Inclusive Leadership

Why organisations work with Clare Kenny Her role as Global Wellbeing Lead at Burberry, responsible for a strategy covering 9,000 employees globally, gives her credibility with CHROs and operational leaders alike. She built the business case for wellbeing investment at scale, not just the human one. Prior career at YSC Consulting (part of Accenture) and MindGym grounds her frameworks in leadership psychology and behavioural science, not wellness trends or personal experience alone. Her TEDx talk reframes addiction as a spectrum behaviour present in most high-performance cultures, shifting the conversation from individual stigma to a risk organisations are actively creating through their own culture. Her work on ADHD and neuroinclusion moves beyond awareness. She helps organisations identify the specific leadership and structural conditions that enable neurodivergent talent to perform, and the ones that quietly prevent it. She moves wellbeing from a programme organisations fund to a behaviour leaders practise. That shift is what determines whether culture actually changes. Biography highlights BSc in Psychology, University of Manchester Former Global Wellbeing Lead, Burberry: led the global wellbeing strategy for a 9,000-person workforce Former Head of Client Operations (Europe), YSC Consulting (part of Accenture), leadership advisory Former Client Executive, MindGym, behavioural science learning and development consultancy TEDx speaker on rethinking addiction as a spectrum issue present in high-performance environments Clients include Warner Bros Discovery, KPMG, Ministry of Justice, Channel 4, Specsavers, Fidelity International, Avanade, and HSBC Biography At Burberry, the global wellbeing strategy covered 9,000 employees across multiple continents. Building that infrastructure required a specific kind of credibility; part organisational psychology, part leadership consultancy experience, and a willingness to name what most organisations actively avoid. Clare Kenny holds a BSc in Psychology from the University of Manchester and built her professional foundations at MindGym, a behavioural science learning and development consultancy. She moved into leadership advisory at YSC Consulting (part of Accenture), running client operations across Europe. That sequence; psychology, behavioural science, leadership consulting, shapes how she approaches wellbeing as an organisational systems problem, not a personal one. Her most defining role was Global Wellbeing Lead at Burberry, where she designed and ran the company’s wellbeing strategy across its global workforce. That experience directly informs her current work with organisations including KPMG, Warner Bros Discovery, Channel 4, and the Ministry of Justice, where her focus is on psychological safety, neuroinclusion, and the leadership behaviours that create or undermine mentally healthy cultures. Clare also speaks from personal experience of ADHD, addiction, anxiety, and grief. Her TEDx talk reframes addiction as a spectrum behaviour recognisable in most high-performance environments: not a personal failing confined to a few. That willingness to name what organisations routinely avoid is what makes her work function as more than awareness-raising. It becomes a credible basis for sustained culture change. Key speaking topics Psychological safety and workplace mental health Neuroinclusion and ADHD at work Sustainable leadership under pressure Addiction and numbing behaviours in high-performance cultures Wellbeing strategy and culture transformation Leadership resilience Ideal for CHROs and people directors designing or resetting a wellbeing strategy Senior leaders and executive teams navigating burnout or culture health HR and organisational development teams in professional services, media, financial services, and retail Organisations building neuroinclusive cultures or addressing gaps in psychological safety Audience outcomes A clearer understanding of why wellbeing strategies fail to shift culture – and what actually changes leader behaviour Practical tools for recognising and responding to psychological safety issues at team level A reframed understanding of neurodivergence and addiction as organisational conditions, not individual ones Confidence to have honest leadership conversations about mental health in high-performance settings Specific practices for sustaining performance without burning people out

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 Marina Ibrahim She has run cross-cultural integration work inside named multinationals including BMW Group, Bentley, Nike, Kellogg’s, PepsiCo, BP, UBS and Deutsche Telekom, across automotive, FMCG, financial services and life sciences. Her own biography (British-German, born to a German mother and Egyptian father, bilingual in English and German) is the lived case study behind the work, which lands with international audiences in a way a single-culture expert cannot match. She brings instrument-led rigour, not opinion. GLOBE+, her signature framework, integrates Country Navigator, Wiley Everything DiSC Certified Partner, Wiley Five Behaviours Certified Partner (Lencioni’s Five Behaviours of a Cohesive Team), GlobalDISC and ICQ Growth 2.0 into diagnostic data on team performance. She has worked the British-German interface specifically, including post-merger cultural integration, where most cross-cultural speakers stay at a generic level. Externally judged: FSB West Midlands Diversity and Inclusion Award 2024 for the consultancy she founded, and Professional Speaker of the Year Staffordshire 2025. Biography highlights Founder of Globility Insights, the West Midlands-based cultural agility and inclusive leadership consultancy she established in 2011. Creator of GLOBE+, her signature cultural agility framework, used with multinational clients across automotive, FMCG, financial services and life sciences. Senior Culture Coach at Country