

I reached out, acknowledging his health challenges with empathy, but also making one thing clear—DEI is not just about good intentions; it’s impact and accountability.

In seeking accountability, I reinforced what true DEI work requires—showing up, even when it’s inconvenient. As a neurodivergent Black woman, I know firsthand that marginalized people rarely get the luxury of silence or avoidance. We are expected to be hyper-visible, accessible, and professional, even when resources are stacked against us.

Meanwhile, those in privileged DEI positions often fail to meet the very standards they impose on others.

Despite operating with fewer resources than a multimillion-dollar insurance company, I maintained clear communication with my clients—because respect is not conditional on status.

This is the difference between performative DEI and real leadership.

Neurodivergent & Black: The Double Barriers in DEI Spaces

DEI leadership demands more than good intentions—it requires accountability, transparency, and meaningful action. When leaders advocate for communities they don’t belong to, their commitment must extend beyond performative gestures. Intent means nothing if the impact is exclusionary.

This experience underscored a recurring issue: Black DEI professionals and educators are expected to provide labor, expertise, and insights for free while those in privileged DEI positions benefit from our work without reciprocation. Because DEI is treated almost like charity work sometjing to be done because its noble not labour that is doubly exhausting or some of us.

How DEI Leaders Exploit Marginalized Voices for Free Labor

The Accountability Gap: Who Gets Held to a Higher Standard?

Despite being in a position of influence, the Head of DEI failed to uphold basic professional accountability. When I reached out for clarity, he cited illness as his reason for going silent—yet publicly, he was still active online, discussing neurodiversity and workplace inclusion.

This lack of honesty reflects a larger problem in DEI spaces—leaders with no lived experience of the communities they claim to advocate for often use their position to control narratives while silencing those with authentic expertise.

Instead of taking responsibility, they deflect, avoid, or outright lie to maintain their professional standing—all while benefiting from the work of Black and neurodivergent professionals who are held to far higher standards of accountability.

DEI Without Lived Experience Is Just Corporate Branding

Many organizations hire DEI practitioners who lack the very experiences they are tasked with addressing. These leaders often:

• Use marginalized voices for knowledge extraction while failing to credit or compensate them.

• Avoid difficult conversations about systemic exclusion to maintain corporate comfort.

• Perpetuate power dynamics that reinforce, rather than dismantle, inequities in the workplace.

This is why DEI work should be led by those with direct lived experience, not just those with the right corporate affiliations. Without authentic leadership, DEI remains a buzzword—empty, performative, and ineffective.

Holding DEI Leaders Accountable: Who Really Has Power?

When I realized the situation wasn’t an isolated misstep but part of a broader pattern, I cc’d the CEO in my response. Why? Because silence enables the status quo. I wanted leadership to acknowledge what had happened—but in companies where DEI is just optics, little ever changes.

That’s why I wrote this piece—for those who need to recognize and avoid these patterns.

I advocate not just for myself but for others navigating the intersection of neurodiversity, race, privilege, and DEI in professional spaces.

Neurodivergent Workers Are Penalized for Needing the Same Accommodations Others Take for Granted

Clear communication and follow-through are essential for neurodivergent professionals who rely on structure to navigate complex workplaces. Yet, those of us who need consistency are often penalized for expecting the same from others.

Meanwhile, those in privileged DEI positions enjoy flexibility, leniency, and excuses for their actions—while still controlling conversations on inclusion.

Even while dealing with my own health challenges, I maintained professional communication—because respect isn’t conditional. If a multimillion-dollar company can’t uphold the same basic standards, their commitment to DEI was never real to begin with.

Intersectional Challenges: The Barriers Faced by Black, Neurodivergent Professionals

As a Black woman with autism and ADHD, I navigate not only the usual barriers in DEI work but also compounded systemic exclusion based on my intersecting identities. The DEI industry often speaks about inclusion in theory, yet in practice, Black women, especially those with disabilities, face harsher scrutiny and less flexibility than their peers.

Research confirms that Black women in professional environments are:
✔ Less likely to be given the benefit of the doubt
✔ More likely to be judged harshly for behaviors excused in others
✔ Expected to overcompensate to prove their competence

For Black autistic professionals, the challenges intensify. We rely on clear, direct communication, yet we are penalized when that expectation is not met. The issue isn’t our inability to communicate—it’s that workplaces fail to provide the same consideration they extend to others.

I have personally experienced workplace discrimination despite my qualifications, experience, and leadership in the field. These realities led me to write a book on navigating these challenges, and today, I work with companies to redesign workplaces and educate them on these issues. This is why the Head of DEI was referred to me—because of my expertise and lived experience, which he himself lacked.

Yet, the same double standards persist. Unlike my counterpart, I am never afforded the grace to neglect communication. Even while unwell, I am expected to maintain professionalism at all times—a standard not applied to him. Instead, he remained active on LinkedIn, engaging in DEI discussions while ignoring the very Black, neurodivergent professional he sought out.

Final Thought: Real DEI vs. Performative DEI

True inclusion requires accountability, transparency, and a willingness to dismantle barriers. Organizations that claim to value diversity must back up their commitments with meaningful action.

7 Actionable Steps for Effective DEI

✔ Prioritize Authentic Inclusion: Integrate marginalized voices into decision-making.
✔ Practice Transparent Communication: Open, honest engagement builds trust.
✔ Engage in Meaningful Feedback: Regularly assess and adjust DEI strategies.
✔ Prioritize Competence Over Comfort: Hire based on expertise, not convenience.
✔ Align Words with Actions: Hold leadership accountable for real change.
✔ Invest in DEI Training: Provide continuous education for sustained impact.
✔ Measure and Evaluate Progress: Track racial and neurodiversity disparities to ensure accountability.

Lovette Jallow is a globally recognized DEI strategist, antiracism advocate, and neurodiversity expert, known for her trailblazing impact in workplace inclusion and structural equity. As a 9-time award-winning lecturer, she has delivered over 400 lectures worldwide, working with municipal and government bodies, Fortune 500 companies, and non-profits to drive real, measurable change in corporate and societal structures.

She is the bestselling author of Black Vogue – Shades of Beauty and Främling i Vita Rum (Stranger in White Spaces), books that challenged industry norms and shed light on systemic exclusion. With a reach of over 8 million individuals across platforms, Lovette’s work continues to reshape conversations on intersectionality, racial equity, and neurodivergent inclusion.

In 2017, she founded Action for Humanity, a non-profit focused on human rights, refugee aid, and systemic racism awareness. The organization has been instrumental in:
✔ Repatriating 38 Gambian women and children from Lebanon
✔ Providing legal guidance, financial aid, and educational support for marginalized groups
✔ Creating safe spaces for neurodivergent individuals and racialized communities

As a thought leader in corporate DEI strategies, workplace accessibility, and leadership accountability, Lovette equips organizations with actionable solutions for long-term inclusion.

→ Work with Lovette: Learn more about her services and expertise at LovetteJallow.com

📖 Explore her work further in Främling i Vita Rum (Stranger in White Spaces).

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