Inklusive Führung

Why organisations work with Hayley Mulenda She has been booked into the rooms where retention strategy is set, including Microsoft HQ in Redmond, Unilever’s C-suite under Leena Nair, and Meta MENA’s leadership. Her TEDxLSE talk «The Danger of Being a Role Model» frames a specific argument about authenticity that translates directly into how organisations think about leadership visibility and reverse mentoring. She holds an active operating seat as Brand Board Member at Wagamama, so the inclusion and culture content is informed by board-level decision-making, not consultancy at arm’s length. Her work on the gap between C-suite intent and Gen Z lived experience addresses a problem most leadership teams can name but few can resolve. Her book «The ABCs to Student Success» and her TEDx platform give her a public body of work that buyers can read before booking. Biography highlights TEDxLSE speaker, «The Danger of Being a Role Model» Author, «The ABCs to Student Success» Brand Board Member, Wagamama Keynote and consulting work with Microsoft, Unilever, JP Morgan, Google, Meta MENA, Chanel, Bloomberg Media, Harrods, Clifford Chance, Cabinet Office UK Spoken at Wembley Arena, Oslo Spektrum, and the UK Houses of Parliament Named one of 25 Black entrepreneurs to watch in 2024, The Black Business Show x HSBC Biography The cost of failing to engage a younger workforce is now measured at executive committee level. Retention has become a leadership question rather than an HR one. Hayley Mulenda’s work sits at the point where mental health, inclusion, and generational change converge inside that question. She came to the work through her own experience. After a suicide attempt at 18, she rebuilt her life around the practical mechanics of mental health and self-worth, and turned that into a public body of work. Her TEDxLSE talk, «The Danger of Being a Role Model», argues that organisations and leaders default to curated personas when employees actually need authenticity, and that the difference is what determines trust. Her client list reflects how that argument lands inside large organisations. Microsoft brought her to Redmond. Unilever’s then Chief HR Officer Leena Nair, now CEO of Chanel, has worked with her. Meta MENA, JP Morgan, Bloomberg Media, Clifford Chance, Google, the Cabinet Office, and Teach First have all booked her on briefs covering wellbeing, inclusion, and reverse mentoring. Wagamama appointed her to its brand board. The «ABCs to Student Success» gives her a published framework. The board seat keeps the work close to operating decisions. Together, they explain why she is booked less as a wellbeing speaker and more as a translator between senior leaders and the workforce now reporting to them. Key speaking topics Mental health and wellbeing in the workplace Reverse mentoring and generational engagement Diversity, equity and inclusion Employee retention and the social contract of work Authentic leadership and personal branding Workplace culture across the MENA region Ideal for CHROs and people directors managing retention of Gen Z and millennial talent Inclusion and culture leads building reverse mentoring or ERG programmes Executive teams reviewing employee engagement and wellbeing strategy Conferences and offsites where leadership wants a credible voice on mental health rather than a generic one Audience outcomes A working language for the difference between leader visibility and leader authenticity, and why one drives engagement and the other does not A direct view of what younger employees actually want from senior leaders A reframing of mental health from a wellbeing programme into a retention lever Practical reference points for designing reverse mentoring that produces decisions, not optics

Why organisations work with Heather McGregor She has built the institutional machinery that other organisations cite. The Taylor Bennett Foundation, which she founded in 2008, remains a reference point for ethnic diversity in UK communications, and the 30% Club steering committee she helped found reshaped how FTSE boards talk about women’s representation. She speaks from the inside of a listed-company boardroom, not from the outside. She has served as Independent Non-Executive Director and Audit Committee member at IGT since 2017, which means her governance and risk arguments are tested against fiduciary duty. She runs a business school, having moved from Executive Dean of Edinburgh Business School to Provost and Vice Principal of Heriot-Watt University Dubai. Her view on executive development is shaped by curriculum decisions, not anecdote. She has 17 years of weekly Financial Times writing as Mrs Moneypenny behind her, plus three Penguin books on careers and personal finance. The clarity of argument is built in. A Dame and Fellow of the Royal Society of Edinburgh, with prior CBE for services to diversity. These are credentials that travel in board conversations where credibility is the constraint. Biography highlights Provost and Vice Principal, Heriot-Watt University Dubai; previously Executive Dean, Edinburgh Business School. DBE, 2023 New Year Honours, for services to education, business and heritage in Scotland; CBE, 2015, for services to business and diversity. Fellow of the Royal Society of Edinburgh. Independent Non-Executive Director and Audit Committee member, International Game Technology PLC, since March 2017. Founder, Taylor Bennett Foundation; founding member, 30% Club steering committee. Financial Times columnist as Mrs Moneypenny for 17 years; author of three books published by Penguin and Portfolio. Biography The Taylor Bennett Foundation was set up in 2008 to address a specific failure: the UK communications industry was hiring from a narrow demographic and could not explain the pattern of its own succession. Heather McGregor founded it from inside her own executive search firm, alongside University of East London and Brunswick Group. It is now cited by more than 200 supporting organisations and remains one of the most concrete institutional answers to a problem most companies still describe as aspirational. That instinct to convert intent into operating practice runs through her career. She spent eight years as a sell-side analyst with ABN Amro across London, Hong Kong, Singapore and Tokyo, then bought and ran the executive search firm Taylor Bennett for seventeen years. Her Financial Times column under the name Mrs Moneypenny ran weekly for the same period, alongside three Penguin books on personal finance and women’s careers, including the bestselling Career Advice for Ambitious Women. In 2016 she moved into higher education