Navigator, the cultural intelligence training platform. Federation of Small Businesses West Midlands Diversity and Inclusion Award 2024; Professional Speaker of the Year, Staffordshire 2025; Cartus Service Excellence Award 2020. Client organisations include BMW Group, Bentley, Nike, Kellogg’s, PepsiCo, EMI, Commerzbank, BP, UBS, Deutsche Telekom and Wood PLC. Wiley Everything DiSC Certified Partner; Wiley Five Behaviours Certified Partner (Lencioni’s Five Behaviours of a Cohesive Team); Country Navigator, GlobalDISC and ICQ Growth 2.0 Coach; MirrorMIRROR Certified Team Coach; NLP Practitioner; MCIM Chartered Marketer. British and German national with Egyptian heritage; bilingual English and German. Biography Most multinational organisations treat culture as a soft variable. Strategy is hard, culture is decoration. The teams running the actual work know better. They are the ones absorbing the friction when a German engineering function tries to land a project inside a Brazilian commercial team, or when a British acquirer tells a Japanese subsidiary that “nothing will change”. Marina Ibrahim has spent more than 25 years inside that gap. Through Globility Insights, the consultancy she founded in 2011, she has worked with BMW Group, Bentley, Nike, Kellogg’s, PepsiCo, BP, UBS and Deutsche Telekom on the parts of cross-cultural collaboration that do not show up on a strategy slide: trust between merged teams, decision-making across British and German operating styles, the difference between an inclusion statement and a multicultural team that actually functions. Her own profile is part of the credibility. Born to a German mother and Egyptian father, British-German, bilingual in English and German, she is the lived case study behind the work. The method is not. GLOBE+, her signature framework, runs senior teams through Country Navigator, Wiley Everything DiSC, Wiley Five Behaviours, GlobalDISC and ICQ Growth 2.0, so leaders leave with diagnostic data on how their teams actually operate, not a set of stories. In 2024, the Federation of Small Businesses named Globility the West Midlands Diversity and Inclusion Award winner, an externally judged signal that the practice she built holds up under scrutiny. For senior teams trying to make global structures actually perform, that is the relevant test. Key speaking topics Cultural agility as a competitive advantage Inclusive leadership in multinational organisations High-performing multicultural teams Post-merger cultural integration British and German business cultures and operating styles Unconscious bias and inclusive decision-making in practice Leading internationally distributed and hybrid teams Ideal for CHROs and DEI leads embedding inclusion beyond policy into team behaviour Executive teams running cross-border integrations or post-merger collaboration Global function heads managing multicultural and internationally distributed teams Leadership development programmes for senior leaders preparing for international roles Audience outcomes A working definition of cultural agility that names what behaviours actually shift performance across borders A diagnostic view of where their own multicultural teams break down, drawn from established cultural instruments rather than opinion Specific moves leaders can use the next day to manage British, German and broader European operating differences A sharper sense of where current inclusion efforts are stalling and what to do about it

Why organisations work with Neelu Kaur She treats workplace silence as a structural problem. Most speakers in this space coach individuals to be more confident; her intervention sits in meeting design and the conversational rules that decide who gets to challenge a senior idea. The Self-Trust Recession is her named diagnosis of the moment: capable leaders, surrounded by AI and competing opinion, are second-guessing themselves and outsourcing decision authority. Her Self-Trust Reset framework is the way back. Her cross-cultural lens, the collective “we” she was raised in meeting the individualistic “I” of American corporate life, makes her credible to global and AAPI audiences who have lived that gap themselves. Her tools combine cognitive and body-based techniques. The pairing of organisational psychology training (Columbia, NYU Stern) and sixteen years of yoga and Ayurveda teaching produces practical methods her audiences can apply in the next meeting they walk into. Be Your Own Cheerleader, published by Post Hill Press in January 2023, gives her work a published thesis a senior buyer can read before commissioning. Biography highlights Author of Be Your Own Cheerleader (Post Hill Press, 2023), a guide to self-advocacy that addresses the cultural gap between collective and individualistic workplace norms. MA in Social and Organizational Psychology, Columbia University, and BS from NYU Stern School of Business. Certified NLP Master Practitioner and Coach, NLP Center of New York. Client list includes Google, Bloomberg, Sony Music, RBC, Ernst & Young, and Jefferies. Featured on Morning Brew’s Good Work and TV Asia / SEEMA Network’s Sundays with Seema. Chief Guide at Chief (NYC), with over sixteen years as a yoga teacher and Ayurveda practitioner. Biography Most organisations have more talent than they have contribution. Capable people stay quiet at exactly the moments their judgement is most needed, and what looks like alignment is often silence. This is the tension Neelu Kaur takes on. Trained as an organisational psychologist at Columbia and with an undergraduate degree from NYU Stern, she has spent over fifteen years inside Fortune 500 organisations. The question her work returns to is why capable people stay quiet in the moments that matter. Her client list, which includes Google, Bloomberg, Sony Music, RBC, Ernst & Young, and Jefferies, gives her a view across financial services, consulting, and tech. Her current diagnosis is what she calls the Self-Trust