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Why organisations work with Aquayemi-Claude G. Akinsanya He brings first-hand experience of being denied SEN provision in the UK system and has translated that into a named legislative campaign, The Claudes SEN Law, that gives inclusion conversations real political and personal weight. His advocacy is documented through founder roles, not commentary alone: Garnetts Clothing Brand & Range on sustainable fashion and The Claudes SEN Law Campaign on disability rights and inclusive education. He sits inside the awards and rankings ecosystem that boards recognise: Forbes Under 30 nominee, ForbesBLK contributor, and Effie Awards Europe 2026 jury member, giving him credibility with marketing and brand-led audiences. He speaks credibly across young-leader and SDG platforms, including YOUNITE 2024 on SDG 10 (Reduced Inequalities), making him relevant to organisations that have signed up to global goals and need authentic voices to back the commitment. Biography highlights Founder and CEO, Garnetts Clothing Brand & Range, a sustainability-focused fashion venture Founder, The Claudes SEN Law Campaign, an advocacy initiative calling on UK Parliament to reform Special Educational Needs legislation Forbes Under 30 (2024) nominee and ForbesBLK member Jury member, Effie Awards Europe 2026 Speaker at YOUNITE 2024 on UN Sustainable Development Goal 10 (Reduced Inequalities) Author of The Truth Behind Self Isolation and this Crazy Climate of Lockdown Biography Inclusion is one of the most contested terms in corporate language. Boards have signed off on statements, training cycles and reporting frameworks. Many still struggle to explain what changes in everyday practice for a neurodivergent or disabled employee. Aquayemi-Claude G. Akinsanya works in exactly that gap. He was denied Special Educational Needs provision as a young person in the UK system, and built The Claudes SEN Law Campaign in response, pushing UK Parliament for a statutory framework that recognises neurodiversity and extends support beyond age 25 for those with Education, Health and Care Plans. The campaign has been documented through Change.org, his own publishing platform, and bureau profiles. He also founded Garnetts Clothing Brand & Range, a sustainability-led fashion venture, and contributes to the marketing and brand world through ForbesBLK and an Effie Awards Europe 2026 jury seat. That second track matters: it places him in front of senior commercial audiences and gives him a vocabulary that connects sustainability and inclusion to brand and consumer strategy, not just to compliance. For organisations under real scrutiny on whether their DEI claims have substance, his value is specific. He carries the experience of the people DEI policy is meant to serve, the founder discipline of running ventures with social objectives, and the platforms (Forbes, YOUNITE, Effie) that make boards take the conversation seriously. Key speaking topics Neurodiversity and Special Educational Needs in education and work Disability inclusion and advocacy Sustainability and social impact in brand strategy Social entrepreneurship and purpose-led ventures Mental health and resilience in young leaders Campaign building and movement leadership Ideal for CHROs and heads of DEI seeking authentic voice rather than process-led inclusion narratives Brand and marketing leaders integrating sustainability and inclusion into commercial strategy Social impact and ESG teams working against SDG-aligned reporting commitments Youth, education and graduate audiences exploring purpose-led careers Audience outcomes A sharper view of how invisible disability and neurodivergence are experienced in education and employment, and why current policy frameworks fail Direct exposure to a founder building inclusion and sustainability into commercial ventures rather than describing them in policy terms A framework for connecting brand, social impact and SDG commitments without falling into surface-level signalling Renewed energy in younger audiences considering social entrepreneurship as a route to both commercial and civic contribution

Why organisations work with Ashley Edwards She has built, funded, and scaled a care model specifically for the populations most wellbeing strategies fail to reach, and can translate that design logic into enterprise benefits and DEI programmes. MindRight is one of the few mental health platforms to make a non-clinical, text-based coaching service Medicaid-reimbursable, a proof point leaders can use to argue for culturally responsive care inside their own benefits stack. She is the first Black woman founder in New Jersey to raise over $1M in venture capital, which gives her an unusually credible voice on what it takes to back and build underrepresented leaders. As the inaugural Visiting Social Entrepreneur at Stanford GSB’s Center for Social Innovation, she brings a practitioner view sharpened by coaching the next wave of founders, not a consulting framework. She speaks from inside the problem: an operator running payroll, payer contracts, and clinical safety decisions, not a commentator. Biography highlights Founder and CEO of MindRight Health, a venture-backed mental health startup delivering text-message coaching for underserved youth, with Medicaid-reimbursable pathways. First Black woman founder in New Jersey to raise over $1M in venture capital. Forbes 30 Under 30 Social Entrepreneur; named by Forbes among “Healers” shaping the next century. Inaugural Visiting Social Entrepreneur, Center for Social Innovation, Stanford Graduate School of Business. MBA and MA in Education, Stanford University (Miller Social Change Leadership Award); BA in Economics, Yale University. Previous platforms include Aspen Ideas, US Chamber of Commerce, Google, the WNBA, Harvard Business School, Stanford, and Yale; work covered in ELLE, Business Insider, and