You are currently viewing SPECIAL REPORT: Adaku Okafor, pioneering landmark efforts in Diversity, Equity, and Inclusion
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Adaku Okafor is the founder & CEO of PhoenixRize People Development Solutions, an Irish-based diversity, equity, and inclusion (DEI) company with the mission to help organisations create and sustain diverse, equitable, and inclusive workplaces and turn diversity into a strategic business advantage. She is an authority and fearless advocate for DEI and has worked passionately in the DEI space for over 10 years. As an award-winning leadership and people development consultant, keynote speaker, and executive practitioner for DEI efforts across the business, government, non-profit, and education, Adaku helps organisations overcome DEI barriers and embed DEI into their business frameworks on strategic diversity, intentional inclusion, and organisational effectiveness.

Adaku’s clients include eBay, Vhi Healthcare, Dublin City University, Institute of Arts & Technology, Action Aid, and the Department of Health. She has organised several diversity, equity, and inclusion events in Ireland and has spoken at many more for organisations including Indeed, Salesforce, the CFO Leadership Council, and Heineken Nigeria. She is a contributor to the Society for Human Resource Management, Nigeria’s roster of webinars. Adaku is currently a doctoral student at University College Dublin. She holds a BSc in Accounting from the University of Nigeria, an MBA from the University of Lagos; an MA from Kimmage Development Studies Centre, Dublin, and a Post Graduate Certificate from both University College Dublin (Women, Gender and Social Justice) and Trinity College, Dublin (Race & Ethnicity).

Adaku is uniquely positioned to merge business objectives with those of diversity, equity, and inclusion. She has particular expertise in the area of intercultural relations, race relations, and intersectionality and is passionate about helping leaders to develop their inclusive leadership skills for the benefit of their teams and organisations. In 2020, she partnered with Dublin City University Centre of Excellence for Diversity in developing their Race Equality Toolkit for company managers. To complement her work in coaching and development, she completed a Quality & Qualifications Ireland (QQI) certificate in Life and Career Coaching and is a certified facilitator of Everything DISC Workplace & Management.

As an active social advocate, Adaku has sat on several community integration consultative forums in association with local authorities and government bodies. She is a member of the board of management of many charitable organisations and has worked with many more. Through her charity, i-Smile International, Adaku advocates for the economic, social, political, and cultural participation of women from ethnic minority backgrounds.

Adaku has published numerous articles and blogs on the topic of DEI and her work has appeared on several online news platforms including This Day and InfoDigest. Adaku’s work has been recognised by several organisations. In 2022, she received a SiSTAR of Excellence Alumnae Award for her exceptional leadership ability and achieving excellence in their chosen field of endeavour. In 2021, she received the Irish Women’s Awards and in 2021 was listed in the Top 146 Inspiring Women Leaders in Ireland. In 2018, the Dublin City Council Culture Company acknowledged her as a ‘Dublin Hero’ and one of the most ‘exceptional and inspiring people in Dublin’. She is also the recipient of the Fingal County Community Person of the Year award.

At a time most people are suffering marginalisation and discrimination in silence, a lone voice has emerged from Dublin, Ireland, articulating the need for organisations to be aware of unconscious bias and other practices that do not recognise the need for diversity and inclusion. Adaku Okafor, the first black person in Ireland to adopt a focused and intentional approach to the issue, speaks on her pioneering efforts.

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Which words best describe your personality?

I believe these words do just that: Passionate, solution-oriented, people-person, driven, humorous, vivacious, and generous.

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What are your guiding principles?

My philosophy in life is to always surround myself with people who teach me, challenge me, cheer me on, and push me to become the best version of myself. I believe that I can become the best of ‘Me’ when I surround myself with the right circle of people – whether they do this by challenging me or being my cheerleader, I can do my best work to serve others and ensure I have an impact on the world.  

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What are your cherished core values?

There are a few that I live by every day, and I always ensure that these are the core of any decisions I make – whether personally or professionally. First is fairness – the ability to ensure that I treat everyone with a fair and open mind. I know that our personal life experiences have helped shape each of us into our unique beings and made us become who we are and who people perceive us as. Second is excellence – I want to make sure whatever I put my mind to; I do it at the highest standard and with the highest level of commitment. Third is Integrity – I am dedicated to delivering on my promise and honouring my word. Leading with integrity is all I aspire to do.

My fourth core value is humility.  I made a promise to myself to always remember where I have come from and what has led me to where I am today. Fifth is a commitment to life-long learning – I take every moment of every day as a learning opportunity and ensure that I pass on my knowledge to others. Last but certainly not the least is authenticity – a core value that I ensure I live by. I want to make sure that the Adaku that one person connects with is the same as the Adaku someone else gets to meet. Being my true authentic self is what makes me who I am and hopefully encourages others to do the same and celebrate who they are.

What motivated you into what you do today?

