Inclusive Leadership

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 Wema Hoover She ran global DEI inside four of the most scrutinised employers in the world: Google, Pfizer, Sanofi and Bristol-Myers Squibb. The advice is shaped by what survives in regulated, multinational environments. She separates the politics of DEI from the operating substance, which lets boards keep the practice going without the labels that now invite litigation and activist pressure. Her work covers the full stack: hiring, promotion, belonging, manager capability, and how leadership teams behave under public scrutiny. Not awareness training. She writes for Fast Company on the structural questions, gender investment, leadership double standards, beyond the DEI backlash, which means buyers get a thinker, not a workshop facilitator. Coqual Hidden Brain Drain Task Force membership signals she works alongside the most serious researchers in this field, not adjacent to them. Biography highlights Former Global Head of Diversity, Equity and Inclusion at Google Former Chief Diversity Officer / Global Head of DEI at Pfizer, Sanofi and Bristol-Myers Squibb Published contributor at Fast Company, Inc. and Diversity Magazine Member, Coqual Hidden Brain Drain Task Force Board member, Ten By Three MSc Human Resource Management and Master’s Certificate in Organizational Change Management, The New School; BA Psychology, Rutgers; GPHR certified Biography The DEI conversation has fractured. Court rulings, shareholder activism and political pressure have made the language toxic in some markets, while the underlying organisational questions, who gets hired, who gets promoted, who feels they belong, are now more commercially material than they have been in a decade. Wema Hoover spent the last fifteen years running that practice inside large, regulated, global employers. As Global Head of DEI at Google, and in equivalent senior roles at Pfizer, Sanofi and Bristol-Myers Squibb, she designed and operated inclusion programmes in the kinds of environments where the work has to clear legal, board, regulator and workforce scrutiny. That operator background is what makes her useful now. She is not arguing for DEI as a value; she is showing leadership teams how to keep the operating substance, hiring discipline, manager capability, advancement pipelines, belonging metrics, without the rhetorical scaffolding that has become a liability. Her Fast Company writing and her “Beyond the DEI Backlash” work track the same argument in public. She holds an MSc in Human Resource Management and a Master’s-level Certificate in Organizational Change Management from The New School, a BA in Psychology from Rutgers, and a Global Professional in Human Resources certification. She sits on Coqual’s Hidden Brain Drain Task Force, the working group most senior corporate DEI heads consult on talent equity research. Key speaking topics Inclusion strategy after the DEI backlash Belonging and culture inside global, regulated employers Women’s advancement, sponsorship and the leadership double standard Manager capability for inclusive teams Cross-cultural leadership in multinational workforces Executive coaching for senior leaders navigating cultural change Ideal for CHROs and Chief People Officers managing inclusion programmes through political and legal headwinds Boards and ExCos that need to reset their position on DEI without abandoning the substance Global employers with regulated workforces (pharma, tech, financial services) where inclusion is tied to talent risk Senior leadership development programmes for newly promoted women and underrepresented executives Audience outcomes A clear read on what has changed in the DEI landscape, in the US and globally, and what that means for their own programme design A working distinction between inclusion as compliance theatre and inclusion as operating capability Practical decisions on which existing initiatives to keep, which to retire and which to rename Confidence in how to brief their board on DEI in the current environment without overpromising or retreating A sharper view of where sponsorship and advocacy, not training, actually move the dial on women’s advancement

Why organisations work with Onyeka Nubia Brings primary-source historical research to a conversation that has become dominated by opinion and ideology, giving inclusion content intellectual credibility rather than activist framing. Has spent a decade rewriting how British history teaches diversity, with seminars in roughly half of UK universities that teach history, so the methodology travels into corporate contexts with academic weight. Author of Blackamoores and England’s Other Countrymen, the two reference works most cited in debates on Black presence in pre-modern Britain. Reframes a contested topic on factual ground. Equally comfortable at the Houses of Parliament, the National Portrait Gallery and on BBC and Channel 4 history programming, which means the register adjusts to the room without losing substance. Useful precisely because he does not sound like a DEI consultant. The frame is historical, cultural and intellectual, which is the register many boards now prefer. Biography highlights Assistant Professor, Department of History, University of Nottingham Fellow of the Royal Historical Society Advance HE National Teaching Fellow, recognised for embedding diversity in university history curricula Author of Blackamoores: Africans in Tudor England (2013) and England’s Other Countrymen: Black Tudor Society (2019) PhD by publication, University of East Anglia Keynote presenter at the Houses of Parliament, the National Portrait Gallery and the National Portrait Gallery of Scotland Television contributor for BBC’s Digging for Britain and History Cold Case, Channel 5’s Walking Victorian Britain, and Channel 4’s London’s Lost Graveyard and The Queens Who Changed the World Over fifty articles in History Today, BBC