Inc. Biography Most young people in underserved communities never touch the clinical mental health system. They text. MindRight Health was built around that fact. Founded by Ashley Edwards in 2019 after she watched her students in Newark carry untreated trauma into school every day, the company delivers non-clinical mental health coaching by text, meets users where they already are, and has engineered its service to be reimbursed by Medicaid and commercial payers. That design choice is where the organisational lesson sits. Benefits and wellbeing programmes built for a narrow group of users rarely work for everyone else. MindRight’s published retention and usage data with BIPOC youth, which exceed industry benchmarks, make a concrete argument for culturally responsive, preventative care as the first line of support, not the fallback. Edwards brings the credentials to be heard by serious buyers. An MBA and MA in Education from Stanford, where she received the Miller Social Change Leadership Award, and a BA in Economics from Yale. She is the first Black woman founder in New Jersey to raise over $1M in venture capital, one of a small group to have done so in the United States, and serves as the inaugural Visiting Social Entrepreneur at Stanford GSB’s Center for Social Innovation, coaching a new cohort of social impact founders. For leaders responsible for employee wellbeing, DEI, and benefits strategy, her value is practical. She has made the trade-offs between clinical rigour, cultural fit, affordability, and scale, and she can explain, with numbers, what it takes to reach the workforce a wellbeing policy is supposed to serve. Key speaking topics Mental health in the workplace Employee wellbeing and benefits design Health equity and access to care Inclusive leadership and DEI strategy Social entrepreneurship and venture-backed impact Digital health and care delivery innovation Building and funding underrepresented founders Ideal for CHROs, Heads of Benefits, and Chief Wellbeing Officers redesigning mental health support for a multigenerational, multicultural workforce. Chief Diversity Officers and DEI leads connecting wellbeing strategy to equity outcomes. Healthcare payers, providers, and employer coalitions evaluating non-clinical, preventative, culturally responsive care models. Foundations, investors, and corporate venture teams backing social impact and health equity founders. Audience outcomes A sharper picture of why current mental health benefits fail the employees who most need them, and what design choices close that gap. A working understanding of how non-clinical, digital, culturally responsive care models fit alongside clinical pathways inside a benefits strategy. Specific evidence from MindRight’s payer partnerships and retention data that leaders can use to pressure-test their own wellbeing and DEI investments. A direct view from an operator-founder on what it takes to fund, build, and scale services for underrepresented populations.

Why organisations work with Ashley Rhodes-Courter A clinical credential behind the personal story. She is an LCSW running a mental health agency, the Foundation for Sustainable Families, which means her work on resilience and wellbeing is grounded in clinical practice, not motivational framing. A specific account of what trauma-informed care looks like in real institutions. Nine years across 14 foster placements gives her a rare credibility on systems that fail vulnerable people, and on what it takes to redesign them. Authority on schools, social services, and helping professions. Her talks for educators and frontline workers address abuse identification, burnout, and self-care with the precision of a practitioner, not a guest speaker. A New York Times bestselling memoir used in college curricula nationally, plus a published children’s book on a transgender sibling listed on the 2022 ALA Rainbow Book List. The body of work is taught, not just sold. Biography highlights New York Times bestselling author of Three Little Words (Simon & Schuster, 2008), with sequel Three More Words and the picture book Sam Is My Sister (Albert Whitman & Company, 2021). Licensed Clinical Social Worker. MSW from the University of Southern California; undergraduate degree from Eckerd College. Founder of the Foundation for Sustainable Families, a non-profit mental health agency providing trauma-informed care. Featured on CNN, Good Morning America, Today, The New York Times, USA Today, and Glamour, including selection as one of Glamour’s Top Ten College Women and to USA Today’s All-USA Academic Team. Profiled on NBC’s Women of Worth (December 2021). Sam Is My Sister included on the American Library Association’s 2022 Rainbow Book List. Biography Most public conversations about resilience treat it as a personal trait. In organisations that depend on people doing emotionally demanding work, teachers, social workers, healthcare staff, HR leaders, that framing breaks down. Resilience is built or eroded by systems, supervision, and the quality of care that workers themselves receive. Ashley Rhodes-Courter’s work begins from that point. She is unusual among speakers on this subject in holding the credential that matches the content. As a Licensed Clinical Social Worker with a Master’s from the University of Southern California, she runs the Foundation for Sustainable Families, a mental health agency providing trauma-informed care. The clinical work informs the talks, and the talks track current practice rather than stories from a decade ago. Her authority on the subject is also biographical. Three Little Words, published by Simon & Schuster in 2008, traces nine years across 14 foster placements in Florida. The book began as an essay in The New York Times Magazine, became a New York Times bestseller, and is now used in collegiate social work and education programs. Three More Words extends the account into