as Executive Dean of Edinburgh Business School at Heriot-Watt University, and now serves as Provost and Vice Principal of the university’s Dubai campus. The portfolio also includes a non-executive directorship at IGT (now Brightstar Lottery), where she sits on the Audit Committee, and earlier work chairing Career Academies UK. The Royal Society of Edinburgh elected her a Fellow, and she was made a Dame in 2023 for services to education, business and heritage in Scotland. What she brings to a leadership room is the rare combination of practitioner, governor and educator on a single set of questions: how organisations actually promote, govern and allocate capital, and how those choices either widen the talent pool or quietly narrow it. Key speaking topics Inclusive leadership and women’s progression Board governance and audit committee priorities Executive development and the modern MBA Diversity as a measurable operating outcome Personal financial literacy and women’s wealth Leadership careers across sectors and geographies Ideal for FTSE and listed-company boards, nomination and audit committees CHROs and heads of talent owning succession and diversity targets Business school audiences, MBA cohorts, executive education programmes Senior women’s leadership networks and ambitious mid-career professionals Audience outcomes A sharper sense of what diversity programmes need to look like to survive board scrutiny A working view of how governance, audit, and remuneration shape who actually rises in an organisation Practical reference points from the Taylor Bennett Foundation and 30% Club on what has and has not worked A direct read on financial literacy as a leadership capability, not a personal-finance topic Confidence to make the case for the next promotion, board seat, or capital decision

Why organisations work with Dame Heather Rabbatts She co-founded TIME’S UP UK in 2018 and played a founding role in establishing CIISA, the Creative Industries Independent Standards Authority – a track record of translating accountability advocacy into operational governance infrastructure rather than policy recommendations. As the first woman on The Football Association board in its more than 150-year history, she has direct experience of governance cultures structurally resistant to inclusion – and of the specific mechanisms through which that resistance operates and where it can be broken. Non-executive experience across Associated British Foods, M&C Saatchi, and Bloomsbury Publishing, alongside earlier roles at the Bank of England, the BBC, and Crossrail, gives her a governance perspective formed across very different ownership structures and operating environments. Her legal training as a barrister and her track record as a public-sector CEO who led the turnaround of the London Borough of Lambeth give her a precise understanding of what accountability looks like when it is working – and when it is not. Her experience stepping up from non-executive to executive chair of a listed company during a period of CEO succession and commercial pressure is a live credential on what active board oversight requires in practice. Biography highlights Barrister qualified in 1981; educated at the London School of Economics Chief Executive of the London Borough of Lambeth; youngest local authority chief executive in the UK at time of appointment First woman appointed to the board of The Football Association in its history (2011); resigned from FIFA’s anti-discrimination taskforce on principle following Sepp Blatter’s re-election (2015) BBC Governor (1999-2001); Managing Director of 4Learning, Channel 4’s education arm; former Chair of Shed Media, overseeing its sale to Time Warner Executive Chair, M&C Saatchi; Senior Independent Director, Associated British Foods; Non-Executive Director, Bloomsbury Publishing; former non-executive roles include the Bank of England, Crossrail, and the Royal Opera House Co-founder and Chair, TIME’S UP UK (since 2018); founding Chair, Creative Industries Independent Standards Authority (CIISA); Chair, Soho Theatre; DBE awarded in 2016 New Year Honours for services to football and equality Biography Boards rarely lack formal structures – what they frequently lack is the culture, diversity, and accountability practice to make those structures function as designed. Dame Heather Rabbatts has spent three decades working at exactly that intersection. Her career spans barrister practice, the CEO role at the London Borough of Lambeth, and non-executive directorships across sport, media, and listed companies. Her 2011 appointment as the first woman on The Football Association board placed her inside one of the most structurally resistant governance environments in British sport. She used the role publicly – criticising the composition of the FA’s commission on diversity, and resigning from FIFA’s anti-discrimination taskforce in 2015 following Sepp Blatter’s re-election. Her broader media career included serving as BBC Governor and Managing Director of Channel 4’s education business, 4Learning, and subsequently chairing Shed Media through its sale to Time Warner. She serves as Executive Chair of M&C Saatchi, Senior Independent Director at Associated British Foods, and Non-Executive Director at Bloomsbury Publishing. She co-founded TIME’S UP UK in 2018 alongside Barbara Broccoli. Together they played a founding role in establishing CIISA, the Creative Industries Independent Standards Authority, which provides an operational framework for handling misconduct across film and television. The unifying thread across her career – council chambers, listed company boards, football administration, and film production – is a single practical question. What does genuine accountability at board level actually require? Her answer is grounded in experience of governance under real pressure, not governance in theory. Key speaking topics Board governance and accountability Inclusion in corporate leadership Governance in sport and football administration Culture change in creative industries Ethical oversight and organisational standards Non-executive leadership and board composition Public sector leadership and institutional reform Ideal for Boards and non-executive directors navigating governance reform, composition review, or accountability challenges CHROs and Chief People Officers building the case for inclusion at board and senior leadership level Sport governing bodies and rights holders managing governance and inclusion reform Senior leadership teams in media, creative, or public institutions undergoing culture change Audience outcomes A clearer understanding of where formal governance structures typically fail to produce actual accountability – and what intervention at board level usually requires Insight into inclusion as a governance discipline, drawn from direct experience of institutional resistance and cultural change in high-profile organisations Practical perspective on how organisations can move from policy-level commitments on DEI to embedded board-level practice Clearer framing of the non-executive role in holding executive teams to account on culture, ethics, and standards An understanding of how industry standards bodies can translate advocacy into operational governance infrastructure, illustrated by the development of CIISA

