We make hidden barriers at work visible.
You get the tools to remove them.
The Inclusive Culture Blueprint is a complete 12-month rollout system designed to fit into a busy organisation.
Short videos based on real experience stories, dialogue cards and manager tools help people recognise hidden barriers and change everyday working practices, without needing to become experts in every identity.
Organisations invest in inclusion initiatives with good intentions. But most often, when the activity ends, everyday work stays the same.
Four recurring gaps across our research explain why:
Most inclusion training is gone by Monday at nine.
1. Events instead of lasting change
Organisations invest in theme days, webinars and campaigns.
Success is measured by whether they happened, while the meetings, feedback, decisions and social practices that shape workplace culture remain unchanged.
2. Identity silos create unnecessary complexity
One initiative for neurodiversity. Another for LGBT+. One for hidden disability, ethnic diversity or gender. Each with its own suppliers, frameworks and language. Together, they become too complex for busy leaders and colleagues to absorb, creating resistance and D&I fatigue.
3. Change is delegated to ERGs and networks
The people who experience the barriers are expected to explain them and help remove them, often without the time, budget, organisational mandate or change management tools needed to create cultural change at scale.
4. HR is expected to act without actionable insight
Surveys reveal how people feel, but rarely show where barriers arise, who encounters them or which everyday practices need to change.
Across all four gaps, the pattern is the same:
Organisations have real ambition to build inclusive cultures.
What is missing is a practical system that ties everything together and actually fits into a busy organisation so intent can turn into lasting change and business results.
Hidden barriers affect more of your workforce than you may realise.
1 in 4
lives with a hidden disability.
15-20%
are neurodivergent.
16%
in Denmark have immigrant or descendant background.
7-10%
identify as LGBT+.
These figures overlap because people may belong to more than one group.
Across them, many of the same hidden barriers recur in meetings, communication, feedback, onboarding and social events.
The same barriers can affect anyone during grief, caregiving, divorce, stress or menopause, when cognitive, emotional or physical load increases.
Hidden barriers affect outcomes you already track, including wellbeing, engagement, sickness absence and retention. Less visible consequences include withheld ideas, unresolved conflict and quiet withdrawal, which standard measures often miss.
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1 in 4 lives with a hidden disability. VIVE, Handicap og beskæftigelse 2022 (published 2023). About one in four Danes of working age reports a disability or longstanding health condition, the majority not visible. vive.dk. At EU level, Eurostat (EU-SILC 2024) reports 24 per cent of adults with a long-standing activity limitation. ec.europa.eu/eurostat.
15-20% are neurodivergent. Doyle, N. (2020), Neurodiversity at work: a biopsychosocial model and the impact on working adults, British Medical Bulletin 135(1). academic.oup.com/bmb/article/135/1/108/5913187.
7-10% identify as LGBT+. Ipsos, LGBT+ Pride Global Survey 2023, average of 9 per cent across 30 countries, higher in younger generations. ipsos.com.
16% in Denmark have an immigrant or descendant background. Danmarks Statistik, Indvandrere og efterkommere, 1 January 2026. dst.dk. Categories overlap and should not be added together.
Practical inclusion, built into everyday work
Each theme begins with a familiar workplace situation:
A meeting, a feedback conversation, onboarding, lunch or a social occasion where participation can quietly become harder.
Through real experiences, people see the hidden barrier and learn what to do differently.
No separate track for each identity group. One shared practice that works across them.
What we mean when we say cross identity barriers? Four colleagues walk into a meeting you called:
One is autistic.
One lives with hearing loss.
One is working in their second language.
One is going through a divorce.
What do they have in common?
Without an agenda shared in advance, none of them can contribute their best thinking.
Which means the meeting is less productive, less innocvative and less efficient.
The lack of preparation affects them for very different reasons: predictability, context, processing time or increased mental load with reduced cognitive capacity. But the result is the same, for them all, it’s harder to participate and contribute their best thinking.
The barriers are shared.
The solution should be too.
People should not have to disclose something personal for the workplace to feel inclusive.
UNDERSTAND
Short videos, three to five minutes each, show a hidden barrier in an everyday work situation, based on real experiences shared in more than 170 interviews. People recognise the situation, see what it costs and learn what to do differently.
ACT
Clear everyday actions, team dialogue cards and manager guidance turn the learning into practical changes people can use in meetings, feedback conversations, 1:1s and social situations.
EMBED
Leadership framing, a kick-off session, launch materials, ready-made internal communication and a structured 12-month rollout create consistency through the channels the organisation already uses.