adulthood and adoptive parenting. Sam Is My Sister, her 2021 picture book with Albert Whitman, was placed on the American Library Association’s 2022 Rainbow Book List. The combination matters for serious buyers. A leadership team that wants a substantive session on burnout, on what schools and social services actually need from staff, or on inclusion as a duty of care, gets a speaker who has lived inside failing systems and now treats people inside the current ones. The argument is not that adversity creates strength. It is that institutions decide whether the people inside them recover or break. Key speaking topics Trauma-informed leadership and organisational practice Burnout and self-care in helping professions Resilience after adverse experience Foster care, child welfare, and adoption Mental health in the workplace Inclusion and family diversity Educator and frontline-worker wellbeing Ideal for CHROs, heads of wellbeing, and people leaders designing trauma-informed support Education sector leaders, district superintendents, and school principals Healthcare, social care, and non-profit boards DEI and inclusion leads working on family diversity and lived-experience inclusion Audience outcomes A clearer working definition of trauma-informed practice and what it asks of managers Specific signals of burnout and abuse that frontline staff and leaders can act on A frame for resilience that holds institutions, not only individuals, accountable A more confident vocabulary for inclusion conversations involving family identity and lived experience

Why organisations work with Azeem Rafiq Primary-source authority on how a major British institution mishandled a discrimination complaint, with the parliamentary record, Cricket Discipline Commission outcomes, and governance changes to evidence it. A working answer to the question every CHRO privately asks: what happens to the person who reports, after they report? Rafiq describes the years that followed his disclosure, not only the moment of speaking out. Lived credibility on the gap between policy and practice. The policies at Yorkshire existed. They were not implemented. The reform conversation he triggered is now standard reading for sport, regulators, and corporate ER teams. A name that lands with sceptical audiences. Boards and senior teams who have seen too many polished DEI keynotes engage differently with a speaker whose testimony is a matter of parliamentary record. Biography highlights Former professional cricketer for Yorkshire, Derbyshire and Lincolnshire CCC; captained England under-15 and under-19 sides. Appointed Yorkshire CCC’s youngest captain and first of Asian heritage in 2012. Gave evidence to the DCMS Select Committee in November 2021; witness statement published by the committee. Triggered a Cricket Discipline Commission process that upheld charges and led to the resignation of Yorkshire’s chair and a board reset under Lord Kamlesh Patel. Author of It’s Not Banter, It’s Racism (Hachette, 2024), longlisted for the William Hill Sports Book of the Year 2024. Submitted further written evidence to Parliament’s Sport Governance inquiry in 2022. Biography Yorkshire County Cricket Club had policies for racism, bullying and player welfare. They were not enforced. When a complaint was raised internally in 2018, the institutional response was to manage the complainant rather than the complaint. That is the gap most organisations underestimate, and it is the gap Azeem Rafiq has spent the past five years describing in evidence. His professional record is on the public file: junior international captain for England, professional contracts at Yorkshire, Derbyshire and Lincolnshire, and the youngest captain in Yorkshire’s history. The reason senior audiences listen now is not the career. It is the witness statement, published by the Digital, Culture, Media and Sport Select Committee, and the Cricket Discipline Commission findings that followed. The reform consequences are documented. Yorkshire’s chair resigned. Lord Kamlesh Patel was installed to rebuild the board. The England and Wales Cricket Board was forced to confront governance failures it had previously minimised. Rafiq’s 2024 book with Hachette, It’s Not Banter, It’s Racism, was longlisted for the William Hill Sports Book of the Year and remains one of the more honest published accounts of what happens after a whistleblower stops being useful to the institutions briefly aligned with them. What he offers senior audiences now is closer to a case study than a story. He talks about the specific points at which a complaint becomes politically inconvenient, about the role of HR, legal and PR functions in absorbing or deflecting it, and about the human cost on the person at the centre. It is the content most diversity programmes do not have access to. Key speaking topics Institutional racism and culture reform Whistleblowing and speak-up systems in practice Inclusion when policy and practice diverge Governance and accountability in sport Mental health and family impact of public disclosure The aftermath of speaking out Ideal for CHROs, employee relations leads and DEI heads in organisations re-examining their speak-up architecture. Boards and audit committees with whistleblowing oversight responsibilities. Sports governing bodies, regulators and member organisations confronting culture inquiries. Senior leadership offsites where the inclusion conversation has gone stale. Audience outcomes A concrete picture of how a major institution failed to act on its own policies, and the operational reasons why. A more accurate read on what protection a whistleblower actually receives once a complaint enters the system. Specific questions to test inside their own organisation, drawn from cricket’s governance failures. Renewed seriousness about the personal cost of disclosure, useful for anyone designing or sponsoring a speak-up channel.

