What Happens When We Work Together…
What could change for you if you had the confidence, clarity, and support to make bold decisions?
These case studies share how my clients have turned challenges into measurable results and meaningful impact by taking that step.
Creating Psychological Safety and Launching a New Employee Group
Background
The Møller Institute provides premium event spaces, meeting rooms, and hospitality services. Internally, they are committed to creating a workplace culture where staff feel supported, valued, and safe. I was invited to work with their heads of department to support the next step in their Equality, Diversity and Inclusion journey.
The Challenge
The organisation had been considering EDI work for some time, but some employee feedback highlighted the need to prioritise action. The management team recognised their desire to better protect employees, ensure psychological safety, and create an environment where people felt confident to speak up.
The Solution
Working closely with the Head of HR, I designed and delivered a tailored session for the management team. The focus was on setting up an Employee Support Group, exploring the basics of psychological safety, and equipping leaders with practical knowledge to shape and launch the initiative successfully. While a framework guided the session, the approach was heavily coaching-based, allowing space for questions, open conversation, and the unique needs of the team.
The Results
The session produced immediate outcomes, including a clear agreement on net steps for setting up the Employee Group, the structures required for success, and a plan for communications around its launch. The leaders also recognised the value of aligning the initiative with the wider college to ensure consistency. Following the session, I have committed to further support the launch with continued coaching and training with the wider employee base.
“Katie came highly recommended from a fellow HR professional, and it was immediately clear why; she is truly passionate on all things EDI! She made time to meet with me, asking the relevant questions to be able to share her knowledge and help me start meaningful conversations internally. After a few planning sessions, she joined us on-site and delivered a fantastic Equality, Diversity and Inclusion training session to our Management team. From the outset, she tailored the session to ‘us’, as we shape our new Employee Support Group, making sure we asked the right questions as well as looking at the challenges we may face. We came away very happy with the session and it more than met expectations; we asked questions ourselves we hadn’t thought of and it has helped us to refocus now moving forwards.”
— Matt Cornah, Head of HR
From Uncertainty to A Clear Action Plan
Background
My client, an HR Director at a large agricultural production company, led a small team of HR and L&D professionals, overseeing people policies and processes for hundreds of employees.
The Challenge
She wanted to start her organisation’s DEI journey but had no idea where to begin or how to secure senior leadership buy in. The lack of clarity left her unsure how to move forward and risked DEI becoming sidelined.
The Solution
We designed and delivered a senior leadership workshop to raise awareness of the importance of DEI. We also ran a two part “HR basics of DEI” programme to upskill her team with the foundations of inclusion work. Both sessions were highly interactive and coaching based, blending educational insight with practical discussion. We worked together to uncover where support existed, where it was lacking, and what obstacles needed to be addressed.
The Results
The leadership session highlighted the scope of work ahead and revealed both areas of readiness and gaps in knowledge, support, and resources. The HR programme produced a clear short term action plan focused on upskilling line managers and tackling leadership engagement challenges, along with an indication of longer term initiatives that would be required to embed the cultural change they desired. The sessions made it clear that while implementing DEI work is not free from hurdles, knowing exactly where those hurdles lie is a key part of success, and they are never a reason not to start.
From Personal Insight to Professional Advocacy:
Building Confidence to Lead Inclusion Conversations
Background
My client, an Operations Director in the manufacturing industry, manages a large site with several hundred employees and is an active member of the senior leadership team. He isn’t new to his role, but he acknowledges that the world has changed a lot in the 15 years he has worked for this company.
The Challenge
My client valued his capable, and high-performing team, but a personal turning point reshaped his perspective… his child was diagnosed with autism. Understanding their child’s challenges with sensory sensitivities, navigating social cues, and environmental factors revealed that the workplace and culture he was responsible for likely presented similar barriers for adult employees. However, he didn’t know how to initiate conversations internally or how to start making changes.
The Solution
Through tailored 1:1 coaching, we focused first on his new personal shift in understanding, ensuring he had space to process what this meant for him, his family, and his work. We explored examples from the workplace that raised questions about inclusion and equality, identified ways to collect evidence to demonstrate these, and mapped out key stakeholders to build support for his new ideas. The process prioritised equipping him with confidence and clarity before moving into wider organisational engagement.
The Results
Over several months, the leader built strong personal confidence and gained practical strategies to influence change, even in an organisation heavily focused on output and production metrics. While systemic changes were not immediately implemented, he learned to channel his frustrations into positive action within his sphere of influence, laying a foundations for future inclusion work.
