When it comes to inclusion work, most people come into it absolutely terrified of saying the wrong thing.

I know, because I've been that person too.

When I got my first leadership role in 2007, I was determined to build a diverse and inclusive team.

I brought together people of multiple genders, ethnicities, and ages. And the team was definitely all the better for it.

However, there was something I didn’t do…

I didn’t recognise that with all these differences would come a whole range of differences and needs. And I didn’t do enough work to get to know the people on my team at this deeper level to find what working for me was really like. For example, I didn’t fully understand my impact as a white woman managing two Black men, and I was too scared to have some of the conversations that could have made me a genuinely good leader to them, not just a well-meaning one.

That gap between intention and action is exactly what I help people close.

I come to this work with a lot of lived experience.

As an Asexual woman who's had to figure out LGBTQIA+ inclusion through my own journey, as someone navigating menopause largely without a roadmap, and as a person with neurodivergent people in my life who've taught me that connection looks different for everyone.

I've made mistakes in all of it. Plenty of them. And that's kind of the point.

I'm not here to deliver you a ten-step plan, meaningless top tips, or wag my finger at your organisation.

I'm here to make the complicated stuff feel manageable, in simple, practical terms, without the jargon, and usually with a few laughs along the way.

Inclusion doesn't have to feel like a compliance exercise. It can actually be... good fun!

Every talk, workshop, or session I deliver is tailored to your world.

Your industry, your challenges, your people.

That means before we do anything, we talk. Properly. And after? We talk again. I build in debriefs and follow-ups because a great session that leads to nothing is just a nice day out. I want things to actually change for you and for the better.

If that sounds like your kind of approach, let's have a conversation.