Why organisations work with Baz Moffat She runs the consultancy that adidas, The Gym Group and England Netball use to redesign female-health training and policy. Buyers get an operator with live commercial programmes, not a speaker reading the literature. Co-author of The Female Body Bible, the Sunday Times bestseller now published in five languages, written with an NHS GP and a former Head of Physiology at the UK Sports Institute. The credentialled trio is what gives her positions weight inside HR, medical and performance functions. Translates female physiology into manager behaviour, line manager conversations, training plans and return-to-work protocols. Audiences leave with language and decisions, not slogans. Speaks from inside the system she is critiquing. Former GB rower, 20 years in coaching and high performance, World Championship medallist, mother of two. The lived ground makes the policy argument harder to dismiss. Biography highlights Co-founder and CEO of The Well HQ, female-health consultancy to brands, governing bodies and corporates including adidas, The Gym Group, England Netball and The Fitness Group. Co-author, The Female Body Bible (Yellow Kite, Hachette, 2023), Sunday Times bestseller, published in five languages. GB Rowing Team member 2005 to 2008; raced in the women’s eight at the 2007 World Rowing Championships, Munich. BSc Sports Science, First Class, University of Birmingham; MSc Health Related Behaviour Change, University of Bristol. Spoke at the Council of Europe International Women’s Day roundtable on female health in sport. Twenty years’ experience as a coach, personal trainer and Holistic Core Restore practitioner. Biography Most workplace wellbeing programmes are still calibrated to a male default. Female-specific health sits inside a thin band of policy and a generic resilience strand, with little connection to performance, retention or management practice. The Well HQ, the consultancy Baz Moffat co-founded in 2021 with Dr Emma Ross and Dr Bella Smith, exists to close that gap by treating female health as part of the operating system, not the wellness budget. The consultancy now works with adidas on the Breaking Barriers Academy, with The Gym Group and The Fitness Group on training personal trainers in female-health literacy, and with national governing bodies including England Netball and English Football on changing how the sport supports women from grassroots through to elite. The same logic applies to corporates. Policy, manager training and protocols for menstruation, fertility, pregnancy, return to work and menopause are rebuilt on the science rather than on assumption. Baz brings the operator side of that argument. She rowed for Great Britain from 2005 to 2008, raced in the women’s eight at the 2007 World Rowing Championships, and spent two decades coaching women through pelvic, core and perinatal health. Her academic credentials sit in behaviour change, an MSc from Bristol on top of a First in Sports Science from Birmingham, which is why her work translates into adoption rather than slide decks. Her co-authored book, The Female Body Bible, written with an NHS GP and a former Head of Physiology at the UK Sports Institute, became an instant Sunday Times bestseller and now appears in five languages. It functions as the public version of the consultancy’s argument: that the failure to design for half the workforce is no longer defensible on cost, evidence or talent grounds. Key speaking topics Female health as an operating system inside organisations Menopause, perimenopause and the workplace Pelvic, core and perinatal health Return to work after pregnancy and postnatal recovery Female-specific high performance in sport and corporate environments Designing wellbeing policy beyond the male default Building and scaling a mission-led consultancy Ideal for CHROs, heads of DEI and wellbeing leads rebuilding female-health policy beyond a generic wellness offer. Boards and executive teams of sports governing bodies, federations and clubs reviewing female participation and performance pathways. Senior leaders in health, fitness and consumer brands targeting the female market. Founders and operators seeking a live case study in building a mission-led commercial business. Audience outcomes A working model for treating female health as a workforce capability, not a benefits line item. Clear language for line managers and HR on menstruation, pregnancy, postnatal return and menopause. A grounded picture of what changes when policy, manager training and protocols are redesigned on female physiology. A first-hand account of the cultural and commercial barriers to female health in sport and corporate life, and what shifts them.

Why organisations work with Ben Campagna His training combines psychology and sports sciences, both at the University of Lausanne, with applied nutrition, neurolinguistic programming and neurobiology of addiction; that mix lets him address mental and physical performance as a single system rather than two separate briefs. A decade of practitioner experience, including seven years of corporate coaching and consulting, means his material has been calibrated in one-to-one work with senior leaders before it reaches the conference stage. His background in K1 and Thai boxing at competitive level gives him first-hand authority on stress physiology and recovery that translates well to audiences used to thinking in performance terms. Keynotes are delivered in both English and French, which is useful for pan-European and Swiss-based audiences running leadership programmes in more than one language. Named corporate engagements with organisations including Philip Morris International make him a credible voice in front of large internal audiences and not only wellness-specialist rooms. Biography highlights Swiss international speaker and executive performance coach, based in Switzerland Degree in Psychology and Sports Sciences from the University of Lausanne; additional study in nutrition and sports performance at the same institution NLP Practitioner and Master Practitioner (Society of Neuro-Linguistic Programming, Los Angeles); certified Life and Motivational Coach (INEMLA, Los Angeles) More than a decade as a practitioner; seven-plus years of corporate coaching and consulting Former K1 and Thai boxing competitor; black belt in Ninjutsu Delivers sessions in English and French Biography The performance conversation most organisations need is not about motivation. It is about how to carry chronic stress for long periods without losing judgment, health or people. Ben Campagna’s work is built around that question. He is a Swiss executive performance