Recession. Leaders are surrounded by AI tools and competing opinion, and the quiet effect is that capable people are outsourcing their own judgement. The Self-Trust Reset framework she has built around this idea is a way to recognise when fear is shaping a decision and rebuild internal authority before acting on it. The earlier strand of her work runs through Be Your Own Cheerleader (Post Hill Press, January 2023). She wrote the book out of her own experience growing up between two cultures: Indian at home, American at work. It examines why people raised in collective ‘we’ cultures struggle to advocate for themselves in workplaces built around the individualistic ‘I’. That cultural lens still shapes her work and is part of what makes her credible to global teams and AAPI audiences who have lived the same code-switch. Key speaking topics Self-trust and decision-making in high-pressure environments Self-advocacy in the workplace Cross-cultural communication in global teams The cost of consensus and over-collaboration AAPI and underrepresented voices in corporate life Burnout and sustainable leadership Ideal for Leadership teams in Fortune 500 environments where decision speed and contribution quality are the bottleneck CHROs, Chief Learning Officers, and L&D leaders building cultures of voice and accountability DEI, AAPI, and Employee Resource Group programmes looking for content that goes beyond representation language High-potential talent and mid-career professionals working across cultures in global organisations Audience outcomes A clear way to recognise when fear, perfectionism, or comparison is shaping a decision instead of judgement Behavioural tools to speak up in high-stakes moments without overshooting or shutting down A vocabulary for the cultural gap between collective and individualistic workplace norms, useful for global team conversations A diagnostic for where consensus and over-discussion are slowing the team’s decisions

Why organisations work with Karenjeet Kaur Bains She holds a Guinness World Record (42 bodyweight squats in a minute, set against a male equivalent of 34) and a Commonwealth gold, which gives her claims about pressure and preparation a weight that motivational speakers without competitive credentials cannot match. She is the first British Sikh woman to represent Great Britain at the European and World powerlifting championships, which makes her a credible voice on what representation actually costs and produces inside an institution. She qualified as an ACA Chartered Accountant and spent six years in audit at KPMG, so she speaks to professional services and corporate audiences in their own language rather than from outside it. She combines a primetime BBC platform as Athena on Gladiators with a serious athletic and professional record, which lands with employee networks, ERGs, and graduate populations in a way a single-track speaker rarely does. Biography highlights Commonwealth Powerlifting Champion; first British Sikh woman to represent Great Britain at European and World championships. Guinness World Record holder, most bodyweight squats by a woman in one minute (42 reps, 2022). ACA Chartered Accountant; six years at KPMG in audit before moving into charity finance. Athena on the BBC One reboot of Gladiators, broadcast on BBC One and BBC iPlayer. British Powerlifting Athlete of the Year, 2023 and 2024. Listed keynote speaker at the ICAEW Annual Conference. Biography Powerlifting is one of the smallest, most demographically narrow sports in Britain. The first British Sikh woman to represent Great Britain at the European and World championships is also a Commonwealth gold medallist and a Guinness World Record holder. That combination is what Karenjeet Kaur Bains brings into a room. Her route to elite strength sport ran through, not around, a professional services career. She qualified as an ACA Chartered Accountant, spent six years at KPMG in audit, and trained for international competition in the hours either side of a working day. The Guinness record (42 bodyweight squats in a minute, against a male equivalent of 34) was set in two weeks of preparation while she held a full-time charity finance role. Her account of how high performers actually structure their lives is grounded, not theoretical. Since 2024 she has appeared as Athena on the BBC One reboot of Gladiators, which has put her in front of a household audience without softening the technical seriousness of her sport. ICAEW lists her as a keynote speaker at its Annual Conference, and she has been recognised as British Powerlifting Athlete of the Year in 2023 and 2024. For HR, DEI and employee engagement leaders, the value is specific. She speaks to what it takes for someone visibly different to stay, perform, and be seen inside institutions that did not previously include her, and what employers, networks and managers can usefully do about it. Key speaking topics Representation and identity in elite environments Performance under pressure and recovery from injury South Asian women in sport and professional life Breaking cultural and gender stereotypes Resilience and the psychology of high performance Inclusive culture in professional services Ideal for CHROs, DEI leads, and employee network sponsors planning Heritage Month, IWD, or culture moments. Professional services firms briefing graduate, qualified-accountant, and women’s network audiences. Leadership and high-performance offsites looking for a credentialled athlete voice over a generic motivational one. Audience outcomes A grounded picture of what visible representation costs and produces inside an institution. A practical sense of how high performers structure preparation, recovery, and the routine work around a peak. Language for ERGs and managers on how to support employees who are first or only in their roles. A reframing of “strength”, physical and professional, that audiences can use in their own teams.