MEASURE AND IMPROVE
Baseline and follow-up measurement, administered and anonymised by InklusioNordic, documents progress. An annual results report can support statutory work environment and wellbeing documentation, while the HUB Premium Member Space provides ongoing implementation support.
Use your own LMS through SCORM or embedded content, or let InklusioNordic host the learning through one link. Themes run one at a time in short drops, a few minutes each, woven into the channels and rhythms you already have. One internal owner runs the rollout.
A new system, built on experience delivering change at scale.
The Inclusive Culture Blueprint combines barrier mapping based on 170+ in-depth interviews with neurodivergent, disabled and LGBT+ professionals, professionals with a caregiving responsibility at home and professionals from minoritised ethnic and cultural backgrounds. It turns those insights into engaging video learning, practical tools for managers and teams, and a clear implementation structure that embeds inclusion into everyday work without creating a major internal project.
InklusioNordic is new.
The capability behind it is not.
Founder and sociologist Stine Ringvig Marsal brings 23 years of experience turning complex human insight into practical change, 18 of them inside operational organisations and seven as Service Excellence Director at Copenhagen Airport.
Copenhagen Airport.
While employed by Copenhagen Airport, Stine developed disability awareness learning from barrier mapping, rolled out to 24,000 employees across 1,250 companies.
Copenhagen Airport
Disability Awareness Training
LEGO House.
In her work for LEGO House, Stine translated guest and employee barrier mapping into video learning and practical tools for managers and teams.
LEGO House
Inclusive Guest and Employee Experience Training
Novonesis.
For Novonesis, Stine turned barrier mapping for a global organisation of 11,000+ employees into video learning in five languages, internal communications and an implementation plan.
Novonesis
Unlock Wellbeing Project
“As an LGBT+ woman diagnosed with ADHD later in life, I know the effort involved in deciding whether to explain, adapt or hide part of who you are.
When I began mapping barriers for passengers with hidden disabilities at Copenhagen Airport, I recognised that same strain across very different experiences.
Later, as Nordic Regional Director for the Hidden Disabilities Sunflower, I helped more than 500 organisations introduce it.
That work showed me the power of visibility, but also that inclusion cannot depend on people choosing, or feeling safe enough, to disclose.
That is why InklusioNordic focuses on hidden barriers that cut across identities and life circumstances, and the practical ways colleagues, leaders and organisations can remove them.”
Stine Ringvig Marsal, Sociologist & Founder, InklusioNordic
Hidden Disabilities Sunflower.
As Nordic Regional Director, Stine led its expansion across Denmark and the Nordics. Over three years, 500+ organisations joined, public recognition reached 82% in Denmark.
Hidden Disabilities Sunflower
500+ Organisations onboarded
One Blueprint.
3 ways to take part.
Every option includes full implementation of the Inclusive Culture Blueprint in your organisation. Choose according to the role you want to play around it.
Main Partner.
Shape the inclusive labour market of the future
Implement the complete Blueprint and stand alongside InklusioNordic as a prominent national and Nordic voice through year-round events, communication and learning.
Become the only Main Partner from your sector, with the strongest public position, tailored support and priority access.
250,000 DKK excl. VAT / 12 months
Partner.
Take a visible role in practical inclusion across the Nordics.
Implement the complete Blueprint internally and become an official Partner in InklusioNordic’s national and Nordic programme. Receive a tailored keynote, workshop or online session each year, Partner recognition at open events, name and logo visibility at the public launch and year-round visibility on inklusionordic.org.
150,000 DKK excl. VAT / 12 months
Early Adopter.
Be one of the first ten organisations to join InklusioNordic.
Implement the complete Blueprint ahead of its public launch at the 2026 introductory price and be recognised as an Early Adopter.
60,000 DKK excl. VAT per 12 months.
Every agreement runs for 12 months. You are never committed for more than 12 months at a time.
Other ways to begin
Bring one topic to life.
Keynotes, online sessions and workshops that make inclusion concrete for leadership teams, all-hands events, member organisations and frontline employees. Available in English and Danish.
Learn with InklusioNordic HUB community.
Join D&I practitioners, HR and People and Culture leaders, ERG and network leads, experts and professionals with lived experience. The free HUB offers quarterly flagship events, open expert Q&As and cross-sector learning.
Make practical inclusion part of everyday work.
Book a 45-minute call to explore how the Blueprint could fit your organisation and which way of taking part makes sense.
Organisations confirmed before the public launch can become part of the launch story.