coach and speaker who has spent more than a decade working with leaders and teams on sustainable performance under real pressure, first as a practitioner and then in front of corporate audiences. His academic base is at the University of Lausanne, with degrees in psychology and sports sciences and additional training in nutrition and sports performance. On top of that sit certifications in NLP at practitioner and master level from the Society of Neuro-Linguistic Programming in Los Angeles, life and motivational coaching from INEMLA, and coursework on the neurobiology of addiction with the American Society of Addiction Medicine. The range is unusual in a wellbeing speaker and is what allows him to link psychological patterns to physical outcomes in a way clients can act on. The early career was lived in combat sports. He competed in K1 boxing and Thai boxing and holds a black belt in Ninjutsu, which gave him direct exposure to the stress, recovery and physical-preparation regimes his corporate work now draws on. His first keynote was at age 20, his first international corporate event at 24, and he has been working with senior leaders for more than seven years. Campagna’s sessions are not wellness theatre. They use specific frameworks on chronic stress, regeneration, nutrition physiology, movement and the psychology of change, and are delivered in English and French. For leadership teams, HR functions and wellbeing sponsors looking for a speaker who takes physiology as seriously as mindset, he sits in a narrow category of practitioners who can hold both ends of the conversation in one session. Key speaking topics Chronic stress, recovery and sustainable high performance Burnout prevention in corporate leadership Resilience, self-mastery and emotional regulation Nutrition, movement and their effect on cognitive performance Psychology of behaviour change in high-pressure environments Mental health and wellbeing at work Ideal for Leadership off-sites and executive programmes focused on sustainable performance rather than generic motivation HR, chief wellbeing officer and people functions building structured burnout-prevention strategy High-pressure sectors (financial services, tech, healthcare, sport) where senior teams are running hot Pan-European and bilingual audiences requiring French and English delivery Audience outcomes A clearer understanding of how chronic stress operates physiologically and psychologically, and why standard wellness interventions often miss it Specific techniques for recovery, sleep, nutrition and movement that senior leaders can adopt without overhauling their schedule A working vocabulary for discussing mental health and burnout risk inside their own teams Practical steps for embedding stress-aware habits into leadership routines rather than relying on one-off programmes

Why organisations work with Ben McBean He turns disability inclusion from a compliance topic into a human conversation audiences keep having after the session ends. His recovery from catastrophic injury gives mental health and resilience messaging a weight that consultants and clinicians cannot replicate. As presenter of ITVX’s “For Crown and Country,” he has a documented public-facing body of work on race and the British Armed Forces, which makes him credible for DEI briefs that demand more than personal story. He has spoken to Chelsea FC, Lloyds Bank, JP Morgan, Ernst & Young, Vodafone, and Citigroup, so he reads corporate rooms with the same ease he reads public ones. He is comfortable with young audiences, employee resource groups, and senior leadership sessions, which lets a single booking do work across an organisation. Biography highlights Former Royal Marine, 40 Commando, medically discharged in 2010 after an IED injury in Helmand Province. Overcoming Adversity winner at The Sun Military Awards 2009 for becoming the first double amputee to finish the London Marathon. Outstanding Global Achievement Award at Britain’s Best Award 2008, presented by the Prime Minister. Rotary Young Citizen Award, 2012. Presenter, “For Crown and Country,” ITVX Fresh Cuts, 2023. Corporate client list includes Chelsea FC, Lloyds Bank, JP Morgan, Ernst & Young, Vodafone, and Citigroup. Biography An IED exploded near Kajaki Dam, Helmand Province, on 28 February 2008. Ben McBean lost his left arm and right leg and was flown home on the same aircraft as Prince Harry, who later called him the “real hero” of that flight. He was twenty years old. A year later he finished the London Marathon in six hours and twenty minutes, the first double amputee to complete the course. He did it again the following year, faster. The Sun Military Awards recognised him for Overcoming Adversity in December 2009. What McBean does for organisations now grew out of what happened after the marathons. He spent years speaking in schools, at veterans’ events, and inside companies that were trying to make inclusion and mental health feel real rather than performative. In 2023 ITVX asked him to present “For Crown and Country,” a Fresh Cuts documentary on the contribution of Black British servicemen and women, which extended his platform from personal testimony into commissioned social history. Corporate audiences at Chelsea FC, Lloyds Bank, JP Morgan, Ernst & Young, Vodafone, and Citigroup have booked him for the same reason. A policy document can tell a workforce that difference is welcome. A room full of people who have just listened to McBean walks out knowing what that looks like when it is tested. Key speaking topics Disability inclusion in the workplace Mental health and recovery from trauma Resilience after catastrophic setback Diversity, equity and inclusion Veterans’ experience and reintegration Race and representation in institutional settings Ideal for DEI leads, CHROs, and employee resource group sponsors designing inclusion programming with real behavioural reach. Wellbeing and mental health leads running Mental Health Awareness Week, wellbeing conferences, or post-crisis staff events. Learning and development teams building resilience content for managers and frontline staff. Armed Forces charities, veterans’ networks, and public sector employers convening on race, service, and belonging. Audience outcomes A sharper read on how disability and difference are actually experienced inside a team, not how policy says they should be. Permission to talk about mental health and recovery in direct language, without workplace euphemism. A human reference point audiences return to when their own setback, illness, or loss arrives. Renewed conviction that inclusion is a behaviour practised in meetings, not a statement published on an intranet.