Why organisations work with Helen Lawal Clinical credibility that few wellbeing speakers match: 15 years as an NHS GP, MRCGP, and a postgraduate qualification in nutrition, so the science in the room is hers, not borrowed. A rare specialism in ADHD and AuDHD in women, shaped by a private practice focused on nutrition and sustainable behaviour change for this group. Named ambassador for ADHD UK and trainer on the National Autism Training Programme, so the neurodiversity content is informed by advocacy and training work, not a topic pick-up. Television presenting experience on Channel 4’s Food Unwrapped and How to Lose Weight Well, which translates into a speaker who can hold a large room and explain science without losing it. Lived experience as a late-diagnosed AuDHD woman, which grounds the work in something buyers trust more than a deck. Biography highlights NHS GP with 15 years of clinical experience, MRCGP, MBBS (Hull York Medical School), BSc Sport and Exercise Science (University of Leeds), DFSRH, MNutr. Celebrity Ambassador for ADHD UK (charity number 1188365). Trainer on the National Autism Training Programme. Presenter on Channel 4’s Food Unwrapped; co-presenter of How to Lose Weight Well with Dr Javid Abdelmoneim. Runs a private practice supporting ADHD and AuDHD women with nutrition, eating habits, and sustainable health behaviour change. Media contributor across BBC, ITV’s This Morning, Steph’s Packed Lunch, and BBC Radio Leeds on women’s health, nutrition, and neurodiversity. Biography Most corporate wellbeing content still assumes a neurotypical employee. For the quarter of any workforce that is neurodivergent, and especially for the women diagnosed in their thirties and forties after years of being told they were simply disorganised, the standard advice lands badly. That gap is where Dr Helen Lawal’s work sits. She came to it through clinical practice. Fifteen years as an NHS GP, MRCGP-qualified, with a medical degree from Hull York Medical School and a first degree in sport and exercise science from Leeds, gave her the grounding. A postgraduate qualification in nutrition and a specialism in ADHD turned it into a defined practice area. She now runs a private service for ADHD and AuDHD women focused on eating, energy, and sustainable behaviour change, the areas where standard GP time runs out. The public-facing side has been built in parallel. She presents Channel 4’s Food Unwrapped and co-presents How to Lose Weight Well, work that has trained her to explain food science and weight management to a mainstream audience without losing the evidence base. She is a Celebrity Ambassador for ADHD UK and a trainer on the National Autism Training Programme, which keeps the neurodiversity content anchored in advocacy and training, not marketing. For an organisation, the value is a speaker who can talk credibly to HR, DEI, and wellbeing leads about what actually helps neurodivergent employees, particularly women, and who can do it in a register that works for an all-staff audience as well as a clinical one. Key speaking topics ADHD and AuDHD in women Neurodiversity in the workplace Nutrition and eating behaviour Women’s health and hormones Sustainable weight management Neuroaffirming health and wellbeing Health communication and behaviour change Ideal for HR, DEI, and wellbeing leads designing neuro-inclusive programmes Employee networks and ERGs focused on women’s health, neurodiversity, or both Healthcare, pharma, and insurance organisations briefing clinicians and communicators Conferences and internal events that need a clinician who can present to a non-clinical audience Audience outcomes A clearer picture of how ADHD and AuDHD present in women, and why late diagnosis is common Specific, evidence-based guidance on nutrition and eating behaviour for neurodivergent adults Language and framing for neuroaffirming conversations at work A realistic view of what sustainable behaviour change looks like, separate from diet-industry claims Practical signals managers and HR can use to support neurodivergent colleagues

Why organisations work with Helen Richardson-Walsh A first-hand account of the cultural reset that took GB women’s hockey from Olympic underachievers to Rio 2016 gold, told by a senior player who was inside the leadership group for 11 years. A working performance psychologist’s view of how psychological safety, belonging and honest feedback are engineered in a daily training environment, drawn from her current role with Tottenham Hotspur Women. A credible voice on mental health at the top of high-pressure environments, grounded in her own documented recovery from clinical depression and career-threatening back surgery between London 2012 and Rio 2016. A practical perspective on inclusion as a performance variable, informed by being part of the first same-sex married couple to win Olympic gold on the same team and the cultural work that made that possible inside the squad. Co-author of “Winning Together” (Hachette, 2020), a book leaders cite as a tactical, behaviour-level account of building a winning team, not a memoir. Biography highlights Olympic gold medallist, Rio 2016, with Team GB women’s hockey; one of only two players to score in the shootout that beat the Netherlands in the final. Youngest woman ever to represent GB hockey at an Olympic Games, on debut at Sydney 2000, aged 18. Olympic bronze, London 2012; European champion, 2015; 293 caps for England and Great Britain across four Olympic Games. MBE for services to hockey, 2017 New Year Honours. Co-author of “Winning Together: An Olympic-Winning Approach to Building Better Teams” (Hachette, 2020), with Kate Richardson-Walsh. Performance Psychologist with Tottenham Hotspur Women since 2021; holds a Master’s in Organisational Psychology from City, University of London, and trains as a sport psychologist with elite teams. Biography GB women’s hockey arrived at London 2012 with a bronze medal and an open question about whether the