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My early exposure to serving others lit a fire in me to continue to serve and give back to the wider community, and to help others shape their work and communities to value the uniqueness in everyone. Also, my personal experience of discrimination, racism, bias, and being an ethnic minority in Ireland created a path to my journey into Diversity, Equity, and Inclusion (DEI).  I know what it feels like to be the other, to be excluded or feel like you don’t belong. I can recognise micro-aggressions with my eyes shut, I know what it is to adapt quickly to survive, and I want to help others overcome those barriers and eradicate them systematically so future generations don’t have to live with these issues the way we have had to.

My values are also central to why I do what I do. I have always hated unfairness. I cannot fold my hands and watch someone being treated unfairly; it’s not in my DNA to be a silent observer. Again, I am a passionate person and have a deep desire to do work that allows me to make a difference, so this naturally drew me to my path on DEI, because it’s really about making a difference.

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Here in Ireland, I have worked with women from migrant and refugee backgrounds and organised women empowerment events for many years. It allowed me to listen to the poignant stories and migration experiences of these women. The more I listened, the more I told myself that I needed to do something about it. I also sat on several social inclusion consultative boards and forums of many Government agencies where I had the opportunity to be a voice for marginalised groups. This, coupled with my education – my research project during my master’s programme here in Ireland opened my eyes to a lot about issues around global inequality and injustice.

These experiences from being on the board and planning committee of various initiatives and organizations have empowered and equipped me with the requisite skill-set, knowledge base, and expertise to set up my Diversity, Equity & Inclusion (DEI) Consultancy, PhoenixRize Consulting. We help companies and organisations create and sustain diverse, equitable, and inclusive workplaces where everyone can thrive regardless of tribe, age, disability, gender, religion, perspective, education, background, or thinking style. We help companies and organisations turn diversity into a strategic advantage by providing DEI advisory, coaching, and workshops on Diversity Management, Unconscious Bias, Attracting & Retaining Gen Z talents, and Inclusive Leadership, to name a few.

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What exactly do you aim to achieve with your DEI initiatives?

I have been working within the DEI space for over 13 years. But setting up PhoenixRize has allowed me to tackle systemic change both within Ireland and in other countries. We provide tailored responses to our clients so they can harness the value of diversity, equity, and inclusion to create dynamic workplaces where all employees feel supported to thrive. We aim to work with companies to support them in creating inclusive environments while simultaneously dismantling the systems that oppress underrepresented groups. I built PhoenixRize with the following core values at its heart, which exemplify the work we want to achieve within DEI:

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  • Respect & Dignity: We value and respect every person regardless of their background, identity, culture, or perspective.
  • Diversity, Equity & Inclusion: We are passionate about creating and nurturing diverse, equitable, and inclusive workplaces where all individuals feel valued heard, and supported.
  • Integrity: We are dedicated to delivering on our promises and honouring our word.
  • Collaboration: We collaborate with companies and organisations whose values align with ours to create an exceptional service culture. We believe that together, we are stronger and can contribute more.
  • Excellence: We are committed to delivering excellence in all that we do. We go above and beyond for our clients so that they enjoy the benefits of greater inclusivity.

We recognise that every organisation is unique and has unique needs. So, no matter where they are in their DEI journey, we listen to and guide them with empathy and understanding towards achieving their objectives. We want to bring a new perspective to the conversation happening in organisational circles. When we share methods and practices, it is injected with lessons extracted from lived experience, and decades of work with under-represented communities, and is backed up by extensive studies and research in the area of Diversity, Equity, Inclusion, Gender & Social Justice, Race, Ethnicity, and Intersectionality. We don’t just talk the talk; we walk the walk. We advocate for under-represented groups and have organised several diversity events aimed at promoting social inclusion and fostering collaboration and communication among diverse groups.

What are your plans to extend this practice to other parts of the world?

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We are currently headquartered in Dublin, Ireland, but we work with clients in Africa, Europe, and North America. In addition, we are in communication with some organisations already in Nigeria, and we love the work we do with them and the partnership it creates. DEI is a global language, and we are launching a new digital learning platform to increase our global reach. This platform will allow us to impact DEI on an international level, making available the work we have created over years of commitment – which will be revolutionary in allowing for dynamic partnerships across time zones and creating excellent service from anywhere in the world.

Do you think Nigeria needs your services? How? Why?

I believe that Nigeria needs my services. The best time to have started DEI initiatives in Nigeria was in 1960 when our independence was established. The second-best time is now. Nigeria is one of the most diverse countries in the world, made up of over 180 million people from distinct ethnic groups with unique historical experiences, more than 250 languages, and many different ways of life. Despite this, in a global diversity and inclusion survey conducted by the Society for Human Resource Management (SHRM), Nigeria ranked 45th out of 47 countries on the global diversity readiness index. Nigeria’s low survey score reflects the nation’s challenges in managing diversity, equity, and inclusion despite its abundance of diversity. This, coupled with evidently weak or non-existing institutional inclusive plans, makes DEI an important topic in every workplace.