History Magazine, European History Quarterly and the Times Literary Supplement Biography For most of the last decade, the inclusion conversation inside large organisations has been carried by HR language and political framing. That register is now strained. Boards want substance, not slogans, and the people leading inclusion work need a deeper well to draw from. Onyeka Nubia offers that well. As Assistant Professor of History at the University of Nottingham and a Fellow of the Royal Historical Society, his research has rewritten what is known about Black presence in pre-modern Britain. Blackamoores and England’s Other Countrymen are now standard references on Tudor diversity, drawn from parish registers, court records and primary archives rather than secondary commentary. The Advance HE National Teaching Fellowship recognises a parallel achievement: a body of curriculum work, delivered in roughly half of the UK universities that teach history, that has changed how the subject is taught. The methodology, evidence first, identity later, is exactly what corporate audiences are reaching for as the DEI conversation moves out of advocacy and into substance. His broadcasting work, from Digging for Britain to The Queens Who Changed the World, sharpens the public-facing register. The audience he is most useful to is a senior leadership team that wants to keep talking about inclusion seriously, without the language that has stopped working. Key speaking topics Black British history and the Tudor period Cultural intelligence and national identity Diversity, equity and inclusion grounded in historical evidence Decolonising knowledge and curriculum Race, otherness and the British imagination Renaissance and pre-modern multiculturalism Storytelling and historical method Ideal for CHROs and heads of inclusion looking to reset the intellectual frame for their DEI work Boards and executive teams under pressure on the politics of inclusion who want substance over signalling Cultural and educational institutions reviewing how they curate history, identity and audience Leadership development programmes that want a serious treatment of cultural intelligence Audience outcomes A historically grounded language for diversity and identity that holds up to scrutiny A clearer view of how British national identity has been constructed, and what that means for inclusion now Confidence to lead inclusion conversations on evidence rather than ideology Exposure to the primary sources that reshape commonly held assumptions about race in British history A sharper sense of how curriculum and culture change actually happens inside institutions

Why organisations work with Rachel DeAlto She brings a working framework for relatability that translates a soft concept into specific leader behaviours, sourced from her own research and applied across Fortune 500, government and nonprofit settings. Her dual training in law and psychology gives her credibility with both legal-minded executives and people-function leaders, two audiences that often talk past each other on culture work. As Chief Connection Officer at Match Group, she works inside a business whose product is human connection at scale, which gives her examples that land with commercial audiences rather than HR-only ones. She holds the Certified Speaking Professional designation and has worked across more than 200 national media platforms, so the delivery is polished without sliding into performance. The work is built for multigenerational teams specifically, which is where most leadership programmes fail in practice. Biography highlights Chief Connection Officer at Match Group, parent company of Match.com, Tinder and Hinge. Author of The Relatable Leader and relatable, both published by Simon & Schuster. TEDx speaker; Being Authentic in a Filtered World featured on TED.com. Television expert on Lifetime’s Married at First Sight and TLC’s Kate+Date. Certified Speaking Professional, National Speakers Association. JD, Seton Hall University; MA in Psychology, Arizona State University; BA in Communications, Syracuse University. Biography Most organisational culture problems present as engagement problems first. People stop volunteering ideas, hand-offs get sloppy, turnover ticks up in the wrong roles. The diagnosis is usually slower than the decline. Rachel DeAlto’s argument is that what looks like disengagement is often a relational deficit at the leader level, and that the deficit is fixable with specific skills rather than slogans. Her two books, relatable and The Relatable Leader, both published by Simon & Schuster, build the case. The first sets out how people connect with each other under conditions of distraction, filtering and fatigue. The second turns the argument toward leadership and the practical question of how a senior manager builds trust quickly across a workforce that spans five generations and several working modes. DeAlto’s background is unusual for the topic. She trained as an attorney at Seton Hall, holds a master’s in psychology from Arizona State, and now serves as Chief Connection Officer at Match Group, where connection is the commercial product. That combination shapes the work. She speaks the language of executives, draws on psychological research rather than anecdote, and tests her frameworks against a business whose users vote on connection every day. The audience is corporate, but the substance is granular. Whitepapers on the multigenerational workforce, signature programmes on customer experience and sales relatability, and a Certified Speaking Professional designation that signals a craft-level investment in delivery. The closing claim is not that culture is everything. It is that culture is built from countable leader behaviours, and those behaviours can be taught. Key speaking topics Relatability and human connection Leadership and team performance Multigenerational workforce dynamics Communication and emotional intelligence Customer experience and relatable sales Organisational culture and engagement Ideal for CHROs and chief people officers building engagement and retention strategy Senior leaders managing newly hybrid or distributed teams Sales and customer experience leaders rebuilding trust in long-cycle buyer relationships Leadership development teams designing programmes for multigenerational workforces Audience outcomes A vocabulary and a framework for relatability that turns a soft concept into observable leader behaviours A clearer view of where engagement breaks down inside multigenerational teams and what to do about it Specific tactics for building trust at speed in hybrid and high-turnover environments A shift in how senior leaders think about communication, from broadcast to connection

Why organisations work with Furkan Karayel She speaks to engineering leaders as a former engineer. Ten years across multinational tech firms in Ireland gave her a working vocabulary for the room. Inclusive Intelligence, her book, gives line managers a behavioural framework rather than a values statement. It is the artefact she leaves with leadership teams. She lectures on the Equality, Diversity and Inclusion Master’s programme at Dún Laoghaire Institute of Art, Design and Technology. The academic grounding sits alongside the practitioner experience. She has been recognised by named bodies including the WomenTech Global Awards and the International Diversity Leadership Awards, and sits on the Harvard Business Review Advisory Council. Biography highlights Founder and Managing Director, Diversein.com Author, Inclusive Intelligence: How to be a Role Model for Diversity and Inclusion in the Workplace Associate lecturer, EDI Master’s programme, Dún Laoghaire Institute of Art, Design and Technology Board member, Women For Election Ireland Speaker of the Year, WomenTech Global Awards Member, Harvard Business Review Advisory Council Biography Most inclusion programmes inside technology companies are designed by people who have never written production code. That gap shows up in the language, the metrics and the interventions. Furkan Karayel started her career as a software systems test engineer in Athlone, then spent a decade across multinational tech firms in Ireland in DevOps, automation, integration and support roles. She founded Diversein.com when she realised that, in her words, the action piece behind the diversity vocabulary was missing. The work that followed is documented in Inclusive Intelligence, a book written for line managers rather than chief people officers. It treats inclusion as a leadership behaviour, observable and learnable, not a values position. The framework has carried into her teaching on the Equality, Diversity and Inclusion Master’s programme at Dún Laoghaire Institute of Art, Design and Technology, where she lectures alongside her commercial work. Her credentials sit across academic, commercial and civic categories. She holds a seat on the Harvard Business Review Advisory Council, serves on the board of Women For Election Ireland, and was named in the EUClid Network’s Top 100 Women in Social Enterprise. Named awards include Speaker of the Year at the WomenTech Global Awards and the Diversity and Inclusion Role Model in Business honour from the International Diversity Leadership Awards. For technology businesses that have already invested in DEI and want a more useful conversation than the one they have been having, Karayel offers a practitioner’s argument rooted in the realities of engineering culture. Key speaking topics Inclusive leadership in technology organisations Women in tech retention and progression Cultural intelligence across multilingual teams Bias-free decision-making for line managers Authentic leadership development Female founder and entrepreneur enablement Ideal for Engineering and product leadership teams inside multinational tech businesses CHROs and heads of DEI under pressure to convert programme spend into behavioural outcomes Women-in-tech networks and ERGs seeking content with technical credibility Conferences serving founders, female entrepreneurs and STEM professionals Audience outcomes A behavioural definition of inclusion managers can apply on Monday Specific practices for reducing bias inside engineering and product decisions A clearer view of why technical women leave, and what changes the equation Language for inclusive leadership grounded in lived practitioner experience

Why organisations work with Rosie and Mollie Kmita They host with the fluency of working broadcasters. Both co-front Sky Sports’ Barclays Women’s Championship Show and the Broadcast Award-winning show The Dub, and bring the same standard to corporate stages, awards nights, and panels. They built The Powerhouse Project from inside the game. Not a sponsorship vehicle. A working leadership pipeline that has supported more than 60 women through the UEFA B Prep Programme since 2022, with Nike, the FA, and Google Pixel as operating partners. They speak credibly on representation because they are the data point. Rosie’s career as a British Asian professional footballer makes their advocacy specific rather than general. They convert lived industry experience into actionable talking points for HR, ED&I, and brand audiences who are tired of generic diversity content. Biography highlights Co-founders of The Powerhouse Project, a women’s leadership initiative in football and sports media, partnered with Nike, The FA, Football Beyond Borders, and Google Pixel Co-hosts of Sky Sports’ Barclays Women’s Championship Show Hosts of The Dub, the Sky Sports and Snapchat show that won a Broadcast Award Former professional footballers with playing time at Tottenham Hotspur, West Ham United, Brighton and Hove Albion, and others Regular contributors to Soccer AM, BBC One’s MOTDx, and Sky Sports News’ The Football Show Brand work with Nike, Google Pixel, FIFA, Pepsi, Expedia, Snapchat, SoccerX Biography Women’s football has changed faster in the last five years than in the previous fifty. The pipeline behind it has not kept pace. Coaching qualifications, broadcast access, media production roles, and senior executive routes remain structurally narrow, particularly for women from ethnically diverse backgrounds. The Kmita twins built The Powerhouse Project to widen that pipeline from inside the industry. Rosie and Mollie grew up in north London and played professionally at Tottenham Hotspur, West Ham United, Brighton and Hove Albion, and other clubs across the women’s pyramid. Rosie was one of two existing players retained when West Ham received their FA Women’s Super League franchise in 2018. Both retired into broadcasting and now co-host Sky Sports’ Barclays Women’s Championship Show and The Dub, the Sky Sports and Snapchat show that took a Broadcast Award. The Powerhouse Project, launched in 2021, is the substantive work. The UEFA B Prep Programme run with the FA and Nike has supported more than 60 women coaches since 2022. The Pixel FC Academy, run with Google, develops young women into sports media careers across broadcast, production, and written press. The partners are operating partners, not logo sponsors, and the cohort numbers grow each year. For corporate audiences they bring two things at once. Hosting craft built on national broadcast experience, and a substantive, working point of view on representation, female leadership, and how to actually move people through an industry pipeline rather than just talk about it. Key speaking topics Women’s leadership in sport and media Representation and ethnically diverse pathways in male-coded industries Building leadership pipelines through programme partnerships Female empowerment and career progression Awards hosting, panel moderation, and event facilitation Broadcasting and on-camera presence Ideal for ED&I, HR, and people leaders building representation pipelines beyond awareness campaigns Brand and marketing teams designing women’s sport and youth-facing activations Conference organisers needing a host or moderator with broadcast fluency on women’s leadership and sport panels Internal women’s network events and ERG showcases Audience outcomes A clearer view of what an operating leadership pipeline looks like compared to a sponsorship-led ED&I programme Direct industry perspective on the barriers women from ethnically diverse backgrounds face in sport and media, and what removes them A worked example of building an external initiative alongside a primary career Energy and craft on stage from two practitioners who host professionally for a living

Why organisations work with Sophie Morgan A founder credential rather than a commentator one. Morgan built Rights On Flights into the Assisted Air Travel Act, presented at the House of Commons in September 2023, after airline mishandling destroyed her wheelchair. Operator-grade media reach. Nearly a decade as a Channel 4 lead Paralympics presenter, NBC Paralympics host, Loose Women regular, and Conde Nast Traveller columnist gives her the platform to test what inclusion language actually lands. A production-company perspective on representation. Through Making Space Media, her first-look deal with Reese Witherspoon’s Hello Sunshine, she sits inside the commercial machinery of disability storytelling rather than commenting on it. A presenter who can host the room, not only speak from a lectern. Awards hosting, panel chairing and on-stage interview work are part of her core offer, useful when the brief is to run an event rather than fill a keynote slot. Biography highlights Lead presenter on Channel 4’s coverage of the Summer Paralympic Games for nearly a decade; presenter on NBC’s US Paralympics coverage. Author of Driving Forwards (Sphere/Little, Brown, 2022), a memoir on life after spinal cord injury. Founder of the Rights On Flights campaign; the Assisted Air Travel Act was presented at the House of Commons in September 2023. Co-founder of Making Space Media with Keely Cat-Wells, with a first-look unscripted deal with Reese Witherspoon’s Hello Sunshine. Regular panellist on ITV’s Loose Women; presenter of Living Wild, Fight to Fly, and Crufts; contributor to BBC Horizon, The One Show and Channel 4’s No Go Britain. Patron of Scope, Back Up and Human Rights Watch; voted into the UK’s Top 10 most influential people with a disability three years running. Biography A wheelchair was destroyed on a BA flight from Los Angeles to London in January 2023. The passenger was Sophie Morgan. Within weeks she had turned that single incident into Rights On Flights, the campaign that produced the Assisted Air Travel Act, presented at the House of Commons in September 2023 alongside MPs, airline industry figures and a White House delegation. That sequence, personal injury to legislative draft, is the pattern of her work. Morgan was paralysed from the chest down in a car crash at eighteen and has spent the years since translating private experience into public infrastructure. She is one of a small number of presenters with a physical disability working at broadcaster scale: lead presenter on Channel 4’s Summer Paralympics coverage for nearly a decade, NBC’s US Paralympics host, regular Loose Women panellist, and front of Channel 4 series including Living Wild and Fight to Fly. Her 2022 memoir Driving Forwards (Sphere/Little, Brown) sets out the argument that runs through her advocacy: the goal is not to overcome disability but to design environments in which disabled people can live well. The same argument shapes Making Space Media, the disabled-led production company she co-founded with Keely Cat-Wells in 2023, which holds a first-look unscripted deal with Reese Witherspoon’s Hello Sunshine and is building a talent pipeline on both sides of the camera. For organisations, the value is sharper than awareness. Morgan brings a working knowledge of where inclusion policy fails on contact with a real customer, employee or passenger, and a track record of forcing the response to be specific. She is a patron of Scope, Back Up and Human Rights Watch, and a Conde Nast Traveller columnist on accessible travel. Key speaking topics Disability inclusion and accessibility in the workplace Authentic representation of disabled people in media and brand Accessible travel and consumer experience Resilience after life-changing injury Campaigning, advocacy and policy change Inclusive event design and audience access Ideal for CHROs and DEI leads designing accessibility into hiring, retention and physical workplace CMOs, brand and customer experience leaders responsible for disabled customers and audiences Travel, hospitality, aviation and live events businesses with disabled customer touchpoints Conference and awards organisers seeking a host with on-screen credibility and inclusion fluency Audience outcomes A sharper sense of where inclusion policy and lived accessibility diverge in their own organisation Concrete examples of how disabled customers and employees experience services, drawn from broadcast, travel and consumer brand contexts A working understanding of how the Rights On Flights campaign turned a single incident into policy, and what that model implies for corporate accountability Renewed confidence to commission, hire and represent disabled talent inside their own commercial pipeline

Why organisations work with Alex Beresford A live broadcaster used to high-stakes interviews and unscripted moments, including the March 2021 Good Morning Britain exchange with Piers Morgan that drew over 41,000 Ofcom complaints and ended in Morgan’s resignation. Direct lived experience of race in British media, used to open inclusion conversations that internal facilitators cannot host with the same credibility. A working journalist’s grasp of climate, extreme weather and current affairs, having reported in the field for ITV and produced Channel 4 documentaries on tornadoes and British weather extremes. Substantive ties to youth and social mobility through his role as ambassador for Empire Fighting Chance and his long-running schools and prisons tour on knife crime and media careers. A trusted morning television face who can chair a panel, moderate a town hall or anchor a conference day with the rhythm and composure of live broadcast. Biography highlights Lead weather presenter, ITV Evening News, and regular presenter on Good Morning Britain. Host of Channel 4’s The World’s Weirdest Weather and Britain’s Most Extreme Weather. Ambassador, Empire Fighting Chance, Bristol-based youth violence prevention charity. Selected for the UK government’s Reach Role Model Programme, 2008. Honorary Doctorate of Philosophy, University of Gloucestershire. Debut book Things We Should Talk About acquired by Sphere, Little, Brown. Biography The 9 March 2021 episode of Good Morning Britain ended with Piers Morgan walking off set. The presenter who pushed the conversation about Meghan Markle, race and what counts as fair comment was Alex Beresford, then ITV’s lead weatherman. Morgan resigned the same day. Ofcom logged over 41,000 complaints. The clip is still cited as a turning point in how British morning television talks about race. Beresford has been on ITV since 2004, first as a teleprompter operator at ITV West in Bristol, then as a regional weather presenter, then on the national network. He has fronted Channel 4 documentary series on extreme weather, flown into Oklahoma after the 2013 EF5 tornado for the film Super Tornado, and in March 2022 became the live weather presenter on the extended ITV Evening News. The work outside the studio is what carries weight with corporate audiences. He is an ambassador for Empire Fighting Chance, the Bristol charity that uses non-contact boxing to keep young people away from violence, and he has spent years touring schools, colleges and prisons talking about media careers and knife crime. The UK government named him a National Black Role Model in 2008. He holds an Honorary Doctorate of Philosophy from the University of Gloucestershire. His debut book, Things We Should Talk About, has been acquired by Sphere. For a corporate audience that wants an inclusion conversation hosted with broadcast composure rather than activist register, the offer is unusually concrete: a working journalist with lived experience, a track record of holding difficult ground on live television, and credibility with the youth communities the conversation usually leaves out. Key speaking topics Race and representation in British media Inclusion and difficult conversations at work Mental health and personal resilience Youth violence, knife crime and social mobility Climate, extreme weather and broadcasting Conference hosting and panel moderation Ideal for CHROs and inclusion leads commissioning sessions on race that need credibility outside the HR voice Conference organisers booking a host or moderator for a multi-stage event day ESG, sustainability and corporate affairs teams running internal events on climate and extreme weather Foundations, social mobility programmes and youth-facing organisations engaging schools and community partners Audience outcomes A franker conversation about race and representation than internal facilitators usually produce A working broadcaster’s view of how climate stories land with mainstream audiences A clearer picture of the real lives behind inner-city youth violence statistics A panel or town hall held together with the pacing and composure of live television