Why organisations work with Ben Tavassoli A working screen actor, currently visible in Channel 4’s Screw and previously a lead in BBC One’s New Blood, who chooses to talk in workplace settings about what high-visibility work actually costs him. Personal testimony rather than wellness theory, which lands differently with audiences who have heard the corporate wellbeing pitch before and tuned it out. Useful for events where the goal is to break the room’s silence on mental health, particularly with male audiences and high-performance cultures where vulnerability is rare. A profile audiences recognise from screen, which removes the friction of introducing an unfamiliar voice on a sensitive subject. Biography highlights Lead role as Arrash “Rash” Sayyad in BBC One’s New Blood, the detective drama created and written by Anthony Horowitz. Lead role as Mikey Markides in Sky One’s Bulletproof. Louis Costa in Channel 4’s prison drama Screw. Screen credits across Silent Witness (BBC), No Offence (Channel 4), and Fox’s Tyrant. Feature film roles in Warner Brothers’ Overlord, produced by J.J. Abrams, and An Acceptable Loss opposite Jamie Lee Curtis. Scouted out of drama school in 2015 by a UK talent agency. Biography The entertainment industry runs on visible confidence and private cost. Actors are paid to appear composed in the moments they are most exposed, and the same pattern shows up in any culture that rewards people for looking unaffected by pressure. That is where the conversation Ben Tavassoli leads to in corporate rooms begins. Tavassoli left drama school in 2015 after a UK talent agency signed him, and worked across UK and US production almost immediately. His credits include Anthony Horowitz’s BBC One detective drama New Blood, where he played trainee investigator Rash Sayyad, the Sky One series Bulletproof, Channel 4’s No Offence and Screw, and BBC’s Silent Witness. On film he appeared in Warner Brothers’ Overlord, produced by J.J. Abrams, and opposite Jamie Lee Curtis in An Acceptable Loss. Alongside that career he speaks publicly about his own mental health, drawing on the pressures of audition, rejection, and sustained visibility. He frames the conversation around the gap between public performance and private state, and the cost of pretending those two things are the same. The point in a corporate setting is rarely about acting. It is about the cultures that ask people to perform competence whether or not they are coping. His value in a room is recognisability and candour. Audiences encounter a face they know from television talking honestly about a subject most leaders find difficult to introduce. For events focused on stigma reduction and the substance of wellbeing rather than its branding, he is a credible opening voice. Key speaking topics Mental health in the workplace Resilience under pressure Personal wellbeing and self-management Workplace culture and stigma reduction Confidence and self-presentation Lessons from a screen acting career Ideal for Internal wellbeing weeks, mental health awareness events, and CHRO-led culture moments Male-dominated and high-performance environments where stigma around mental health is the main barrier Client-facing or public-facing teams under sustained visibility pressure Early-career and graduate audiences in industries with intense performance expectations Audience outcomes A more honest internal vocabulary for discussing mental health at work Permission for senior people in the room to name pressure they would normally keep private A working example of how someone with public visibility manages the gap between performance and private state A reduction in the assumption that wellbeing content has to be clinical or generic to be useful

Why organisations work with Blake Mycoskie He built a consumer brand that sold 50% to Bain Capital at a $625 million valuation in 2014. When he talks about purpose-led growth, he is talking from the operator seat. His 2016 Harvard Business Review piece, “The Founder of TOMS on Reimagining the Company’s Mission,” is one of the few founder accounts of what breaks when purpose meets scale and how to rebuild a mission after its original story stops working. TOMS famously ran on almost no traditional advertising, relying on customers as marketers and the Argentina origin story as the brand’s centre of gravity. For CMOs and brand leaders working on authentic purpose positioning, that is a working case from the person who ran the experiment. He speaks openly about the founder arc after the exit: loss of purpose and the long work of rebuilding. For senior leadership audiences where executive mental health has moved from taboo to agenda item, he is genuinely useful. He is currently building ENOUGH, a nonprofit-owned mental health brand launched in 2026, alongside his $100 million psychedelic research philanthropy anchored at Johns Hopkins. His material stays live. Biography highlights Founder of TOMS Shoes; creator of the One for One business model Sold 50% of TOMS to Bain Capital in 2014 at a reported $625 million valuation Author of the New York Times bestseller “Start Something That Matters” (Spiegel & Grau, 2011) Harvard Business Review contributor: “The Founder of TOMS on Reimagining the Company’s Mission” (January/February 2016 issue) Recipient of the Secretary of State’s 2009 Award of Corporate Excellence from Hillary Clinton; invited by Richard Branson to join The B Team alongside Paul Polman and Muhammad Yunus Anchor donor to the Johns Hopkins Center for Psychedelic and Consciousness Research; founder of ENOUGH (2026), a nonprofit-owned consumer brand supporting NAMI, Active Minds and other mental health partners Biography TOMS was one of the first consumer brands to make giving the centre of its commercial engine. For every pair of shoes sold, a pair was given away. The model scaled globally on the back of customer advocacy and almost no advertising spend, and TOMS gave more than 100 million pairs over its first decade. Blake Mycoskie built that company from a trip to Argentina in 2006. By 2014, Bain Capital had bought 50% of it at a $625 million valuation. What started as one founder’s shoe business had become a reference case for purpose-driven commerce, studied at Harvard Business School and written up across the business press. He has since been unusually open about what broke. In the January/February 2016 issue of Harvard Business Review, he wrote “The Founder of TOMS on Reimagining the Company’s Mission.” It remains among the most candid founder accounts of what happens when a purpose-led business scales past its origin story. Operations become routine and the brand loses touch with its why. The whole thing has to be rebuilt from the inside, which is not a familiar subject for founders at that scale to publish on. The arc has pushed further since. After leaving TOMS in 2019, Mycoskie went through a serious depression, which he now discusses openly, and has pivoted his philanthropy and new ventures