Why organisations work with Maja Jovanovic She has built an entire body of work around one specific, observable behaviour, the unnecessary workplace apology, which gives her sessions a level of practical specificity that most “women’s confidence” programming lacks. Her TEDxTrinityBellwoodsWomen talk and the follow-on TED Ideas article gave her a clearly identifiable thesis that travels beyond the room, useful for internal communications and post-event reinforcement. She works from a sociological lens rather than a self-help one, framing communication patterns as products of culture and structure, which lands well with audiences sceptical of motivational content. She has been engaged across regulated and conservative environments, including programming associated with TD Bank, RBC Financial Group and Harvard Business School, and consulted on Midol’s “No Apologies. Period.” campaign. She delivers in keynote, half-day workshop and online-course formats, viable for both flagship women’s leadership events and ongoing manager-level capability work. Biography highlights PhD in Sociology, with research focus on the sociology of women’s health. Contract and sessional faculty, Department of Sociology, McMaster University. Author of Hey Ladies, Stop Apologizing… and Other Career Mistakes Women Make (Rock’s Mills Press), with a published workbook and audiobook edition. TEDxTrinityBellwoodsWomen speaker, “How apologies kill our confidence”. Contributor to TED Ideas on workplace apology language and confidence. Consultant on Midol’s “No Apologies. Period.” campaign; broadcast appearances on Global News, CHCH and CTV’s The Social. Biography The unnecessary apology is one of the most reliable predictors of how a woman will be perceived in a meeting. Maja Jovanovic has spent over a decade studying it. As a sociologist trained at the doctoral level in the sociology of women’s health, she treats workplace communication as a social phenomenon, not a personality trait, which is what gives her work its bite. Her book, Hey Ladies, Stop Apologizing… and Other Career Mistakes Women Make, names a category of behaviour that most leadership programmes gesture at but rarely isolate. The argument is straightforward. Women in professional settings apologise reflexively in moments that do not call for it, and each instance erodes credibility with the stakeholders who decide who gets sponsored. The book has appeared in multiple editions through Rock’s Mills Press, alongside a workbook and audiobook. The thesis travelled further through her TEDxTrinityBellwoodsWomen talk, “How apologies kill our confidence”, and a TED Ideas feature that her own site identifies as the platform’s most-read piece of 2019. That visibility has translated into corporate workshops with audiences at TD Bank, RBC Financial Group and Harvard Business School programming, plus consulting work on Midol’s “No Apologies. Period.” campaign. What sets her apart in the women’s leadership speaker pool is her refusal to generalise. She does not talk about confidence as an attitude. She talks about confidence as a set of identifiable speech acts, written and spoken, that can be observed, measured and changed inside a quarter, the form of intervention that operations-minded HR and DEI functions can actually use. Key speaking topics Workplace communication and gendered language patterns Confidence as a learnable behaviour Apology language and professional credibility Imposter syndrome and structural bias Allyship and male sponsorship in mixed teams Perfectionism and people-pleasing at work Women’s leadership and career progression Ideal for CHRO, Chief Diversity Officer and DEI leads designing women’s progression programmes Heads of Talent and Learning building manager and high-potential curricula Employee resource group and women’s network leads booking flagship events Financial services, professional services and regulated-industry firms running women’s leadership tracks Audience outcomes A sharper, sociologically grounded vocabulary for naming the communication patterns that limit progression. Specific edits to spoken and written language that audiences can apply the next working day. A reframe of confidence as observable behaviour rather than personal trait, coachable at scale. A clearer view of where individual habit ends and organisational culture begins, useful for managers and sponsors.

