DEI

Diversity, Equity & Inclusion (DEI)

Practical, people-led DEI that strengthens leadership, culture, and long-term performance.

DEI is most effective when it is embedded into how organisations lead, hire, develop, and make decisions—not when it exists as a standalone initiative. My work in this space supports organisations in building inclusive capability in a way that is thoughtful, commercially grounded, and sustainable. I partner with leaders and organisations to integrate equity and inclusion into people systems, leadership behaviours, and talent pathways. This work draws on my experience leading DEI initiatives across global and regional organisations, and my broader background in organisation design, leadership development, and coaching. DEI engagements can take the form of consulting, coaching, or a combination of both, depending on organisational context, readiness, and goals.

Awareness. Behaviour. Impact.

Inclusive Leadership & Capability Building

Inclusive leadership is not about intention alone—it is about awareness, behaviour, and everyday decision-making. This work supports leaders in understanding how inclusion shows up in how they lead, communicate, assess talent, and manage performance.

I work with senior leaders, people managers, and leadership teams to build inclusive leadership capability through facilitated conversations, coaching, and practical frameworks. The focus is on strengthening self awareness, recognising unconscious bias, and developing leadership behaviours that enable fairness, trust, and psychological safety.

This service is particularly valuable for organisations seeking to move DEI ownership from HR to leadership.

Engagements may include:

Equity. Systems. Fairness.

Equity Review of People & Talent Practices

Many equity gaps are unintentionally built into systems—such as hiring, performance management, progression, or succession planning. This service focuses on reviewing people practices through an equity and inclusion lens.

I support organisations in assessing how policies, processes, and decision frameworks may be impacting representation, progression, or fairness. This is a diagnostic and advisory engagement that provides leaders with clarity on what is working, what needs attention, and where small but meaningful changes can create impact.

This work is practical, discreet, and designed to strengthen existing systems rather than overhaul
them unnecessarily.

Engagements may include:

Visibility. Growth. Leadership.

Women & Leadership Progression (Inclusive by Design)

Supporting women’s progression strengthens organisations overall. This work focuses on addressing
the structural and personal barriers that often impact women’s career continuity and leadership progression, while remaining inclusive and relevant to broader talent strategies.

I work with organisations and individuals to support women who are returning to work after a career break, preparing for leadership roles, or navigating visibility, confidence, and progression challenges. This includes coaching, advisory input into return to-work pathways, and leadership readiness support.

While this work centres on women, it is positioned within a broader inclusion framework, ensuring it complements organisational goals rather than isolating one group.

Engagements may include:

Self. Strength. Direction.

Coaching for Inclusion, Identity & Transitions

Coaching can be a powerful enabler of inclusion, particularly for individuals navigating transition, identity shifts, or systemic barriers. This coaching supports individuals who want to move forward with confidence, clarity, and intention.

I work with individuals from diverse backgrounds, with a particular focus on women navigating career breaks, leadership transitions, or confidence challenges. Coaching conversations focus on identity, readiness, decision-making, and navigating complex environments without losing authenticity.

This work complements organisational DEI efforts while standing strong as an individual coaching offering.

Engagements may include: