In today's episode of Speaking of Inclusion... I am joined by Charlie Hart, perhaps better known online as "awesome Charlie, awesome with an AU." Charlie is a professional speaker on neurodiversity and LGBTQIA+ inclusion, and shebrings a powerful mix of lived experience, practical advice, and candid storytelling to our conversation.
Trigger Warning – we do discuss Charlie’s personal experiences of her son’s death by suicide. We give a warning ahead of this section and it’s only a few minutes long if you need to skip ahead.
We cover everything from what inspired Charlie’s advocacy journey (including how her son's autism diagnosis led to her own self-discovery and joining the “actually autistic” movement), to the importance of role models, and the waysmanagers and organisations can genuinely foster inclusion. Charlie shares honest examples from her own work and family, offering insight into the real impact when people are empowered to be themselves at work and beyond.
Here are three things you’ll take away from this episode:
As you listen, consider this:
How often do you pause to ask your colleagues or the people you care about what truly helps them feel included, supported, and understood?
You can connect with Charlie Hart via:
And if you enjoyed this conversation, help support the show by buying me a virtual coffee at coff.ee/speakingofinclusion. Your support keeps the podcast funded and freely available for everyone.
Speaking of Inclusion is hosted by Katie Allen. Katie is a specialist inclusion consultant and confidence coach, offering a no BS approach to DEI and helping people become more confident in important human conversations.
www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds – "No Drama" by Alder
In today’s episode of Speaking of Inclusion… I am joined by Cheryl Thornton, a coach, mentor, and facilitator who runs the Root and Rise women in business collective.
Together, we’re taking a look at at the unexpected topic of “woo woo” into the workplace. Whether that's about trusting your gut, tuning in to spirituality (in whatever shape it takes for you), or simply making space in work for feelings and intuition alongside the usual logic and data.
Cheryl and I both come from corporate leadership backgrounds where decision making is so often overwhelmingly rational and fact-based, and yet over time, we’ve each felt the call to balance that with our intuitive selves.
We talk honestly about the fear of judgement that comes with showing up as your whole self at work, especially if you worry your peers might dismiss your more soul-led side as odd, silly, or irrelevant.
If you’ve ever found yourself holding back from talking about feelings, gut instinct, or the less “concrete” elements of yourself at work, this episode is for you. Cheryl shares her experiences of losing (and then reconnecting) her intuition, and we dig into both the stigma and the practicalities of encouraging more honesty and humanity at work.
Here are three key takeaways from our conversation:
Balance isn’t about ditching logic for “woo woo”, it’s about allowing both to have a seat at the table. Your gut and intuition are just as important as your data and analysis when it comes to good decision-making, and having diverse perspectives leads to better outcomes for everyone.
There is a real sense of safety that comes when people are able to contribute their perspectives without fear of judgement, even if those perspectives are driven by feelings, intuition, or unquantifiable experience. Leaders and colleagues alike can ask, “what’s your sense of this?” to invite more holistic inputs.
You are not alone if you feel like you have to hide the more spiritual, soulful, or feeling-led parts of yourself at work. There is huge value, both personally and collectively, in learning to identify, embrace, and openly communicate your authentic self, even if it requires getting uncomfortable or doing the “hard self-care” work.
As you listen, here’s a question for you to reflect on:
How much of yourself do you actually bring to work, and what would change for you if you felt safe enough to share both your logic and your intuition?
If you have questions for Cheryl, she can be contacted on:
If you found this conversation important or valuable, please visit www.BuyMeACoffee.com and buy me a virtual coffee to help keep the podcast funded and these inclusion conversations going. The link is coff.ee/speakingofinclusion.
Speaking of Inclusion is hosted by Katie Allen.
Katie is a specialist inclusion consultant and confidence coach, offering a no BS approach to DEI and helping people become more confident in important human conversations.
www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds – "No Drama" by Alder
In today’s episode of Speaking of Inclusion… I am joined by Marysol James, best-selling author, coach, and global speaker, who now specialises in supporting high achieving women to break free from narcissistic, abusive relationships.
This episode carries an important trigger warning, as we confront the hidden realities of domestic abuse, manipulation, gaslighting, dog whistling, and the particular challenges high performing women face, both in their personal lives and in the workplace.
