Finding Ly-Ang #25: Swapping Lanes on Diversity’s Highway

Back in 1967, Sweden pulled off one of the biggest logistical changes in modern history: it switched from driving on the left side of the road to the right. A bold move, right? They called it Dagen H, or “H Day,” and it wasn’t without its bumps—literal and figurative. But here’s the kicker: the entire nation got behind it, and with collective willingness, commitment, and a bit of chaos, they made it happen.

So why am I bringing up this quirky slice of Swedish history? Because if we can shift the entire flow of traffic in a day, surely we can change the flow of opportunity and inclusion in our workplaces. If the Nordics can lead the charge in sustainability, carbon neutrality, and circular economies, why not take the wheel on Diversity, Equality, Equity, and Inclusion (DEEI)?

The Tale of Two Swedens: Diverse Workforce, Uniform Boards

Take Sweden’s most recognisable companies—IKEA, H&M, Ericsson, Volvo, Spotify, and Electrolux—leaders in global innovation, design, and technology. These giants have succeeded in fostering multicultural, diverse work environments. Walk into any of their offices or production sites, and you’ll see people from all corners of the world collaborating, creating, and driving success.

But here’s the catch: that diversity stalls at the boardroom door. Most of these companies' boards remain relics of another era—dominated by middle-aged white Swedish men, with the occasional middle-aged white Swedish woman added for balance. Where are the voices that reflect the vibrant, multicultural workforce these companies have built? How can decisions made in these rooms—rooms lacking the same diversity seen on the shop floors or in open-plan offices—be truly fair or inclusive?

It’s like having a cutting-edge electric car but running it on a coal-powered grid. The innovation, creativity, and global perspective brought by diverse employees hit a wall when it comes to shaping the policies and strategies that guide the company. Without diverse perspectives in these decision-making rooms, who’s challenging assumptions? Who’s questioning blind spots? Who’s ensuring that the decisions made reflect the lived experiences of employees and consumers from different ethnicities, nationalities, and creeds?

Lessons from Dagen H

What can Sweden’s big traffic switch teach us about shifting DEEI into high gear?

1. Awareness Matters: Before Dagen H, Sweden launched a massive public campaign. Change requires education, dialogue, and buy-in at every level. Similarly, we must talk openly about why diverse boards are a must—not just a nice-to-have.

2. Everyone Plays a Role: Whether you were a bus driver, a car owner, or a pedestrian, the success of Dagen H depended on collective action. Likewise, boards, leadership teams, employees, and investors must all drive the push for inclusion at the top.

3. Preparation Is Key: Sweden didn’t just wake up one day and switch sides. It took years of planning and preparation. For DEEI, this means creating programs to nurture diverse leadership pipelines, mentoring underrepresented talent, and holding boards accountable for measurable progress.

4. The Destination Is Worth It: The initial confusion of Dagen H was short-lived compared to the long-term benefits of aligning with neighboring countries. Similarly, building truly diverse leadership isn’t just good optics—it’s essential for long-term growth, relevance, and fairness.

The Nordics: Ready to Lead Again?

The Nordics are already global leaders in sustainability and environmental innovation. Why not extend that leadership to human rights and inclusion? True sustainability isn’t just about green energy and recycled materials; it’s about sustaining human potential.

Imagine a Nordic region where every boardroom and CEO suite reflects the vibrant, diverse talent pool that powers the economy. Where decisions are made with input from a wide range of perspectives, ensuring they’re fair, inclusive, and representative. A world where no one is stuck driving in circles in the middle-management lane because the fast track isn’t accessible.

Call to Action

It’s time for Swedish companies to move from just talking about DEEI to fully embracing it—top to bottom. If Sweden could mobilize an entire nation to swap driving lanes in 1967, surely it can mobilize its business leaders to swap outdated practices for modern, inclusive leadership.

Let’s make DEEI our modern-day Dagen H. Let’s collectively commit to changing the flow of opportunity in our workplaces and society. Because when everyone gets the chance to drive their potential, we all move forward.

Live Laugh Love—and remember, progress doesn’t happen by itself. It takes all of us to shift lanes.

#WackyWednesday #DiversityEquityInclusion #LeadershipMatters