Q: How are you able to fulfil your potential at Kvadrat?
My job is to overlook our whole collection production from idea to launch and dialoguing internally with different departments and externally with suppliers and partners. Fulfilling my potential at Kvadrat means that I can put my passion and skills for communication into practice. This is where I really thrive. Communicating with different people, motivating them, inspiring them to be the best they can be, and getting them to work towards a common goal.
Q: What are you most proud of accomplishing while working at Kvadrat?
My biggest accomplishment so far is building the new Sahco studio with Anna in Copenhagen. I think we managed to create an environment where peple are happy to be at work, feel safe to be who they are, and have space to express their thoughts and feelings. I feel proud that we managed to create this sort of environment.
Q: What made you want to work at Kvadrat?
I was mostly drawn to the brand awareness of Kvadrat, which is very much connected to art and culture, and the fact that it is an international company that works with different people across different markets and geographies. I feel drawn to this multicultural setting as I myself was raised in two different countries. I wanted to work for a company which operates on an international level, as it brings together different cultures, different languages, and different ways of doing things.
Q: Do you see Kvadrat as an inclusive workplace?
I was part of the diversity and inclusion taskforce, that was created last summer, and the goal of the taskforce was to analyse and find out how Kvadrat could become more diverse and inclusive. It was a group of ten different people across different segments and geographies. The goal was to propose several targets or action plans for senior management to implement in the organisation, to become more inclusive and diverse. I learned a lot about what it takes for a brand to become more diverse and inclusive.
Q: What is the main thing you learned from being part of the diversity and inclusion taskforce?
My number one takeaway is that you can have as much policy written down somewhere, but you need to create the change that you want to see. One way is to educate people about the topic, and this starts with educating our top leaders as they are the people who have influence on promotions, hiring, and giving people opportunities.
I think creating an inclusive and diverse company really needs to come from the top and trickle down. Therefore, it is a matter of our senior management being a role model in this. And they did a first step in creating the task force and having this high on their agenda.