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ProWoc
ProWoc empowers women of colour to grow their careers, expand their networks, and amplify their visibility and impact in Denmark.
− PROWOC CELEBRATES
Honouring extraordinary women in our network
ProWoc Celebrates | 35 Edition, May 2026
Caroline Onyango-Dyregaard
Associate Director, Head of Governance, Risk, Ethics & Compliance | WHO Foundation
This month, ProWoc spotlights Caroline Onyango-Dyregaard — With a career spanning the pharmaceutical, shipping/logistics, and manufacturing sectors. Caroline, trained as a lawyer in the U.S., began her career in Washington, D.C. as a litigating attorney before moving into corporate legal and compliance roles.
Best advice, “Do not self-select out. Apply for the role, speak up in the room, ask the question and take the opportunity. You do not need to be perfect or have every answer before you are allowed to try.”
Click the link to Read Caroline’s inspiring story.
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AI and the Future of Work
How Women Are Navigating the Shift The current work landscape is rapidly changing due to AI integration. This is creating both opportunities for unique career growth and concerns for future job...
Happy May 1st! 🎉
May 1st isn’t just a date on the calendar. For us, it’s a reminder that our labour, our leadership, and our legacy matter. 🌷
Every day, women across Denmark are showing up — in boardrooms, classrooms, creative spaces, and communities — doing extraordinary work that too often goes unrecognised.
The Pay Transparency Directive Is Coming to Denmark (Part 3)
Denmark’s own statistics show that women earn an average of 12.9% less than men, according to Danmarks Statistik. For women of colour, closing that gap has always required more preparation, more precision, and more strategic thinking. The EU Pay Transparency Directive is about to make that work a little easier.
Addressing the Lack of WOC in Management Positions (Part 2)
Most conversations about working women focus on the glass ceiling, the concept that refers to the invisible barrier that blocks professionals from reaching senior positions. But for women of colour, often, the first obstacle comes earlier than that, when they cannot become managers, due to work inequity.