Marysol bravely shares her own story of escaping a narcissistic relationship, despite years of international leadership experience, success, and self-confidence. Together, we explore why high achieving women can be especially vulnerable to such relationships, how these patterns manifest at work, and critically, what we can do, both as individuals and organisations, to address and interrupt the cycle of abuse.
Here are three key takeaways from today’s conversation:
Abuse doesn’t discriminate based on education, career, or confidence: High performing women are often targeted by narcissistic abusers precisely because of their resilience, success, and optimism about people’s potential, and these very qualities can keep them trapped.
The patterns of narcissistic abuse are often subtle and corrosive, including cycles of love bombing, devaluation, and gaslighting, which can seriously impact not just home life but also professional performance, leading to micro-patterns at work that are frequently misunderstood as burnout or disengagement.
There is an urgent need for workplace awareness and policy: Organisations are largely overlooking domestic abuse as a genuine workplace issue, yet the impact on wellbeing, retention, and business bottom lines is enormous. Noticing patterns, listening without judgement, and creating safer spaces for disclosure matters.
As you’re listening, I invite you to reflect on this:
If someone you knew was experiencing these subtle, persistent warning signs, would you know how to recognise them, and crucially, what to do next?
If you are worried about someone experiencing domestic violence, or you yourself are in need of support you can reach out to Marysol directly via her website www.marisoljamescoaching.com, or contact the National Domestic Abuse Helpline on 0808 2000 247.
If you found this conversation important or valuable, please visit www.BuyMeACoffee.com and buy me a virtual coffee to help keep the podcast funded and these inclusion conversations going. The link is coff.ee/speakingofinclusion.
Speaking of Inclusion is hosted by Katie Allen.
Katie is a specialist inclusion consultant and confidence coach, offering a no BS approach to DEI and helping people become more confident in important human conversations.
www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds – "No Drama" by Alder
In today's episode of Speaking of Inclusion... I am joined by Kate Fletcher, Inclusion Member Manager for Dial Global and a former DEI specialist in the Met Police.
In this chat we took off the filter and were honest about the realities of working in the diversity, equity and inclusion space. Not just in workplaces, but as human beings navigating the messy, imperfect, and sometimes uncomfortable world of DEI.
In our conversation, Kate shares her unique journey from frontline police work to DEI leadership, reflecting on missteps, lessons learned, and the rocky road that’s led her (and so many of us) into this field.
We explore what it really means to be “human” while doing this work, the need for constant learning (and unlearning), and why it’s crucial to examine not just what we get right, but where we get it wrong.
Three key takeaways from this episode:
The importance of context and lived experience: Both Kate and I share how our routes into DEI were fuelled by moments that made us feel angry, excluded, or overlooked, reminding us that no one ends up in this work by accident.
Being complicit in problematic cultures: We talk about the survival tactics we used in challenging environments, from going along with “banter” to keeping quiet in the face of microaggressions, and the internal reckonings that prompted us to make noise and act differently, despite the risks.
The real work of inclusion is messy: Whether it’s challenging organisational structures, redefining who gets heard in networks, or checking our own biases, genuine progress is rarely neat. It involves acknowledging our own past mistakes, calling out systemic problems, and learning to create psychologically safe spaces for honest conversation.
A question for you to reflect on as you listen:
Where in your own work or life have you accommodated the comfort of others at the expense of your own values? What would need to be different for you to choose otherwise next time?
Things we said we'd include in this episode's show notes:
Kate Fletcher's LinkedIn profile (for anyone wanting to connect with her directly)
If you’d like to support the show and help keep Speaking of Inclusion funded, please head over to coff.ee/speakingofinclusion and buy me a virtual coffee. Your support is always appreciated!
Speaking of Inclusion is hosted by Katie Allen.
Katie is a specialist inclusion consultant and confidence coach, offering a no BS approach to DEI and helping people become more confident in important human conversations.
www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds – "No Drama" by Alder
In today’s episode of Speaking of Inclusion... I am joined by Sharon Hurley Hall, who returns to the podcast for an another honest and thoughtful conversation, this time about introversion and what it means to show up authentically in a world that seems built for extroverts.
