Bestselling Author: The Anti-Racist Organization - Dismantling Systemic Racism in the Workplace | Managing Director @ HR rewired
London, England, United Kingdom
111K followers
500+ connections
About
Dr Shereen Daniels is a specialist in HR and organisational transformation, focused on how systemic racism is produced, sustained and defended within complex institutions.
As Managing Director, she leads HR rewired, a specialist HR advisory firm working with organisations to address the structural roots of racial inequity through how decisions are made, how work is carried out, and how outcomes are produced in practice. Her work centres on building disciplined organisational capability, enabling institutions to move beyond intent into consistent, observable change.
Her approach is grounded in applied work across high-scrutiny environments, including policing, healthcare and large-scale corporate organisations, where leadership behaviour, decision-making and accountability are most visible, most contested, and most consequential.
This includes high-profile work such as the Met-commissioned report - 30 Patterns of Harm: A Structural Review of Systemic Racism with the London Metropolitan Police Service and its accompanying Structural Companion Guide. Together, these provide a clear articulation of how harm is patterned, defended and normalised within organisational systems.
Shereen is the author of The Anti-Racist Organization, a bestselling book that has sold over 11,000 copies worldwide and is widely used by organisations as a foundation for understanding and applying systemic change.
She holds a Doctor of Professional Studies (DProf), through which she developed a rigorous analysis of how organisational systems, behaviours and decision-making processes reproduce racial inequity, even in environments with strong stated commitments to change.
Her work has been featured in Forbes, Business Insider, Vogue Business, BBC Worklife and The Drum. She was named HR Magazine’s Most Influential Thinker in 2021, inducted into the HR Hall of Fame in 2022, and is a three-time LinkedIn Top Voice. HR rewired was named HR Consultancy of the Year in 2023 and 2024.
She has worked with organisations across the UK, US, South Africa, India, Brazil, Namibia, Botswana and Australia.
➡️ To have Shereen speak at your next company or conference event contact njuguini@hr-rewired.com
➡️ To find out how HR rewired can support your company visit hr-rewired.com
➡️ To provide Anti-Racism learning content for your managers and employees, visit https://app.inrehearsal.com/boxsets/anti-racism
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Dr Shereen Daniels 🇬🇧🇯🇲🇬🇾 shared thisA complicated relationship in advocating for myself and my work… Next month marks four years since The Anti-Racist Organization was first published, and next month (21st May), the paperback is coming out. I am immensely proud of how it has traveled. On one hand, this book transformed my life. It changed the direction of my career and forced a level of bravery and tenaciousness that I didn’t know l had. Heyyyy, because let me tell you the “professional” attacks that came… I was dismissed. I was excluded from many “mainstream” HR and DEI conversations because people felt my work was too challenging. I was labelled as angry, too direct, too confrontational. Too divisive, even unprofessional. I was told, in different ways, that the tone of the book would put people off. That I should meet people where they are. That not sugarcoating things, not protecting fragility, would limit how far the book could go. And yet, even as that criticism was rolling in, and let me tell you, it was rolling in, people were buying the book from all over the world. They were bringing me into organisations. Asking me to speak. Wanting my perspective, my analysis and my views. Even though I was explicit about focusing on systemic racism as it impacts Black colleagues in the workplace. I don’t take that lightly. But on the other hand, I am acutely aware that the conditions the book was written to address are still largely unchanged. We find it easier to name systemic racism, in some quarters, but being able to name it is nowhere near enough. So… I can be proud of the book, and frustrated that it hasn’t unlocked the level of change that drove me to write it in the first place. But what I can’t overlook is what many of you did with it. You didn’t just read it and move on. You used it. You messaged. You emailed me. You wrote reviews. You cited it in academic journals. You bought copies for colleagues and friends. You took it into meetings, highlighted pages, used post-it notes, put it in front of people because you wanted them not just to see, but to act. I was grateful then. I’m still grateful now. The paperback coming out isn’t just about a different format, although it does make it more accessible, easier to carry, easier to put in people’s hands and, let’s be honest, strategically leave on desks, even now. For those of you who have and continue to support, read and apply my work in practice, thank you. I’m still here. And there’s more to come. ➡️🔜The Anti-Racist Organization paperback available for pre-order - https://lnkd.in/dCsG3JpD
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Dr Shereen Daniels 🇬🇧🇯🇲🇬🇾 shared thisEven though we claim to understand the principles of why specific intervention is needed, time and time again, when organisations are confronted with systemic racism, particularly as it impacts Black colleagues, communities and consumers, the instinct is to broaden the frame rather than sharpen it. After a piece published in the Guardian this morning, liberally quoting my thoughts on the Met’s proposal to drop the specificity of anti-racism, for the relative comfort of inclusion, I thought it appropriate to expand on my perspective. 1) I talked again about why specificity is important. 2) How a focus on anti-Black racism is not preferential treatment 3) Why conversations about Blackness and intersectionality often become confused 4) How ignorance, “we don’t know what we don’t know”, is no longer acceptable as a barrier to change. 5) And what I meant by this proposal is the equivalent of kicking a ball into the long grass, amongst other things. Class is in session. ➡️ Direct link to Guardian article - https://lnkd.in/etAy79SW"Inclusion" Cannot Fix the Structural Roots of Systemic Racism"Inclusion" Cannot Fix the Structural Roots of Systemic Racism
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Dr Shereen Daniels 🇬🇧🇯🇲🇬🇾 shared thisI was tagged in a post by Lawrence Davies LLM promoting a £1.20 “Access to Justice” scheme for race discrimination claims. I commented with questions about governance, safeguards and why I was uncomfortable. These were not attacks on persons character. My comments was subsequently deleted. Lawrence and his Say No community members/organisers are entitled to moderate their platform as they see fit. I am entitled to restate my position here. My questions were simple (see screenshots for detail) and my concerns were thoughtfully outlined. Two things can be true at once. A scheme can be life-changing for one person and still raise legitimate concerns about how Black workplace trauma is positioned, publicised, and used. Black people do not need lotteries to access dignity as pro bono representation happens every day without fanfare. People are free to support the scheme if they wish. I am simply encouraging critical thinking. — On a side note, let me also be clear about something. If I, and other prominent Black women on here are seen as valuable enough to be repeatedly tagged to help amplify your initiative, posts or commentary, then our voices should not be erased when we pose legitimate questions.