This shows there is an urgent need for systemic change, fully embedded from top-down and bottom-up. I would like to be a part of this impending change. A multi-ethnic country, like Nigeria, cannot make progress unless there is an intentional effort to embrace fairness, equity, and justice, and ensure equal access to opportunities for under-represented groups. There is a compelling business case for DEI to be embedded into organisational strategies in Nigeria. This will mean different things to different businesses, and work needs to begin where there is the greatest need or where the greatest impact can be seen. This is where my work and services can be of great benefit; our ability to help companies through DEI Consulting, training, and coaching. We want to partner with organisations that believe in the value of DEI as the right thing to do and a way to attract and retain top talent.

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Additionally, there is a stronghold of group thinking in Nigeria – that is, the practice of thinking or making decisions as a group, which often results in unchallenged, poor-quality decision-making and things being done the way they always have been done. Those who hold views that are different or directly oppose those of the ‘in-group’ are often excluded, marginalised, and even discriminated against. These under-represented groups have been taught to accept their fate and be grateful for their oppression. Therefore, now is the time to take DEI from paper to practice, and to leverage the power of the vast diversity Nigeria offers to make your business operate at a higher level.

Many categories of workers remain voiceless in Nigerian organisations, due to biases associated with age, hierarchy, gender, social background, disability, and educational qualifications. Nigeria is characterised by high levels of diversity, low levels of inclusion, and historically weak but evolving institutional arrangements; therefore, change is desirable and inevitable.

If diversity is not well managed, we will continue to see inter-tribal conflict, and inequalities, that keep women, people with disability, youths, etc on the perimeter and not central to our evolution as a nation. In the workplace, if diversity is not well managed, it can lead to a lack of innovation, poor return on investment, a disengaged workforce, and in turn a negative brand reputation and association; all of which eventually spills into society. But above all, I believe that my services can help Nigeria see the value in our incredible people – their experiences, their thoughts, and their passion to make Nigeria one of the best nations on the planet. It would be an honour to help us make that vital step in our nation’s history.

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What are the milestones or highlights of your practice that you would like to share with us?

Firstly, I am proud to be the first Black-owned DEI consulting company in Ireland – an honour that I will forever value. Because of my commitment to DEI, I was awarded the Winner at Irish Women’s Awards 2020, Top 146 DiverseIn Inspiring Women Leaders in 2021, and Fingal County Community Person of the Year award. Being the pioneer of this work is a feat that I don’t take lightly. When building my business, I knew my own diverse experience was coming into play. Being the first Black leader of a DEI consulting company in Ireland is not only a large step for me, but for all people of colour hoping to start their businesses. I hope to lead the way for other Black females to follow their dreams and passions and not be afraid to be ‘the first.

In addition, I have delivered DEI training/facilitation to over 3,000 people in the past 5 years – an incredible achievement that I am very proud of as an immigrant Black female in a predominantly white country. I have also been honoured to have spoken at over 25 events and have received numerous industry awards. Most recently I have been named in DiverseIn 130 Women Who Break the Bias List for 2022. Lastly, I am proud of our latest work in which we have developed a digital learning DEI platform which will be launching in May this year.

Do you have personal experiences of being a victim of non-DEI practices?

Yes, absolutely. I am acutely aware of how I have been subjected to a stricter level of scrutiny compared to my white colleagues over the years. I have experienced stereotypical judgements and labels attached to me because of my intersecting identities as a black, Nigerian woman. I have been constantly subjected to many micro-aggressions, such as assuming I was less committed to my job because I was a mother. I often felt I wasn’t allowed to express my true self like there was a code for “acceptable” forms of emotions in the workplace. I have also experienced comments like “Your hair needs to be tamed” about my Afro-styled hair or “Your English is so good”, an assumption that people like me are not likely to speak good English. Throughout my career, there have been countless experiences of discrimination, biases, micro-aggressions, and cultural misappropriations.

Some biases have been engrained through the definition of professionalism. This definition is viewed from a white supremacist perspective, and it is difficult to be comfortable in a workplace that lacks representation and assumes that there is only one way to look professional. My aim with PhoenixRize and the work I do is to help educate around those micro-aggressions, systemic discrimination, and conscious and unconscious biases that are rife within the professional workplace setting.

What’s your definition of success?

For most of our lives, we have been led into a narrow definition of what success meant. It involved people knowing your name and having enough money — i.e., lots of money — to buy an endless stream of nice things. However, for me, this is not what I value in life. For me, success is saying yes to your goals and potential, and going all out to make them happen. It’s not a destination but a continuous journey, and it doesn’t come with a map because there is no one path. I believe that my success, and the success of the work I do, will continue to grow and develop over time, and as long as I can make an impact on others and in my community, I will be satisfied with my time on this earth. A life of impactful service etched on the sands of time.

Do you have an important success story, news, or opinion article to share with with us? Get in touch with us at publisher@thepodiummedia.com or ademolaakinbola@gmail.com Whatsapp +1 317 665 2180

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