Why organisations work with Dan Edwards He has actually led a large public-sector workforce through a sustained cultural rebuild, including pandemic-era disruption, rather than describing the work from a consultancy seat. His talks come with named, road-tested models, the 5Cs of Improvement and Repositioning Doughnuts among them, that translate cleanly out of education into any large operational workforce. He is one of the few credible male voices speaking publicly about psychological safety and male mental health in front-line teams, through his MENtal Health talk. The delivery is performer-grade. He has a stand-up and stage background that keeps a senior audience with him through difficult material on wellbeing and morale. His creative business, 52 Stone Film, is built around employment pathways for underrepresented groups, which gives him direct operating experience of inclusion as a workforce outcome rather than a values statement. Biography highlights Founder and CEO of 52 Stone Film, a Leicester-based TV and film production company built on filmmaking and education. Former Principal of a large inner-city primary school in Leicester; prior Executive school leadership roles. Drama teacher background in inner-city secondary schools; entered teaching as a mature trainee via night school after leaving school with two GCSEs. Speaker at the SSAT Primary Conference 2021 on leading a school community through the coronavirus pandemic. Host of two podcasts, Dan Edwards Has Questions and A Quiet Night’s Sleep. Stage performer and writer; “The Sound of Muzak” was nominated for the Audience Choice Award at the 2024 Leicester Comedy Festival. Biography Large workforces have absorbed five years of change, and the cultural cost is now visible in engagement scores, sickness data, and middle-management churn. Edwards spent the worst of that period running a large inner-city primary school in Leicester, holding a staff body and parent community together when the national playbook for leadership had stopped working. That job, and the executive school leadership work that followed, is the substance behind his keynote material. The 5Cs of Improvement and Repositioning Doughnuts are not theoretical frameworks; they are the models he built to keep a school improving while wellbeing was collapsing. The translation into corporate settings is direct, because the underlying tension, leading people through sustained pressure without burning them out, is the same. Edwards now runs 52 Stone Film, a Leicester production company with a deliberate mandate to build employment pathways for underrepresented groups. That gives him a second, current operating vantage point on culture, inclusion, and creative discipline inside a working business, which keeps the talks from drifting into nostalgia for the education world. The delivery is the differentiator at the senior end. A stand-up and theatre background, including a 2024 Leicester Comedy Festival nomination for “The Sound of Muzak”, means his keynotes on staff mental health and male psychological safety land in front of audiences that have heard the standard wellbeing pitch too many times. Key speaking topics Organisational culture and staff wellbeing Authentic and humane leadership Male mental health and psychological safety at work Creativity and innovation in large workforces People development and change leadership Inclusion through employment and creative pathways Ideal for HR and people directors in large, change-fatigued workforces CEOs and executive leadership teams rebuilding culture after restructure or sustained disruption Leadership development programmes and middle-management conferences Public sector, education and healthcare leadership audiences Audience outcomes A working language for the difference between performative wellbeing and substantive cultural change. Two named models, the 5Cs of Improvement and Repositioning Doughnuts, applied to their own organisational context. A more honest internal conversation about male mental health and psychological safety on the front line. Specific reference points for leading a workforce through prolonged pressure without losing it.

Why organisations work with Jane Dougall Live news discipline transfers directly to the stage. She runs a corporate panel the way she runs a BBC studio segment: tight timing, controlled handovers, and a clear line of questioning that does not drift. She handles awkward moments without making them awkward. A guest who refuses the question, a panellist who dominates, a technical failure on stage; the audience sees a host in command rather than a host coping. She brings a credible second voice on women’s sport. Having co-created Sportswomen, the first dedicated women’s sport programme on British television, and hosted the Scottish Women’s Football Awards since 2018, she can hold a substantive panel on the commercial rise of the women’s game. She is comfortable across formats. Awards host, conference moderator, fireside interviewer, after-dinner speaker; the same journalistic discipline carries across. Biography highlights BBC sports news presenter, regular on BBC Breakfast, BBC World, and the Six and Ten O’Clock News. Co-creator and former presenter of Sportswomen at Sky Sports News. Previous senior reporting roles at Sky News, Channel 5 and ITV Granada. Host of the Scottish Women’s Football Awards since 2018. On-air coverage of UEFA Women’s EURO 2025, UEFA EURO 2024, FIFA Women’s World Cup 2023, alongside US political coverage and Hurricane Katrina. More than twenty years in live broadcast journalism. Biography A corporate event is a piece of live television without a producer in the gallery. Run badly, the audience drifts. Run well, the room leaves with something useful. The hosts who do this best are usually people who have spent years on live news, where the consequences of losing the thread are visible in real time. Jane has been a BBC sports news presenter for more than five years, with regular appearances on BBC Breakfast and the Six and Ten O’Clock News. Before the BBC she spent a long period at Sky Sports News, where she co-created and fronted Sportswomen, the first British television programme dedicated exclusively to women’s sport. Earlier in her career she reported for Sky News, Channel 5 and ITV Granada, covering Hurricane Katrina and US presidential politics among other assignments. Two strands matter for corporate buyers. The first is the hosting and moderation discipline that comes from twenty years of live work: pacing, listening, controlled interruption, the ability to keep a panel moving when a guest is dodging the question. The second is a credible second-string keynote on the commercial rise of women’s sport, supported by her ongoing role as host of the Scottish Women’s Football Awards since 2018 and on-air coverage of UEFA Women’s EURO 2025 and the FIFA Women’s World Cup 2023. The strongest brief for Jane is a conference, awards night, or leadership event where the organisation needs a host who reads the room as carefully as a newsroom reads a developing story. Key speaking topics Event hosting and emcee Panel moderation and fireside interviews Awards ceremony hosting Women’s sport: commercial growth and media coverage Sports journalism and broadcast storytelling Representation and inclusion in sport Ideal for Marketing, brand and communications leaders running flagship customer or partner conferences. HR and DEI leads programming events around inclusion, representation or women in leadership. Sponsorship, partnerships and rights teams across sport and sport-adjacent brands. Awards organisers and industry associations needing a senior host on the night. Audience outcomes A panel that stays on the question and ends on time. A clearer view of why women’s sport is now a serious commercial category rather than a CSR line. Difficult questions asked of senior panellists without the room tightening. An event that feels professionally run rather than improvised.