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Dr Shereen Daniels 🇬🇧🇯🇲🇬🇾 shared thisReal Madrid’s Vinicius Junior has, again, been subjected to racist abuse in a Champions League match. And comments along the lines of “well, for the money he earns, you can call me whatever you want” or “we don’t actually know what was said”, it’s clear whatever is being done in football to address racism and discrimination is frankly not enough. The most grotesque line of commentary however, is the assumption that somehow Vinicius Junior has “brought this on himself” and you have to ask what exactly do people think he’s doing, other than being a dark skinned Black man? I’m not a football fanatic but I know enough that its claims to be a beautiful game are consistently undermined not just by the behaviour of fans, players and coaches, but by the leadership and governing bodies who think pledges and commitment and priding themselves on being “balanced” and “unbiased” are robust responses to continued persistent and patterned on-pitch racial abuse and off-pitch practices that are just as frequent but unpublicised. Condemning racism is necessary, but it is nowhere near enough. Kmt.
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Dr Shereen Daniels 🇬🇧🇯🇲🇬🇾 shared thisThe Labour government has published a new White Paper setting out a national model for policing. Most media coverage has focused on the obvious headlines: new national structures, technology, officer numbers, tougher responses to crime, and changes to standards, scrutiny, and oversight. Rather than adding to that coverage, I use the white paper as a live example of how moments of major reform can either be used to interrupt racial harm or sidestep that opportunity altogether. Any period of significant organisational change creates a window. Choices are being made about roles, responsibilities, incentives, reporting lines, and priorities. Those choices either interrupt existing patterns of harm or lock them in, making them harder to shift later. Although this article focuses on policing, the dynamics it explores apply to any organisation undergoing significant change where systemic issues like racism and discrimination are not recognised as a core part of the redesign process at all. [Audio version is available on all good podcasting platforms]What Changes When We Read Police Reform Through Harm, Not HeadlinesWhat Changes When We Read Police Reform Through Harm, Not Headlines
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Dr Shereen Daniels 🇬🇧🇯🇲🇬🇾 shared thisWhat happens when a Black woman rests without being visibly exhausted, without framing it as recovery or burnout, without explaining herself, and without signalling that it’s temporary, with a neat beginning and end point? Bringing in the New Year with a reflective article on the conditional nature of rest. Usual “work” articles will resume next month. Maybe…
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Dr Shereen Daniels 🇬🇧🇯🇲🇬🇾 shared thisCalling Myself To A Meeting: The Necessary Self-Honesty Behind My Ability To Write 30 Patterns of Harm When people ask, “How on earth did you do it?”, this is the only way I know how to answer. Not by pretending I was somehow built for it. But by telling the truth about what it cost and what I had to hold on to in myself to get it done. Please note this is written through the lens of what it means to be a Black woman doing this work, yet I also recognise my experiences will have a wider resonance, and that’s perfectly okay. 15-min audio version is also available on Spotify, Apple and all good podcasting platforms.Calling Myself To A Meeting: The Necessary Self-Honesty Behind 30 Patterns of HarmCalling Myself To A Meeting: The Necessary Self-Honesty Behind 30 Patterns of Harm
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Dr Shereen Daniels 🇬🇧🇯🇲🇬🇾 shared thisThere’s been a lot of public and media attention around 30 Patterns of Harm: A Structural Review of Systemic Racism within the Metropolitan Police Service and the Structural Companion Guide. Instead of a formal press statement, I've compiled a list of questions and answers that may help contextualise the existence of the report, and I'm also conscious that at the moment, people are mostly skim-reading the report to confirm what they know; therefore, some of the nuance in what I have done may be missed. I’m grateful to everyone who has already read, reflected, or plans to spend time with these two documents. Thank you for supporting my work. [Direct access to the report and guide is also included]A Sort of Press Statement: 30 Patterns of Harm - A Structural Review of Systemic Racism Within the London Metropolitan Police ServiceA Sort of Press Statement: 30 Patterns of Harm - A Structural Review of Systemic Racism Within the London Metropolitan Police Service