toward mental health. He is an anchor donor to the Johns Hopkins Center for Psychedelic and Consciousness Research and a member of Richard Branson’s B Team. His newest venture is ENOUGH, a 2026 nonprofit-owned consumer brand that directs 100% of profit to mental health partners including NAMI and Active Minds. For audiences working on purpose-led brand building, or on the long arc of founder leadership, he offers what most case studies stop before: what happens after the exit. Key speaking topics Social entrepreneurship and purpose-driven business One for One and buy-one-give-one business models Conscious capitalism and stakeholder value Purpose-led brand building and customer advocacy Founder journeys from startup to exit and beyond Mental health for senior leaders Catalytic philanthropy and mission investing Ideal for C-suite and founder audiences in consumer and brand-led B2C businesses thinking about purpose as commercial strategy CMO and brand leadership teams working on authentic purpose positioning and customer advocacy Business schools, executive education programmes, and founder/CEO cohorts working on venture creation and scale Leadership offsites where executive mental health and founder identity are on the agenda Audience outcomes An inside view of how One for One worked commercially: the role of customer advocacy in place of advertising spend, and the mechanics of scaling a purpose-led consumer brand An honest assessment of where the model hit its limits, including what Mycoskie published in Harvard Business Review about rebuilding TOMS’ mission after the original story lost its energy Language for talking about executive mental health and founder identity, drawn from a CEO who has put both on record publicly A reference case for putting giving at the commercial core of a consumer brand, from someone who built the category-defining example

Why organisations work with Brickman Allen A specific, verifiable survival story: under 10% predicted chance of life, discharged nine days after the attack, marathon completed against medical advice. The narrative is his own, not borrowed. Author of The Bully Guard, a memoir and practical guide aimed at teenagers, which makes him a credible booking for schools, youth-facing programmes, and family-day corporate events as well as adult audiences. Runs his own businesses alongside the speaking work: president of EMC2 Group, an Arizona architecture firm, and owner of Tradelands Realty. The day job grounds the storytelling in operating reality rather than pure platform performance. Built around the #LiveOutside method, a personal framework on living outside expectations, limits, fear, and self. It gives audiences a single mental model to take away rather than a set of unconnected anecdotes. Biography highlights Survivor of a violent home invasion; defied a less than 10% survival prognosis and a predicted six-month hospital recovery, leaving hospital in nine days. Completed a marathon in early 2021 after medical opinion that he would never run again. Author of The Bully Guard: The Story of Acceptance and Friendship, available through Amazon and Barnes & Noble. President of EMC2 Group, an Arizona architecture firm, with more than 15 years leading firms and teams in the US Southwest. Founder and owner of Tradelands Realty, established 2006. Member of the National Speakers Association, Arizona chapter. Biography A home invasion in his early twenties left Brickman Allen on life support with less than a 10% chance of survival and a predicted six-month hospital recovery. He walked out nine days later. Years on, he completed a marathon that doctors had said would never happen. That sequence is the spine of his speaking work. The point is not the survival itself, but what it reveals about decisions made under sustained pressure: how a person keeps showing up at home, at work, and inside an organisation while still healing. The #LiveOutside method, his own framework, organises this into four moves: living outside expectations, outside limits, outside fear, and outside self. He pairs the platform work with a working business life. He is president of EMC2 Group, an Arizona architecture firm where he has spent more than fifteen years leading teams across the US Southwest, and owner of Tradelands Realty, which he founded in 2006. His book The Bully Guard sits alongside the keynote work as a guide for teenagers on bullying, depression, and self-acceptance, drawn directly from his own school years. For audiences, the value is a model for recovery that does not skip the harder parts. He talks openly about depression, suicidal ideation as a teenager, and the long return to function after the attack. The result is a session that lands with people carrying something heavy of their own, alongside leaders who want a vocabulary for resilience that holds up outside the slide deck. Key speaking topics Recovery and resilience after trauma Mental health awareness and suicide prevention Bullying and adolescent self-acceptance Loyalty, integrity, and trust in teams Vulnerable leadership Storytelling for purpose-driven audiences Ideal for Internal culture days, all-hands events, and family-day formats where teams want a human story rather than a strategic keynote HR and wellbeing leads commissioning sessions on mental health awareness, resilience, or suicide prevention Schools, universities, and youth programmes addressing bullying and adolescent wellbeing Sales kick-offs and team off-sites looking for a closing keynote on perseverance and integrity Audience outcomes A single named framework, the #LiveOutside method, that audiences can hold onto after the room empties A first-person account of recovery from extreme adversity that opens space to discuss mental health honestly inside the organisation Language for talking about bullying, depression, and suicidal ideation in mixed audiences without flinching from the subject A practical view of how integrity, loyalty, and self-reliance show up in daily team behaviour