squad could ever win at the level its talent suggested. The four years that followed were not a story of more training. They were a story of a deliberate cultural rebuild: explicit team values, leadership shared across the senior players, hard conversations about behaviour, and a willingness to treat psychology as a daily performance system. Rio 2016 produced the first Olympic gold for British women’s hockey. Helen Richardson-Walsh made her Olympic debut at Sydney 2000 as the youngest woman ever to represent GB hockey, and sat inside that leadership group for 11 of her 18 years in the squad. Her experience is unusually specific. Between the two Olympics she also went through two ruptured discs, multiple back and ankle surgeries, and a period of clinical depression severe enough to require professional treatment. The Rio gold was won by a player who had been told she might not play again, who had used therapy and mindfulness to come back, and who was one of only two players to score in the shootout that won the final against the Netherlands. That combination of operating inside an elite team culture and rebuilding her own performance from the inside is the content she now works with. She is co-author, with Kate Richardson-Walsh, of “Winning Together” (Hachette, 2020), a working manual on team building drawn directly from the Rio cycle. She is a Performance Psychologist with Tottenham Hotspur Women, where her brief includes individual mindset work and squad culture, and she holds a Master’s in Organisational Psychology from City, University of London. For senior teams the value is in the precision of her examples. How psychological safety actually shows up in a meeting. What belonging looks like when a married couple are competing for the same shirt. How a high performer talks about depression without losing their place in the team. What inclusion does to performance when the pressure is on. The credibility is the medal; the substance is what she did to get there and what she does now. Key speaking topics High-performance team culture Psychological safety and belonging Inclusion in elite performance environments Resilience after injury, setback and depression Mental health and wellbeing at senior level Leadership inside high-pressure teams Performance mindset Ideal for CHROs, heads of talent and culture leads building team norms in pressured commercial environments. Executive teams and senior leadership groups going through performance reset or post-restructure rebuild. Wellbeing, DEI and people leaders working on inclusion and psychological safety as performance issues, not compliance. Sales, trading floor and operating leadership groups where sustained pressure is the working environment. Audience outcomes A concrete account of how an elite team rebuilt its culture in four years, with the specific behaviours that changed. A working definition of psychological safety drawn from a team where the cost of getting it wrong was visible in performance. Language for talking about mental health and recovery at senior level without softening or sensationalising it. A view of inclusion as a performance variable, not a values statement. Practical mental tools used by elite athletes that translate to commercial high-pressure roles.

Why organisations work with Hugh Woozencroft Daily live broadcasting on talkSPORT and The Times’ The Game podcast keeps his interview muscle in regular use, so executives, athletes and panellists get a host who can move a conversation without losing the room. ITV’s EFL Show, Women’s Football coverage and Rugby World Cup work give him the kind of cross-sport credibility that suits sponsor events, sports business gatherings and brand activations around major tournaments. BBC News reporting from Wimbledon, Champions League finals, the Ashes and the Boat Race built a habit of distilling complex live events for general audiences. The same instinct works for plenary moderation. A real specialism in diversity in sports media, anchored in his time on the BCOMS board and a 2018 BBC piece on representation, gives him a defensible angle when the brief touches inclusion, talent pipelines or culture inside sport. Biography highlights Host of talkSPORT’s Kick Off show, Tuesday to Thursday primetime. Host of The Game, The Times’ football podcast. Presenter for ITV’s EFL Show, ITV Women’s Football, and ITV’s Rugby World Cup coverage. Former BBC Radio 5Live and BBC News presenter, including Sportsweek, Test Match Special and the 2012 London Olympics. Former presenter on BBC Two’s Victoria Derbyshire Show. Former board member, The Black Collective of Media in Sport (BCOMS); MA Sports Journalism, St Mary’s University. Biography Live sport on radio is one of the harder briefs in broadcasting. The picture is invisible, the action is fast, and the audience will leave the moment the presenter loses the thread. Hugh Woozencroft anchors talkSPORT’s Kick Off, three weeknights a week, across Champions League, Europa League, Premier League, Carabao Cup and FA Cup coverage. The same discipline carries into corporate hosting work. His route in was unfussy. A master’s in Sports Journalism at St Mary’s, a broadcast assistant role at BBC Radio 5Live, and on-air work from 2013 onwards. From there: Sportsweek, Test Match Special, the 2012 London Olympics, BBC News reporting from Wimbledon, the Ashes, Champions League finals and the Boat Race, and presenting shifts on BBC Two’s Victoria Derbyshire Show. Now he combines talkSPORT with hosting The Times’ The Game podcast and ITV’s EFL Show, Women’s Football and Rugby World Cup coverage. The second strand is diversity in sports media. In 2018, Woozencroft wrote a BBC piece on the absence of Black and minority ethnic journalists in senior sports newsrooms. He joined the board of The Black Collective of Media in Sport that year, chaired sessions at the D Word 2 conference, and stepped off the board in 2023. That work gives him a specific, evidenced position on representation inside an industry he reports on daily, useful when a brief touches inclusion in sport, talent pipelines or media culture. For corporate audiences, the offer is honest. A working broadcaster who hosts elite live sport every week, with a credible secondary line on inclusion in his industry, available for moderation, panel chairing, awards hosting and after-dinner conversation. Key speaking topics Event hosting and moderation Panel chairing Awards and after-dinner hosting Sports business and sponsorship events Diversity in sports media Media training and presentation craft Ideal for Sponsor activations and hospitality programmes around major football and rugby tournaments Sports business conferences, governing body events and federation gatherings Corporate awards evenings, annual gatherings and internal town halls needing a confident host DEI events in media or sport where the brief calls for a credible insider voice Audience outcomes A panel that stays on time and on point, with senior speakers drawn into specifics rather than left to read prepared lines A room that feels held, particularly across long-form programmes mixing keynote, panel and audience Q&A For diversity briefs in sport or media, a first-hand account of where progress has been real and where it has stalled A measured, journalistic interview style suited to executive guests, athletes and public figures