Why organisations work with Kerry Washington A globally recognised cultural voice on representation, civic participation and women’s rights, with a platform built over a decade of headline activism rather than borrowed celebrity Founder and principal of Simpson Street, a production company whose work, Confirmation, American Son, Little Fires Everywhere, treats race, justice and family as serious subjects for mainstream audiences Two-time Tony-nominated Broadway producer and a working creative executive, which means she speaks about storytelling, audience and influence from inside the industry, not as a commentator Author of Thicker than Water, a New York Times bestselling memoir, which gives her a personal narrative on identity and disclosure that lands with audiences far beyond fan culture Co-chair of Michelle Obama’s When We All Vote and a long-standing partner to grassroots civic organisations, which gives her a credible point of view on how institutions engage with democratic participation Biography highlights Star of ABC’s Scandal (2013-2020), the first Black woman to lead a network drama since 1974, with two Primetime Emmy nominations, a Golden Globe nomination, a SAG nomination and two NAACP Image Awards for the role Founder of Simpson Street (2016), the production company behind Confirmation (HBO), American Son (Broadway and Netflix), Little Fires Everywhere (Hulu) and the Gypsy Broadway revival Author of Thicker than Water: A Memoir (Little, Brown, 2023), a New York Times bestseller Co-chair of When We All Vote; former member of President Obama’s Committee on the Arts and Humanities Recipient of the NAACP President’s Award (2013), the GLAAD Vanguard Award (2015) and the ACLU Bill of Rights Award (2016); named to the Time 100 in 2014 Phi Beta Kappa graduate of George Washington University Biography The role of Olivia Pope on Scandal was the first time in nearly forty years that an American network drama had been led by a Black woman. Kerry Washington carried that show for seven seasons, while building a parallel career as a producer, author and civic organiser. The combination is what makes her interesting as a public voice, the platform is large, but the work behind it is specific. Simpson Street, the production company she founded in 2016, sits at the centre of that work. Its projects, Confirmation on HBO, American Son on Broadway and Netflix, Little Fires Everywhere on Hulu, are commercial properties that take seriously the politics of race, family and justice. As a producer, she is now a two-time Tony nominee, with credits including the recent Broadway revival of Gypsy. The company also runs a venture arm and an impact arm that funds grassroots civic organisations through the Movement Voter Project’s Vision Into Power Cohort. Her activism is similarly substantive. She co-chairs Michelle Obama’s When We All Vote, served on President Obama’s Committee on the Arts and Humanities, and has campaigned on voter access in Georgia, women’s health and violence against women. Her memoir, Thicker than Water, a New York Times bestseller, added a personal layer to that public profile, telling the story of learning in adulthood that the man who raised her was not her biological father. For a corporate audience, what she offers is a credible voice on representation, civic participation and the conditions under which institutions are expected to speak. She is most powerful in conversation formats and keynotes that address voice, values and storytelling, where her experience as a producer and activist gives her something specific to say, rather than as a content expert on a defined management discipline. Key speaking topics Activism, civic voice and public participation Representation in media and storytelling Women’s health and women’s rights Identity, family and personal disclosure Building purpose-driven creative businesses Voting access and democratic engagement Ideal for CEO and board events where the brief is values, voice and the conditions for taking a public position DEI, ERG and women’s leadership programmes seeking a recognised cultural figure with substantive activist credentials Investor, philanthropic or impact-led convenings on civic participation and democracy Fireside conversations or in-conversation formats with senior moderators, the format where her authority is strongest Audience outcomes A clearer view of how representation in media and culture shapes the expectations placed on institutions A grounded reading of what credible civic engagement looks like for a public figure or organisation, drawn from over a decade of activist practice A personal account of identity and disclosure that gives audiences a vocabulary for difficult conversations An inside view of how purpose and commercial production can sit inside the same business

Why organisations work with Lissie Mackintosh A live host who can move between the F1 paddock, a brand launch, an awards stage and a corporate panel without dropping register, with the trust of drivers, teams and sponsors built up since 2022. Direct reach into a young, global F1 audience through TikTok, Instagram, YouTube and the Going Purple podcast, useful for brands building presence with under-35 motorsport fans. A genuine working point of view on women in motorsport, grounded in three years of on-the-ground experience, not consultancy framing. Hosting credits at scale-events where the brief is unforgiving: the 2022 Autosport Awards, the 2023 UK premiere of Ferrari and multiple F1 team and car launches. Biography highlights Lead paddock presenter on Formula 1 broadcast and digital content since 2022, interviewing drivers including Charles Leclerc, Lando Norris, Carlos Sainz, George Russell and Jenson Button. Host of Going Purple, an F1 podcast launched in 2022 and distributed via Spotify and Apple Podcasts, with guests including Oscar Piastri, Jamie Chadwick and F1 Academy driver Abbi Pulling. Hosted the 2022 Autosport Awards and the 2023 UK premiere of Ferrari, plus multiple F1 team launches. Face of the 2023 Reiss x McLaren partnership alongside McLaren F1 drivers Lando Norris and Oscar Piastri. Brand work with Sky Sports, Scuderia Ferrari, Red Bull, Mercedes AMG Petronas, Aston Martin, McLaren, HSBC, NFL