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Dr Shereen Daniels 🇬🇧🇯🇲🇬🇾 shared this“A Few Bad Apples”? Why That Narrative Protects Power More Than People “Can you help my executive leadership team understand that systemic racism isn’t just about bad people doing racist things, i.e. bad apples?” It’s the question I hear the most. It assumes the problem is one of explanation: if only leaders really understood that systemic racism is not just interpersonal behaviour, not just a handful of rogue managers or employees, then things would change. But here’s my counter-perspective. Instead of asking “How can I get them to understand?” the sharper question is “What does the bad apples narrative make possible for leaders and organisations who keep repeating it…even when they know better?” Full disclosure: it’s a longer thought piece, so grab a cup of tea (or coffee) and settle in. [There’s also an audio version – link provided within the article.]“A Few Bad Apples”? Why That Narrative Protects Power More Than People“A Few Bad Apples”? Why That Narrative Protects Power More Than People
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Dr Shereen Daniels 🇬🇧🇯🇲🇬🇾 liked thisDr Shereen Daniels 🇬🇧🇯🇲🇬🇾 liked thisEmma Grede says working from home is career suicide. Almost 600,000 Black women were economically sidelined in 2025. Most of them were not working from home. They were in the office. In the room. Visible. Present. Doing exactly what they were told would protect them. The federal government. The most physically present workforce in America. The institution where you show your face, build your relationships, make yourself indispensable — and nearly half of Black workers hold a degree to prove they earned their place. They showed up. The institution cut them anyway. Not because they were invisible. Because visibility inside an institution that was never built to carry you is not the same thing as authority. It never was. This is what I call Institutional Hush. Not silence. Not absence. The professionally rewarded disappearance of original thinking inside systems that were never designed to carry it intact — regardless of how present, how visible, how indispensable you made yourself inside them. The belonging cost. The translation tax. The authorship expense. Paid in full. And when the institution decides to cut — everything you built inside it stays inside it. Nothing travels in your name. Because nothing was ever built to. Emma Grede is right that something is costing women their careers. She named the wrong thing. That's why I left the BBC. That's why I'll never be employed again. And that's exactly why I built QUOTABLE™. That is the work. And it cannot wait until after the next round of cuts to begin. Emma.
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Dr Shereen Daniels 🇬🇧🇯🇲🇬🇾 reacted on thisAs Director Service Delivery I am privileged to play even a small part in the vital work Queensland Indigenous Family Violence Legal Service (QIFVLS) does every day. Moments like this - sitting in the same room as the Attorney-General Michelle Rowland MP and speaking plainly about what Aboriginal and Torres Strait Islander families need - matter deeply. What struck me most was the clarity of the conversation: culturally safe and responsive access to justice is not a luxury, it is a right. It is complex and nuanced and we know what is needed and must get it right. Early intervention and prevention save lives. And the kind of holistic, wraparound support QIFVLS provides through individual legal help, case management and genuine community engagement and development - cannot be siloed. It demands collaboration across portfolios and at every level of community. Proud of this organisation. Proud of this team. And grateful to the Attorney-General for listening with genuine interest and commitment. Adrian Geary Rose Malone Henrietta Marrie Steve Becker Marlene Longbottom Gavin Power Wynetta Dewis Thelma Schwartz Aaron Luki Kulumba Kiyingi Elliejean Singh Isabella CopettiDr Shereen Daniels 🇬🇧🇯🇲🇬🇾 reacted on thisQueensland Indigenous Family Violence Legal ServiceQueensland Indigenous Family Violence Legal Service
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Founder
Achibé
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Carphone Warehouse
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Senior HR Business Partner
Carphone Warehouse
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Policy & ER Project Manager
Carphone Warehouse
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Supervisor, Human Resources
ArmorGroup Ltd
Education
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Member Board Of Trustees
Endeavour MAT
- 2 years 3 months
Education
Oversee the financial performance and risk management profile as a member of the Board of Trustees for Endeavour Mat Trust (a group of grammar and non-selective schools).
Reviewing balance sheets, authorising budget submissions to the Education and Skills Funding Agency. Monthly monitoring and challenge to the Chief Executive Officer and Finance Officer on management of risk and appropriate mitigating action. -
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Board Member
Kent and Medway Economic Partnership
- 1 year
Economic Empowerment
The Kent and Medway Economic Partnership (KMEP) is the economic partnership for Kent and Medway which aims to drive forward economic growth and prosperity throughout the region.
KMEP is governed by a Board and chaired by the private sector, with membership drawn from business, local government, further and higher education.
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