Why organisations work with I. Stephanie Boyce She led a 200-year-old national professional body through regulatory change, constitutional debate, and sector-wide reform. Her argument for accountable governance is drawn from operational experience, not advisory distance. Her AI ethics position is governance-first: as Law Society President, she led the development of a published set of principles for the ethical use of AI in legal practice, connecting AI adoption directly to legal accountability, bias mitigation, and public trust, among the earliest profession-led frameworks to do so. On inclusion, she does not argue from the outside. She held the most senior elected role in a major regulated institution as its first Black president and first person of colour, which gives her a precise read on the structural distance between a diversity commitment and a genuinely diverse institution. She connects topics most organisations treat separately, AI accountability, DEI governance, reputational integrity, crisis leadership, through the single governance question boards most often defer: when an institutional decision causes harm, who is responsible? The PUSH framework (Persevere Until Something Happens) gives leadership teams a named, teachable approach to resilience grounded in her own documented professional journey through institutional exclusion and resistance at every level of a major profession. Biography highlights 177th President of the Law Society of England and Wales (2021-2022); sixth woman, first Black office-holder and first person of colour to hold the role in the institution’s 200-year history LLM in Public Law and Global Governance, King’s College London; King’s Alumna of the Year 2022 CBE (2026 New Year Honours) for services to the Legal Profession, Diversity, and Access to Justice Commissioner, National Preparedness Commission; Commissioner, Shinkwin Commission; member, HM Treasury and BEIS independent taskforce on socio-economic diversity in UK financial and professional services Named in the Power List 100 Most Influential Black People in the UK in 2021, 2022, and 2023; Governance Hot 100 Board Influencer (2020) Paris Bar Medal from the Ordre des avocats de Paris (2024), awarded for contributions to human rights and the rule of law Fellow of the Chartered Governance Institute; Fellow of King’s College London; Fellow of the RSA Biography It took the Law Society of England and Wales two centuries to elect its first Black president. I. Stephanie Boyce became the 177th in March 2021, with 20 years of practising solicitor experience and an LLM in Public Law and Global Governance from King’s College London, qualifications that gave her both the legal standing and the governance framework for what the role required. Her presidency ran through the pandemic, sharp parliamentary attacks on the legal profession, and the most significant solicitor qualification reform in 30 years. During that time, she led the development of the Law Society’s published lawtech principles, a governance framework for the ethical use of AI in legal practice. The framework connected AI adoption to legal accountability and bias governance at a time when most profession-led work in this area had not advanced beyond aspiration. Boyce’s governance argument rests on an experience most governance advisers do not hold. As the first Black president of a 200-year-old institution, she has encountered the structural gap between stated values and leadership composition from inside the institution itself. That shapes her work on DEI accountability: framing inclusion not as a moral commitment but as a governance question: who decides, and who is responsible when structural inequality persists? She holds a CBE and the Paris Bar Medal from the Ordre des avocats de Paris, awarded for contributions to human rights and the rule of law. She is a commissioner of the National Preparedness Commission and was named in the Power List 100 Most Influential Black People in the UK in 2021, 2022, and 2023. She now works with boards and executive teams across regulated industries through Stephanie Boyce Consulting. Key speaking topics Governance and institutional accountability Ethical AI and responsible technology adoption Inclusion, representation, and belonging at leadership level Rule of law and public trust in regulated environments Social mobility and access to professional careers Resilience and leadership under scrutiny Crisis leadership and institutional change Ideal for Boards, governance committees, and general counsel in regulated industries Executive teams in financial services, legal, and public sector organisations CHROs and DEI leadership navigating the gap between policy and structural change Professional services firms managing reputational risk and stakeholder accountability Audience outcomes A clearer framework for assessing whether governance structures are built for ethical accountability rather than regulatory compliance alone Board-level questions to test whether AI adoption decisions have genuine accountability assigned, not just policy language A more precise read of the structural distance between a DEI commitment and a measurably inclusive institution Practical thinking on what institutional trust requires from those at the top, particularly during crisis and reputational pressure The PUSH framework as a named, teachable approach to institutional resilience for leaders navigating complex or high-scrutiny environments