UK, PUMA, Tommy Hilfiger, Michael Kors, Elemis and Elizabeth Arden. Aligned with Females in Motorsport and a regular public voice on gender representation across F1, F1 Academy and the wider racing ecosystem. Biography Formula 1 sells access. For decades that access ran through the same narrow set of broadcast voices, and the audience that grew up on social video was largely left out of the conversation. Mackintosh started filling that gap from a phone in late 2021, with TikTok videos that moved fast and assumed the viewer was new to the sport. By 2022 she was in the paddock as one of F1’s lead presenters, working across the championship’s broadcast and digital output. She has interviewed Charles Leclerc, Lando Norris, Carlos Sainz, George Russell and Jenson Button, and hosted set-pieces including the 2022 Autosport Awards, the 2023 UK premiere of Ferrari and multiple team and car launches. Her podcast Going Purple, launched in 2022, sits alongside the broadcast work. Guests include Oscar Piastri on his first F1 win, F1 Academy driver Abbi Pulling and former W Series champion Jamie Chadwick on the pressure of being a female role model in racing. The podcast is open about being designed for fans who do not see themselves reflected in the existing motorsport media set. That is the throughline. Mackintosh’s working argument, made on stage and in interviews with Sky Sports and Females in Motorsport, is that motorsport’s growth depends on whether the sport is willing to put different people in front of the camera and the microphone. She has built her career inside that argument and is a credible voice for brands and organisations testing the same proposition. Key speaking topics Formula 1 and the future of motorsport media Women in motorsport and representation in sport Building community with Gen-Z sports audiences Content creation and the new sports broadcast model Personal brand and platform in a legacy industry Event hosting and panel moderation across motorsport, brand and awards Ideal for Brand and partner events inside motorsport, automotive and sports sponsorship looking for a credible live host Internal and external events for organisations targeting younger consumer audiences in F1, F1 Academy and adjacent sports Diversity and inclusion conferences and women-in-sport platforms seeking a working voice from inside the paddock Awards nights, premieres and product launches where the host needs to speak fluently to drivers, sponsors and fans in the same room Audience outcomes A first-hand account of how Formula 1 has changed its audience profile since 2022 and what brands inside the sport are doing about it A practical view of how content creators have shifted the sports broadcast model and what that means for sponsors and rights holders Honest perspective on the lived experience of being a young woman in a male-dominated sport, including the cost of public visibility A live host who lifts the energy of the room and keeps a panel of drivers, executives or sponsors on the brief

Why organisations work with Zing Tsjeng A working journalist’s instinct for what an audience actually wants to hear, sharpened across VICE, the BBC and the i newspaper, brought to corporate stages where most speakers sound rehearsed. A four-volume body of work in Forgotten Women that pulls 190 named historical women into business and cultural conversations, giving inclusion content that is specific rather than slogan-driven. Co-hosting Good Bad Billionaire with BBC Business Editor Simon Jack means she can interrogate wealth, power and ambition with a financial-journalism register, not a generic culture take. A presenter’s hosting craft tested on Question Time, Have I Got News For You and Front Row, useful when the brief is moderation, panel chairing or on-stage interview rather than a solo keynote. An Oxford visiting professorship in Creative Media gives the academic credential to anchor talks on media, narrative and identity for senior internal communications and brand audiences. Biography highlights Former Editor-in-Chief, VICE UK and VICE.com; launched Broadly in 2014. Co-host, Good Bad Billionaire, BBC Sounds, with Simon Jack. Author, Forgotten Women series, Octopus Publishing, anthologised by Brazen in 2022. Visiting Professor of Creative Media, University of Oxford, since 2022. Highly commended, British Journalism Awards 2020. Columnist for the i newspaper; contributor to British Vogue, The Guardian, The Sunday Times, Dazed. Biography Inclusion content inside large organisations has a credibility problem. Most of it is either statement-led or driven by external pressure, and very little of it is grounded in the actual content of the histories it claims to recover. That gap is where Tsjeng’s work begins. The Forgotten Women series is a four-volume project that profiles more than 190 women, scientists, leaders, artists, reformers, who shaped fields that later forgot them. Octopus published the books between 2018 and 2019; Brazen reissued the anthology in 2022. The work is research, not advocacy, and it gives senior audiences a vocabulary for inclusion that does not collapse the moment scrutiny arrives. She runs a parallel journalism career that gives her a working register most cultural speakers do not have. As Editor-in-Chief of VICE UK she managed teams across the US and UK, launched Broadly, and oversaw video work that drew tens of millions of views. With Simon Jack on the BBC’s Good Bad Billionaire she now interrogates wealth, power and ambition for a mainstream business audience, with the show topping UK audio charts in 2024. The credential anchor is real. Oxford appointed her Visiting Professor of Creative Media in 2022; she lectures in journalism at City, University of London; she was highly commended at the British Journalism Awards 2020. Question Time, Have I Got News For You and Front Row have all used her as a contributor, which is why corporate clients including