Why organisations work with Britteny Floyd-Mayo She built a recognised consumer wellness brand, Trap Yoga Bae®, that reaches audiences who feel ostracised by standard wellness content. That gives her credibility with employees who tune out the corporate version. Her work sits at the intersection of wellbeing and inclusion, two budgets that increasingly need to be defended together. She speaks to both without separating them. She delivers in formats most wellness speakers cannot: a 45-minute movement and music-led experience as comfortably as a keynote or workshop. That makes her useful for offsites, conferences, and ERG events where a talk alone would not move the room. She has been programmed alongside mainstream consumer brands (Lululemon, Eventbrite, Essence Festival), which signals she can hold a corporate stage without softening the cultural specificity that makes the work distinctive. Biography highlights Founder of Trap Yoga Bae®, a trademarked inclusive wellness brand combining yoga, hip-hop culture, and self-care. Studied Positive Psychology and Social Behavioral Studies at Dillard University and Holy Names University. Certified in Vinyasa yoga in India. Named in Forbes among the top 8 Black Wellness experts to watch. Featured in Issa Rae’s HBO Max series Sweet Life. Speaker and featured artist for Lululemon, Eventbrite, Brit + Co, Black Girls Code, Black Joy Parade, and the 25th Annual Essence Festival. Biography Most corporate wellness and inclusion programming is built for a default employee. The people it most needs to reach, those who already feel like outsiders in the room, are the ones who quietly opt out. Britteny Floyd-Mayo built her brand inside that gap. Trap Yoga Bae® started as a response to feeling unwelcome in standard yoga studios. It grew into a trademarked wellness movement that pairs yoga and meditation with hip-hop, cultural specificity, and direct language. The work is taken seriously enough that Forbes has named her among the top Black wellness experts to watch, and that Issa Rae cast her in the HBO Max series Sweet Life. The educational backbone is real. She studied Positive Psychology and Social Behavioral Studies at Dillard University and Holy Names University, and trained for Vinyasa certification in India. That foundation is why the talks travel beyond the yoga mat into burnout, boundary-setting, and the working conditions that shape mental health for women and employees of colour. For organisations, the practical question she answers is uncomfortable but useful. Why are the people your wellbeing and inclusion programmes were designed for the ones most likely to disengage from them, and what does a version look like that they would actually choose? She has built a partnership list (Lululemon, Eventbrite, Black Girls Code, Essence Festival) that suggests the answer travels. Key speaking topics Inclusive wellbeing and self-care Burnout prevention for women founders and leaders Boundary-setting at work Mental health and resilience Cultural relevance in DEI and wellness programming Entrepreneurship and personal brand-building Employee Resource Group (ERG) keynotes and experiences Ideal for Heads of DEI, ERG leads, and culture teams running inclusion or wellbeing programming for Black employees and other under-served groups. CHROs and benefits leaders looking to refresh wellbeing offerings that have stopped landing. Women’s leadership networks and founder communities focused on burnout and boundary-setting. Conference and offsite programmers needing an experiential keynote rather than a panel discussion. Audience outcomes Practical language for setting boundaries without apology, drawn from her No Is A Full Sentence framework. A different reference point for what inclusive wellbeing looks like in practice, not in policy. Specific tools from the From Pain to Paradise method for processing setback and burnout. An experience employees describe afterwards as theirs, not the company’s, which is the test most wellbeing programmes fail.

Why organisations work with Caitriona Ellis She connects employee financial wellness directly to retention, giving HR and reward leaders a way to frame money support as a workforce outcome rather than a soft benefit. Her credentials as a qualified financial adviser mean the content stands up to scrutiny, which matters when an employer is putting financial guidance in front of staff. She speaks from a first-person recovery from serious financial difficulty, so audiences who feel quietly ashamed about money see someone credible who has been where they are. Her corporate sessions carry no product sales or advice agenda, which lets an employer put financial guidance in front of staff without the conflict of interest that adviser-led content usually brings. Biography highlights Qualified financial adviser with an honours Commerce degree and a career background in the banking sector. Founder of the Financial Wellness Academy, running structured financial wellbeing programmes for individuals and organisations. Buy-to-let property investor who acquired six properties remotely in the North East of England within a single 12-month period. Fellow of the National Estate Agents Association, with a Level 4 qualification in Residential Estate Agency. Delivers keynotes, workshops, and financial wellbeing programmes to employers, behaviour-led and free of any product or advice agenda. Regular speaker and podcast guest on financial wellness, including Institute of Directors International Women’s Day events and International Women Connected. Biography Money is the wellbeing problem most employers leave out. Mental health and physical health have a place in the corporate programme; financial anxiety, which sits underneath both, usually does not. Caitriona Ellis built her work in that gap, founding the Financial Wellness Academy to bring structured financial education to people who carry money stress quietly. Her authority rests on two things that rarely sit together. She is a qualified financial adviser with an honours Commerce degree and a banking background, so the technical content is sound. She has also worked her own way out of serious financial difficulty, which is why audiences who feel exposed about money tend to trust her rather than tune out. That credibility extends into practice. She is an active buy-to-let property investor who acquired six properties remotely in the North East of England inside a year, and a Fellow of the National Estate Agents Association. Her corporate sessions carry no product sales or advice agenda, so an employer can offer staff real financial guidance without the conflict that adviser-led content invites. For an organisation, the argument she makes is concrete: employees who feel in control of their money are easier to keep. She frames financial wellbeing as a retention lever, the part of the employee relationship that engagement surveys miss and exit interviews reveal too late. Key speaking topics Employee financial wellbeing Financial literacy and money confidence Financial wellbeing and staff retention Women and money Personal resilience and financial recovery Property investment and income diversification Ideal for CHROs, reward, and benefits leaders building or reviewing an employee wellbeing programme. Employee resource groups and women’s networks running financial confidence sessions. Organisations whose staff are visibly affected by cost-of-living pressure and financial stress. Audience outcomes Audiences leave able to name the first practical steps to take control of their own finances, regardless of starting point. Employees who felt isolated about money see that the problem is common and addressable, lowering the shame that keeps it hidden. HR and reward attendees leave with a clearer case for treating financial wellbeing as a retention issue, not a perk. Audiences gain a basic working understanding of income diversification and longer-term financial planning.