Why organisations work with Ivelyse Andino She runs a revenue-generating company built inside the communities most health strategies talk about but rarely reach, so her recommendations are tested against real outcomes, not theory. She holds a seat on the American Medical Association’s External Equity and Innovation Advisory Group, which gives her a direct read on how the largest US physician body is attempting to embed equity into clinical innovation. She has built and commercialised an AI product, Radical Relay, that prepares patients for clinical visits, so she can speak credibly to boards about the operational gap between AI hype and AI that earns community trust. She has translated health equity from slogan to structure by founding the first Latina-owned-and-operated Benefit Corporation in New York City, offering a concrete model for mission-aligned commercial design. Her fellowships with the Roddenberry Foundation and the Aspen Institute, alongside Crain’s Whole Health Heroes recognition, signal that her perspective is taken seriously by institutional and philanthropic funders shaping the next decade of health policy. Biography highlights Founder and CEO, Radical Health, the first Latina-owned-and-operated Benefit Corporation in New York City. Member, American Medical Association Center for Health Equity External Equity and Innovation Advisory Group. 2022 Aspen Institute Health Innovators Fellow and 2019 Roddenberry Foundation Fellow. Former Commissioner, New York City Commission on Gender Equity. Recognised in Crain’s New York and Empire BlueCross BlueShield Whole Health Heroes, and reported on Rock Health’s Top 50 in Digital Health Luminaries. Featured in Washington Post, Forbes, Nasdaq and Crain’s New York; speaking credits include Aspen Ideas Festival, Harvard Intercollegiate Business Convention, and TEDx Bronx. Biography Health equity is one of the most heavily cited commitments in corporate and clinical strategy, and one of the least operationalised. Radical Health was built to close that gap from the bottom up. The company, founded and led by Ivelyse Andino, combines kitchen-table community organising with AI-enabled tools that help patients walk into clinical visits prepared, informed and able to advocate for themselves. Andino came to this work through the health technology industry, not around it. She spent her early career launching digital health products, including a mobile prescribing platform, and working with clients such as NHS London and Kaiser Permanente. When her mother was diagnosed with cancer, the limits of that system became personal, and the distance between clinical knowledge and community access became the problem she decided to solve. Radical Health is a Benefit Corporation, legally structured to hold commercial performance and community outcomes together. Its flagship product, Radical Relay, has been described as a “know your rights” app for healthcare, using peer-informed prompts and natural language tools to reduce the information asymmetry patients face in clinical settings. That product design sits alongside workshops and training that surface the social determinants of health inside workforces and provider networks. Her institutional standing reinforces the field work. She serves on the American Medical Association’s External Equity and Innovation Advisory Group, helping shape how the largest US physician body directs investment toward equitable innovation. She is a 2022 Aspen Institute Health Innovators Fellow, a 2019 Roddenberry Foundation Fellow, a former Commissioner on the New York City Commission on Gender Equity, and a recipient of the Obama Foundation’s My Brother’s Keeper grant for work on social determinants of health in NYC Community Schools. Key speaking topics Health equity as an operating discipline Community-led design in healthcare and employer wellbeing AI and digital health products that earn community trust Benefit Corporation models for mission-aligned growth Social determinants of health inside workforces and benefits design Women, Latina and founder-of-colour perspectives on health innovation Patient self-advocacy and health literacy at scale Ideal for CHROs and heads of benefits rebuilding employee health, wellbeing and maternal health programmes around underserved populations. Healthcare, payer and life sciences executives who need a credible outside voice on equitable AI deployment and community trust. DEI, ESG and impact leads accountable for measurable outcomes in health-related commitments. Foundation, public health and policy audiences working on health system reform and social determinants of health. Audience outcomes A clear view of where current health equity and wellbeing strategies are failing the people they claim to serve, and why. A working model for how a commercial organisation can hold mission and margin together through benefit-corp structure and community governance. A grounded assessment of how AI is being used in health settings today, which uses build trust and which erode it. Language and frameworks that CHROs, benefits leaders and clinical teams can use to reset conversations with marginalised employee and patient populations. Named examples from Radical Health, the AMA advisory work, and NYC community programmes that leaders can adapt for their own context.

Why organisations work with Jane Garvey Thirteen years anchoring Woman’s Hour gives her a working command of the gender, workplace and culture agenda that few corporate chairs can match. She launched BBC Radio 5 Live on air in 1994 and has been live every week since, on Radio 4, Radio 5 Live and now Times Radio. The composure transfers directly to a corporate stage. Four Sony Gold Awards for the Radio 5 Live Drive programme, including the 2002 News Broadcaster Gold Medal, give her a verifiable editorial standing rather than a borrowed celebrity profile. The Off Air podcast with Fi Glover has passed 10 million listens, demonstrating a current, active audience and a register that lands with professional listeners, not only consumer ones. She runs a room. After-dinner, on-stage interviews, panel chairs and awards hosting are her core commercial product, not an extension of a keynote practice. Biography highlights First voice on air at the launch of BBC Radio 5 Live, 28 March 1994. Presented BBC Radio 4’s Woman’s Hour for thirteen years, October 2007 to December 2020. Four Sony Gold Awards on the Radio 5 Live Drive show with Peter Allen, including the 2002 News Broadcaster Gold Medal. Co-host of the Times Radio afternoon show and the Off Air podcast, which has passed 10 million listens. Co-author with Fi Glover of Did I Say That Out Loud? Notes on the Chuff of Life, Trapeze, 2021. Honorary doctorate, University of Birmingham, 2019. Biography Radio 5 Live went on air at five in the morning on 28 March 1994. The first voice listeners heard was Jane Garvey’s. Three decades later she is still doing live broadcast every week, now on Times Radio, having moved through Radio 4’s Woman’s Hour, the BBC’s Fortunately podcast and a string of news and documentary projects on the way. Live broadcasting