Why organisations work with Eleanor Mills She has built the most detailed evidence base in the UK on ABC1 women aged 45 to 60, including partnership research with HSBC on midlife female entrepreneurs and with Accenture on the economic power of women over 45. She names a category most boardrooms still treat as a footnote, the “Queenager”, and gives employers and brands a working vocabulary for talent retention, marketing strategy and product design aimed at this group. She has 22 years of editorial authority at The Sunday Times, including running the magazine when it won Supplement of the Year at the 2018 Press Awards, which gives her communications work with senior leaders genuine craft behind it. Her book, Much More to Come (HarperCollins, 2024), turns midlife transition into a leadership story about reinvention after redundancy, divorce and caring responsibilities, the same pressures organisations are failing to design around. She convenes a 50,000-strong community at Noon, which means her insight is continually refreshed by the audience itself, not drawn from a one-off study. Biography highlights Founder and Editor-in-Chief, Noon (noon.org.uk), launched 8 March 2021. Former Editorial Director of The Sunday Times and Editor of The Sunday Times Magazine, 1998 to 2020. Chair of Women in Journalism, 2013 to 2021. Author of Much More to Come (HarperCollins, 2024), a Sunday Times bestseller; co-editor of Cupcakes and Kalashnikovs (2005). Recipient of the International Alliance for Women World of Difference Award (2012); editor of the Press Awards Supplement of the Year (2018). Research partnerships with HSBC (Fearless and Thriving) and Accenture (The Rise of the Queenager). Biography The most economically active female demographic in Britain is also the one most likely to leave senior roles before reaching the top. Women aged 45 to 60 hold disposable income, household decision-making power and decades of operating experience, yet employers and consumer brands consistently underestimate both their commercial weight and their willingness to stay. This is the gap Eleanor Mills has spent the last five years documenting. After 22 years at Times Newspapers, including running The Sunday Times Magazine when it won Supplement of the Year at the 2018 Press Awards, she left in March 2020 and founded Noon on International Women’s Day 2021. Noon is now a 50,000-strong community and a research platform, with partnership studies for HSBC on midlife female entrepreneurs and Accenture on the economic power of women over 45. Her book Much More to Come (HarperCollins, 2024) extends that argument into the territory of reinvention. It draws on her own redundancy and the pressures her readers describe: menopause, divorce, empty nests, caring for elderly parents, second careers. The book reframes midlife as a productive stage organisations should design around, not write off. For a senior buyer, the value is precise. She gives a board the vocabulary, the data and the editorial sharpness to act on a workforce and consumer segment most strategy decks treat as a rounding error. Key speaking topics Women in midlife as a talent and consumer category Retention of senior women through menopause and caring years Reinvention after redundancy and career disruption Marketing and brand strategy for women over 45 Personal storytelling in leadership communication Resilience in transition Ideal for CHROs and talent leaders designing retention strategies for senior women CMOs and brand leaders targeting the over-45 female consumer Boards reviewing DEI and culture beyond entry and mid-career pipelines Leadership programmes for women navigating career and life transitions in their forties and fifties Audience outcomes A working definition of the Queenager category and what makes it commercially distinct Specific intervention points where organisations lose senior women, and what changes the curve Evidence drawn from named partnership research with HSBC and Accenture, not generic DEI argument A reframing of midlife transition as a leadership and reinvention story rather than a wellness theme

Why organisations work with Kadeena Cox A first-hand account of rebuilding performance from zero after a stroke and an MS diagnosis at 23, then competing at world-record level across two different Paralympic sports. Substantive content on inclusion in elite environments, drawn from founding and running the KC Academy in partnership with the Rapha Foundation and SportsAid. A track record that is publicly verifiable at the highest level of British sport: golds at Rio 2016, Tokyo 2020, and Paris 2024, plus OBE in 2022. Direct experience of the daily decision-making required when a body and a schedule cannot be relied on, which translates cleanly into leadership audiences operating under sustained uncertainty. Biography highlights Five-time Paralympic gold medallist (Rio 2016, Tokyo 2020, Paris 2024) in athletics and cycling First British Paralympian since 1984 to win golds in two different sports at the same Games OBE for services to athletics and cycling (2022); MBE (2017) Founder of the KC Academy, in partnership with the Rapha Foundation and SportsAid Winner, BBC Celebrity MasterChef Series 16 (2021) World