‘It’s about showing empathy’: the woman behind the DEI software of the future

Diversity, equity, and inclusion (DEI) are essential elements of a thriving workplace, but how do we ensure these policies are not built on empty promises? This founder proposes empathy.

Thorey Proppe is not your average businesswoman.

A self-described adventurer, she became a female activist at a young age and was a board member of the National Committee for UN Women Iceland, fighting for gender equality.

She got into politics but found her true purpose when she started working in diversity, equity and inclusion (DEI) for a consulting firm.

“I knew that was what I wanted to do,” she tells me when we meet on Zoom.

We are here to talk about Alda, Proppe’s latest venture, or – as she cheekily describes it – a “DEI software that actually works”.

Founded in collaboration with Sigyn Jónsdóttir, Alda provides employers with DEI metrics, action plans and gamified micro-learning content to foster a positive work environment. The aim? To dismantle toxic work culture and build spaces where everyone can thrive.

In an era of transformational changes across the landscape of work, having an intentional focus on DEI has emerged as one of the most important things that a company can do to succeed.

This is a long overdue development since the research has been overwhelmingly clear that companies that prioritise DEI perform better financially and have more engaged employees.

The question is, what is good DEI? A full suite of inclusive company policies sounds promising, but how do we ensure meaningful progress is made?

“When discussing DEI, it can be challenging to talk about changing the culture in a work environment,” says Proppe.

“The results are often upsetting and revealing, especially for marginalised groups who often don’t feel comfortable to openly discuss the obstacles they face.”

Good DEI, she says, doesn’t just mean having a set of policies in place. Rather, it refers to inviting everybody into a conversation where they can openly talk about different issues without feeling uncomfortable.

“It’s about showing empathy, I think. If we all had 100 per cent empathy, we wouldn’t need a platform like Alda – everybody would put themselves in each other’s shoes and see their perspectives. Unfortunately, that is not the case.

“That’s why we strive for helping everybody thrive at work. In order for that to happen, it’s important that those with privilege are able to see their biases and make fair decisions.”

A critical aspect of DEI is the connection between DEI and mental health. Proppe says understanding and addressing the intersection of these two crucial dimensions is pivotal for building a truly inclusive and supportive work environment.

“A lot of people, especially those from marginalised groups, feel like they can’t be who they are in the workplace,” she explains.

“However, pretending to be someone else for other people can be very detrimental to your health. Putting a mask on every time you go into the workplace is not just hard and exhausting but can have a real impact on your wellbeing.

“Research shows that women, especially those in positions of power, have much more obstacles than men. This gets worse around menopause, when women are more likely to quit their jobs or reduce their number of hours due to a lack of support. The consequences are of course even more severe for those with intersecting marginalised identities.”

So, what advice would she give to employers looking to improve their DEI policies?

“Get Alda,” she laughs. “We’ve done the research and it’s all you need.” More generally, however, collecting data that reflects the culture would be a great place to start, she adds.

“Data is queen. A lot of people who don’t belong to marginalised groups don’t believe there is a problem. Collecting data helps them recognise the issues and see them for what they are.

“Plus, how are you going to set goals if you don’t know where you’re at?”