at that level is, in practice, the same skill organisations now ask of senior chairs. You are listening to three things at once. You are deciding which line to follow. You are protecting the listener’s interest against the speaker’s habits. Garvey has been doing that without a script for thirty years, on subjects ranging from a chancellor’s spending review to a Supreme Court nomination to the gender pay gap inside the BBC itself. The editorial register comes from Woman’s Hour. Across thirteen years she interviewed politicians, executives, authors and ordinary contributors on the working lives of women, the policy that shapes them and the leaders who set the tone. That work earned a Sony News Broadcaster Gold Medal in 2002 for the Radio 5 Live Drive programme, three further Sony Golds with Peter Allen, and an honorary doctorate from the University of Birmingham in 2019. The current evidence sits in Off Air, the podcast she co-hosts with Fi Glover for The Times. It has passed 10 million listens. The pair were nominated for Best Speech Presenter at the 2024 ARIAS. For corporate buyers, that is the most useful proof point. The audience is live, the register is professional, and the craft has not slipped. Key speaking topics Panel chairing and on-stage interviewing Awards hosting and after-dinner presentation Women at work and the gender agenda Workplace culture and generational change Media, journalism and public conversation Leadership conversations on inclusion Ideal for CEOs, CHROs and communications leads who need a chair for a senior internal or client-facing event Conference and awards organisers booking a host who can hold a serious room Boards and leadership teams running gender, workplace or culture conversations that need a credible moderator Audience outcomes A live conversation that moves, with executives drawn out rather than allowed to drift A clearer view of the gender and workplace agenda from someone who has covered it as a working journalist for two decades An event that finishes on time, with the headline points captured A room that leaves with something specific to repeat, not a generic recap

Why organisations work with Janie Frampton She has lived the problem leaders are trying to solve. As the second woman to referee in men’s professional football in England, she knows exactly how institutions react to someone who does not fit their template, and what it takes to stay. FIFA chose her as one of eight Women Referee Instructors worldwide, a credential that signals international standing in a governance body that rarely hands that status to outsiders. She moves credibly between elite sport, government counter-extremism work, and community programmes for under-represented young people. Few speakers in the inclusion space carry that range of institutional experience. She founded two organisations that deliver, not advocate: Ref Support UK for officials under pressure, and Team You for young people in socially deprived communities. The OBE and Deputy Lieutenancy of Dorset are not decorative. Both were awarded for the same body of work she speaks about, which gives audiences an uncommon alignment between platform and proof. Biography highlights OBE for services to equality in football, awarded in the 2024 New Year’s Honours. Deputy Lieutenant of Dorset. Second woman to referee in men’s professional football in England; qualified as a referee in December 1991. FIFA Referee Instructor from 2005 to 2015, working as Technical Instructor, Observer and Match Delegate across multiple World Cup cycles. Former FA Regional Referee Manager and National Manager for Education and Training of Referees. Vice President of the International Federation for Sports Officials; Patron of Muslim Women’s Network UK; Ambassador for Women in Football; co-founder of Ref Support UK and Team You. Biography Football was not built for women when Janie Frampton qualified as a referee in December 1991. The Football Association did not formally recognise the women’s game until 1994. She became the second woman to officiate in men’s professional football in England by working inside a system that had not designed a place for her, and then refused to leave it. From that starting point she moved into the infrastructure of the game. Between 2001 and 2012 she worked as an FA Regional Referee Manager and later as National Manager for Education and Training of Referees. FIFA appointed her as a Referee Instructor in 2005, and for the next decade she travelled as Technical Instructor, Observer and Match Delegate across World Cup cycles. She is one of only eight women globally to hold FIFA instructor status. The work outside the whistle is the part organisations buy. She co-founded Ref Support UK, the first charity in England focused on the welfare and development of football officials, and Team You, a social enterprise running leadership and life-skills programmes for young people in under-represented communities. She is Vice President of the International Federation for Sports Officials, Patron of Muslim Women’s Network UK, and an Ambassador for Women in Football. The 2024 OBE was awarded specifically for long-standing service to equality in football, locally and nationally. She was appointed Deputy Lieutenant of Dorset the same year. Audiences get someone whose inclusion work has been recognised by the institutions she was once excluded from, told in the voice of a referee: direct, unhedged, and used to making decisions people will argue with. Key speaking topics Gender equality in male-dominated institutions Inclusive leadership and culture change Resilience and decision-making under pressure Supporting under-represented talent in sport and business Governance and integrity in elite performance environments Mental health and the welfare of officials Values-based leadership Ideal for CHROs and DEI leads confronting the gap between inclusion policy and day-to-day culture. Boards and executive teams in sport, governing bodies and federations. Leadership programmes for women moving into senior roles in male-dominated sectors. Organisations working with young people, education bodies, and community outreach functions. Audience outcomes A clearer view of what structural inclusion looks like inside institutions that were not designed for it. Specific tactics for staying, deciding and leading when you are the first or only one in the room. A frank account of how elite sport handles pressure, welfare and accountability, translatable to corporate performance cultures. Direct examples of building organisations, Ref Support UK and Team You, that deliver measurable outcomes for the people they serve.