record holder, C4 500m time trial Biography The Rio 2016 Paralympics produced an outcome no British athlete had achieved in 32 years. Kadeena Cox won gold in two different sports at the same Games, in T38 400m athletics and C4-5 500m cycling, two years after a stroke and a diagnosis of multiple sclerosis at the age of 23. The cycling time was faster than any able-bodied Team GB rider had produced at an Olympic or Paralympic Games. Tokyo 2020 and Paris 2024 added further golds, including a world record in the C4 500m time trial and a team sprint title alongside Jaco van Gass and Jody Cundy. The arc matters less for the medal count than for what it required operationally: training programmes built around a condition that does not behave predictably, and a competitive schedule that had to absorb that reality without losing edge. In 2021 Cox founded the KC Academy, which works with SportsAid and is supported by the Rapha Foundation to identify and fund cyclists from ethnically diverse backgrounds entering the British high-performance pathway. She is the only Black British cyclist to have won Olympic or Paralympic gold, and the Academy is her response to the structural reasons that statistic exists. Her speaking work draws on both strands: the discipline of competing when the body is unreliable, and the institutional work of changing who gets to be in the room at elite level. She was appointed OBE in 2022 for services to athletics and cycling, having received the MBE in 2017. Key speaking topics Resilience and recovery after diagnosis Composure and decision-making under physical and competitive pressure Inclusion as a high-performance capability Building structures for underrepresented talent Mental health and sustained performance Adapting goals when conditions change Ideal for Leadership offsites and conferences focused on resilience, change, or sustained performance under pressure DEI, talent and culture leads working on inclusion in high-performance settings Employee resource groups, particularly disability, race, and wellbeing networks Internal events marking transitions, restructures, or recovery moments Audience outcomes A concrete sense of what resilience looks like as a daily operational practice, not a value statement A reframed view of inclusion as a performance lever, grounded in the KC Academy’s specific work Honest language for talking about mental health and physical limits inside high-pressure teams Renewed confidence in setting ambitious goals when the operating environment is unstable

Why organisations work with Nicky Moffat Direct experience of leading 4,500 officers and soldiers at the Army Personnel Centre, giving her a practical authority on leadership at scale that few civilian speakers can match. A working definition of inclusive leadership built inside an institution where she was, for years, the only woman in the room at her level. Not a theoretical position. A track record of supporting ministerial decision-making during live operations in Iraq, Afghanistan and Sierra Leone, which translates into credibility with senior leaders facing high-stakes calls under public scrutiny. Story-led delivery grounded in named events and decisions, so the leadership argument lands as a worked example rather than a model on a slide. Biography highlights Brigadier, British Army, 2009 to 2012; highest-ranking woman in the service during that period. Appointed CBE in the 2012 New Year Honours. Former military Private Secretary to the Secretary of State for Defence, Geoff Hoon. Named among BBC’s 100 Women in 2014. Primary instructor on BBC’s Secret Agent Selection: WW2 (2018), released on Netflix as Churchill’s Secret Agents: The New Recruits. Founder of What Good Leadership Looks Like, working with organisations in financial services, energy, law, healthcare, construction, transport and media. Biography Leading 4,500 people through continuous restructure tests every assumption a leader has about authority, communication and the limits of their own composure. Nicky Moffat did exactly that as the most senior woman the British Army had, running the Army Personnel Centre and serving as Brigadier from 2009 to 2012. Her career before that was unusual in its proximity to live decisions. As military Private Secretary to the Secretary of State for Defence, she was in the room as ministers made calls on operations in Iraq, Afghanistan and Sierra Leone, and during the UK’s Foot and Mouth response. That work shaped a view of leadership as something that has to function under public scrutiny, not in a workshop. She was appointed CBE in 2012. Since leaving the Army she has built What Good Leadership Looks Like, a practice that works with senior teams in financial services, energy, law, healthcare, construction, transport and media. The work centres on a question most large organisations now have to answer: how do you keep a workforce engaged and performing through restructure after restructure? She approaches inclusion as part of the answer rather than a parallel conversation, having spent much of her own career as the only woman of her rank in the room. She was named among BBC’s 100 Women in 2014 and was the primary instructor on the BBC series Secret Agent