SXSW, Web Summit, Netflix and Sky tend to book her to chair, moderate or interview at the moments where the room expects a working broadcaster, not a motivational voice. Key speaking topics Hidden histories of women in business, science and leadership Wealth, power and the lives of billionaires Media, journalism and the modern news industry Inclusion, identity and cultural narrative LGBTQ+ representation in public life On-stage hosting, moderation and panel chairing Ideal for CHROs, heads of DEI and internal communications leaders briefing audiences on inclusion with substance Brand, marketing and editorial leaders working on culture-led storytelling Conference programmers needing a senior journalist to chair, moderate or interview on the main stage Leadership teams hosting International Women’s Day, Pride or cultural anniversary events that need a credible voice rather than a generic one Audience outcomes Specific historical reference points that make inclusion content land with executive audiences A clearer view of how wealth, power and ambition are reported and judged in mainstream media today Confidence in handling identity and cultural topics from a journalist’s evidence base, not a political register Practical reading on how stories travel in modern media, drawn from VICE, the BBC and national press A sharper sense of what audiences want to hear from leaders speaking about inclusion and culture

Why organisations work with Beatrice Kabutakapua A journalist’s discipline applied to leadership voice. A decade as a London-based foreign correspondent gives her a working method for turning messy human material into a clear, defensible narrative that holds up in a boardroom. A published methodology, not a workshop format. Lead With Your Story sets out a usable framework for converting lived experience into leadership content, which DEI and L&D teams can build a programme around rather than a single session. Harvard’s “Public Narrative” training is behind the work. The frame she uses sits inside an established discipline of civic and organisational storytelling, not a personal brand exercise. A specific answer to the diversity-at-the-top problem. She works with the leaders companies have invested in for years and still struggle to promote, and gives them language for authority on their own terms. A four-language operator. Sessions delivered in English, French, Italian and Spanish, with experience across European, North American and Middle Eastern audiences. Biography highlights Founder and CEO of The Business Storytelling Centre. Author of Lead With Your Story: How to Turn Your Lived Experience Into Your Leadership Superpower (Amazon bestseller, 2025). Harvard University certificate in Public Narrative: Leadership, Storytelling and Action. MA in international journalism, Cardiff University; MSc in social research methods, University of Sussex. Former foreign correspondent covering human rights, international development and African affairs. Client roster includes WPP Media, Aviva, Save the Children, Booking.com, Holland & Barrett, the Lankelly Chase Foundation and the Pacific Council on International Policy. Biography Most diversity strategies stop working at the threshold of the senior team. The pipeline is full, the sponsorship budget is spent, and yet the same kind of leader keeps getting promoted. The block is rarely capability. It is that the people coming through have spent their careers translating themselves into a voice the organisation already trusts, and that translation runs out at the point where authority needs to feel personal. Beatrice Kabutakapua works on that exact gap. Trained as a journalist at Cardiff, with a Harvard certificate in public narrative and a decade as a London-based foreign correspondent behind her, she founded The Business Storytelling Centre to give senior and emerging leaders a method for leading from their own material rather than someone else’s template. Her 2025 book Lead With Your Story, an Amazon bestseller, sets out the system she uses with clients. Her client roster is built around the buyers who feel this problem most directly. WPP Media, Aviva, Save the Children, Booking.com, Holland & Barrett, the Lankelly Chase Foundation, the European Journalism Centre and the Pacific Council on International Policy all sit inside her recent work, typically commissioned through DEI, People and Culture, or L&D leads. Sessions run in English, French, Italian and Spanish. The editorial background matters. She does not treat storytelling as motivation. She treats it as a discipline for extracting the specific, defensible argument inside a leader’s experience and giving it commercial form, which is why her sessions tend to land with senior audiences who are sceptical of softer leadership content. Key speaking topics Business storytelling for leaders Authentic leadership and lived experience Visibility and voice for under-represented leaders Inclusive leadership pipelines Internal communication and culture Coaching for newly promoted leaders Cross-cultural leadership communication Ideal for CHROs and Chief People Officers redesigning the senior leadership pipeline Heads of DEI and inclusion leads commissioning substantive, capability-led inclusion work L&D directors building authentic leadership and executive presence programmes Internal communication leads working on the leader visibility and culture narrative Audience outcomes A working method for turning their own lived experience into a leadership argument that holds up with a senior audience Specific language for the moments where existing executive communication training falls short A clearer view of why their current diversity-at-the-top interventions are not converting, and what to change Practical structures for coaching newly promoted leaders through the visibility threshold A vocabulary for inclusion work that senior leaders can use without political signalling