Why organisations work with Janine Hamner Holman She translates neuroscience into HR-grade interventions, drawing on more than a decade studying brain science alongside a SHRM-CP and SHRM Inclusive Cultures certification, which gives operational HR teams a usable language rather than a TED-style abstraction. Her Mind The Gap: A Thought Leader’s Guide to 21st Century Conscious Leadership gives buyers a defined thesis on the distance between stated values and observed leadership behaviour, useful for boards trying to diagnose culture programmes that stall. She speaks credibly to both nonprofit and Fortune 200 contexts, having spent twenty years in nonprofit leadership followed by close to a decade inside a Fortune 200, which makes her unusual in audiences that mix public-sector, mission-driven, and corporate buyers. Her Cost of Not Paying Attention podcast and signature talk on civility give her a sustained body of public material on workplace incivility as a P&L line, not as a tone-of-voice issue. Biography highlights CEO, J&J Consulting Group; 30+ years as executive and consultant. Author, Mind The Gap: A Thought Leader’s Guide to 21st Century Conscious Leadership; contributing author, On The Shoulders of Mighty Women. Host, The Cost of Not Paying Attention podcast. Named a USA Today Keynote Speaker to Watch in 2024 and LA Weekly Top 10 Trailblazing Entrepreneur in 2023. Winner of the CXO 2.0 Leadership Award. Certified in the Psychology of Leadership (Cornell); SHRM-CP and SHRM Inclusive Cultures certified; Certified Practitioner in Emotional Intelligence. Biography Workplace culture is now a measurable variable on the P&L. Engagement, attrition, and incivility numbers move customer outcomes, and senior leaders increasingly want interventions that change behaviour, not posters. The cost of getting it wrong has stopped being soft. J&J Consulting Group, the firm Janine Hamner Holman leads as CEO, sits in that gap. Her professional history runs across twenty years of nonprofit leadership and almost a decade inside a Fortune 200, with close work alongside the public sector. That mix lets her talk to mission-driven and commercial audiences without flattening either. The intellectual spine of the work is applied neurobiology. More than a decade studying brain science, plus a Cornell certification in the Psychology of Leadership, sits underneath her practice on psychological safety, belonging, and conscious leadership. Her book Mind The Gap sets out the thesis: the distance between stated leadership values and observed leadership behaviour is where culture programmes fail. Public recognition tracks the same content. USA Today named her a Keynote Speaker to Watch in 2024, LA Weekly placed her in its 2023 Top 10 Trailblazing Entrepreneurs, and she won the CXO 2.0 Leadership Award at the CXO2 Conference in Las Vegas. Her podcast, The Cost of Not Paying Attention, gives buyers a sustained sense of the argument before they book the room. Key speaking topics Conscious leadership Organisational culture change Diversity, equity, inclusion and belonging Psychological safety at work Employee engagement and retention Workplace incivility and its commercial cost Change management and neurobiology Emotional intelligence Ideal for CHROs and Heads of People wrestling with engagement, attrition, and DEIB delivery Executive teams running culture transformation programmes that have stalled at policy level Boards and CEOs treating culture as a commercial variable rather than a values statement Nonprofit and mission-driven leadership teams managing growth and professionalisation Audience outcomes A working definition of psychological safety that HR and line managers can operationalise A practical view of how incivility shows up on the P&L through retention, customer experience, and productivity A neuroscience-grounded model for why change resistance is predictable, and what to do about it A clearer separation between DEIB as compliance theatre and DEIB as belonging that affects performance A diagnostic for the gap between stated leadership values and observed leadership behaviour

Why organisations work with Jason Roberts He is the named architect of the 2012 player boycott of the Kick It Out campaign, which produced the PFA’s six-point plan and a UK Rooney Rule for coaching appointments. He can speak to inclusion as institutional reform, not as awareness work. He runs football development across CONCACAF’s forty-one member associations, including the Coaching Convention and the Pro Licence, which gives him a working operator’s view of talent pathways and governance at scale. He built and still leads the Jason Roberts Foundation, active since 2007 across the UK and Grenada, with a documented record of programme delivery rather than badge philanthropy. His MBE was awarded for services to sport in both Grenada and London, recognition of cross-jurisdiction social impact, not single-country celebrity endorsement. He has a long broadcast track record (BBC 5 Live 606, Match of the Day 2, Sky Sports), so he handles audience and conversation with the fluency of a working presenter. Biography highlights Chief Football Development Officer, CONCACAF, leading coaching education and grassroots infrastructure across forty-one member associations. MBE, 2010 New Year Honours, for services to sport in Grenada and London. Founder and chair, Jason Roberts Foundation, established 2007, operating in the UK and Grenada. Premier League career across West Bromwich Albion, Wigan Athletic, Blackburn Rovers and Reading; full Grenada international. Director, West Bromwich Albion Football Club Limited (board appointment, April 2026). Broadcaster for BBC Radio 5 Live (606), Match of the Day 2 and Sky Sports. Biography In October 2012, a group of Premier League players refused to wear the Kick It Out t-shirt at the weekend’s fixtures. The protest had a named leader. Roberts, then at Reading, had written publicly that the campaign was under-resourced and that the league’s anti-racism work was failing the players it was meant to protect. The fallout produced concrete reform. The PFA published a six-point plan that included tougher sanctions for racial abuse and an English version of the NFL’s Rooney Rule for coaching interview opportunities. Inclusion in English football moved, however briefly, from communications campaign to procedural change. That is the through-line of his career: refusing the symbolic version of an institutional problem and pushing for the operating version. That instinct now runs at confederation scale. As Chief Football Development Officer at CONCACAF, he leads coaching education, the Pro Licence, and grassroots infrastructure across forty-one member associations from Canada to Caribbean micro-states. The work is structural. It is about who gets coached, by whom, to what standard, in which country. The credentials on paper, MBE for services to sport in Grenada and London, a Premier League career of nearly five hundred appearances, broadcast roles at BBC 5 Live and Sky, and the foundation running since 2007, are real. They matter most as evidence that the inclusion argument and the development work are not separate tracks. They are the same job done from different positions. Key speaking topics Inclusive leadership and institutional reform Race equality in elite sport and corporate parallels Talent pathways and development systems Governance and culture change in high-performance organisations Social impact through sport Leadership and resilience in competitive environments Ideal for CHROs, DEI leads and culture transformation executives examining the gap between inclusion narrative and operating change. Board and executive committees responsible for governance reform in legacy institutions. Talent and learning leaders rebuilding development pathways and progression systems. Sport, broadcast and entertainment organisations facing reputational and structural inclusion pressure. Audience outcomes A clearer picture of what it takes to convert an inclusion problem into a procedural reform with measurable obligations. A working view of how confederation-scale development systems are structured, useful by analogy for any federated organisation. Honest assessment of the personal and reputational cost of leading reform from inside a powerful institution. A grounded perspective on social impact programmes that survive past the initial press cycle.