Selection: WW2, broadcast in 2018 and released internationally on Netflix as Churchill’s Secret Agents: The New Recruits. Key speaking topics Inclusive leadership Leading through transformational change Building leadership culture at scale High-performing teams Career transition and self-leadership Women in senior leadership Ideal for CEOs and executive committees holding the line through restructure CHROs and people directors rebuilding leadership benches Senior women’s networks and emerging leader programmes Boards and partnerships in financial services, energy, law, healthcare, construction, transport and media Audience outcomes A sharper read on what inclusive leadership actually requires of senior leaders, beyond statements of intent Specific behaviours to keep teams engaged through repeated structural change A reference point for leading at scale drawn from inside one of the UK’s largest hierarchical institutions Practical language for the harder parts of senior leadership, including being the only one of your kind in the room

Why organisations work with Poppy Murray She built the BE LADS Campaign on a single operational question, what can men and boys do to help women feel safer, and turned it into training that police forces, regulators, and large employers buy. Her consultancy, Transformative Culture Consultancy, is one of the few in the market designed specifically around the Worker Protection (Amendment of Equality Act) duty that came into force in October 2024. She has delivered to Tesco Mobile, WSP, Butterfield Bank, the Chelsea FC Foundation, the Royal British Legion, and the City of London Crime Prevention Association. The client list crosses corporate, sport, charity, and policing. The National Police Chiefs’ Council named her runner-up in Making Safer Spaces in 2024, one of only two civilians recognised from 170 nominations. The credential is operational, not honorary. She works without blame or division. Audiences of men leave with something to do, which is why HR and culture leaders book her where other formats have stalled. Biography highlights Founder, BE LADS Campaign, 2021 Co-founder and Director, Transformative Culture Consultancy Global Ltd, 2024 UN Women UK Delegate, 68th Commission on the Status of Women, 2024 Runner-up, Making Safer Spaces, National Police Chiefs’ Council VAWG Recognition Event, 2024 Founder, SafetyNet Guernsey Trustee, Lloyds Bank Foundation for the Channel Islands, since December 2021 Biography The Worker Protection Act put a positive duty on UK employers to prevent sexual harassment before it happens. It moved the question from “how do we handle a complaint” to “how do we change the culture that produced it,” and most organisations are now working out what that means in practice. Poppy Murray works in that gap. She co-founded Transformative Culture Consultancy Global with Brooke Jarvis in 2024, building prevention training that maps directly onto the new legal duty and the operational reality of the workplaces buying it. The firm’s clients sit across corporate, sport, charity, and policing, including Tesco Mobile, WSP, Butterfield Bank, the Chelsea FC Foundation, the Royal British Legion, and the City of London Crime Prevention Association. Her authority on the subject is built on the BE LADS Campaign, which she founded in March 2021 after the murder of Sarah Everard. The campaign asked a precise question, what can men and boys actually do to help women feel safer, and turned the answer into training that engages men without blame. The National Police Chiefs’ Council named her runner-up in Making Safer Spaces in 2024, one of only two civilians recognised from 170 nominations. Her professional background spans journalism, law, finance, and retail, which shapes how she handles sensitive material in front of mixed audiences. She is a UN Women UK Delegate, a trustee of the Lloyds Bank Foundation for the Channel Islands, and the founder of SafetyNet Guernsey, where her “It’s only a touch” campaign placed the criminal penalties for sexual assault in front of the night-time economy in plain language. Key speaking topics Sexual harassment prevention and the Worker Protection Act Workplace culture and safety as a leadership responsibility Engaging men as allies in gender safety Violence against women and girls in corporate and public settings Behavioural change and bystander intervention Inclusion without blame or division Ideal for CHROs and Heads of People preparing for the Worker Protection Act duty DEI, culture, and ER leads designing harassment prevention beyond e-learning Boards and ExCos in regulated and customer-facing industries reviewing safeguarding exposure Police, justice, and public safety leaders working on VAWG prevention Audience outcomes A clear read of what the Worker Protection Act actually requires of employers and where most are still under-prepared A practical framing of male allyship that male audiences engage with rather than resist Specific bystander and intervention behaviours that translate from keynote to workplace A way to talk about VAWG in a corporate setting without losing half the room A model for connecting culture, safety, and inclusion as one operating question, not three