If you missed Sharon’s previous episode, where we discussed anti-racism and colourism, don’t worry – you can pop back in to listen to that next, as today’s discussion stands beautifully on its own.
Together, Sharon and I explore the nuances of introvert energy, navigating social expectations, workplace environments, and the all-too-familiar challenge of finding your own rhythm in groups both online and offline. As someone firmly on the extrovert spectrum, I found it fascinating to compare our experiences and to learn the ways Sharon creates space for herself in a world that often doesn’t.
We also talk about the importance of language in defining who we are, strategies for managing energy, and how each of us can advocate for our own needs in professional and personal spheres.
Here are three key takeaways from this episode:
Introversion isn’t a deficit or a superpower – it’s simply one way of experiencing the world, and everyone benefits when we move away from labelling certain traits as “better” or “worse.”
Knowing and advocating for your own needs – whether that’s requesting quiet spaces at work, blocking out time for rest, or being honest with friends about needing downtime – is essential to both your wellbeing and your relationships.
There are countless ways to participate and be visible, especially online; it’s about experimenting and finding what aligns with your own energy, rather than following prescriptive rules about how to network or “put yourself out there.”
While you listen, here’s a question to reflect on:
What do you need to truly recharge in your work or social life, and how often do you give yourself permission to ask for it?
Things we said we'd include in this episode's show notes:
Sharon’s fiction recommendation: Babel by RF Kuang
Book tracking app: The StoryGraph (founded by a Black woman and an alternative to Goodreads)
You can connect with Sharon by visiting her website or connecting with her on LinkedIn
If you find value in these conversations and want to help keep Speaking of Inclusion going, please consider buying me a virtual coffee at coff.ee/speakingofinclusion – your support genuinely helps to keep the show funded and independent.
Speaking of Inclusion is hosted by Katie Allen.
Katie is a specialist inclusion consultant and confidence coach, offering a no BS approach to DEI and helping people become more confident in important human conversations.
www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds – "No Drama" by Alder
In today’s episode of Speaking of Inclusion, I am joined by Sharon Hurley Hall: author, educator, and anti-racism activist.
Sharon is well known for her insightful anti-racism newsletter, and her book “I’m Tired of Racism: True Stories of Existing While Black and Exploring Shadism”. Sharon’s work has been a huge influence on my understanding of inclusion, and I’m so pleased to bring this conversation to you.
In our chat, we explore everything from colourism and the origins of racism, to white saviourism and how anti-Blackness continues to shape our world today. Sharon generously shares her personal experiences, how she found her voice as an anti-racism writer, and why collective unlearning is crucial if we ever hope to build a fairer society.
Here are three key takeaways you’ll want to listen for:
Race is a made-up social construct – but racism is devastatingly real, impacting the everyday lived experiences of Black people and those racialised as non-white.
The legacy of colonialism and colourism continues to play a direct role in present-day inequalities, shaping everything from beauty standards to the world’s economies.
The importance of moving from learning to action – it’s not enough to simply be more informed; the difference comes when we ask ourselves what we will do differently as a result.
As you listen, reflect on this question:
What stories have you inherited about race, and how might they still be influencing your thoughts, actions, and assumptions today?
Things we said we'd include in this episode's show notes:
A link to Sharon Hurley Hall’s Anti-Racism Newsletter > HERE
Fact check about the origins and meaning behind the board game Monopoly > HERE
Reference to “Citizens” and the authors names I couldn't remember being Jon Alexander and Ariane Conrad.
Reticular activating system (RAS) being the term I couldn't remember that means we always see red cars when we just bought a red car.
If you’re enjoying the podcast and want to help keep Speaking of Inclusion on the airwaves, please consider buying me a virtual coffee – your support really does make a difference. Just pop over to coff.ee/speakingofinclusion and bung me a few quid.
Speaking of Inclusion is hosted by Katie Allen. Katie is a specialist inclusion consultant and confidence coach, offering a no BS approach to DEI and helping people become more confident in important human conversations.
www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds – “No Drama” by Alder
In today's episode of Speaking of Inclusion... I am joined by Michelle Knight, a consultant, midwife and birth trauma specialist, to tackle the complex, emotional, and frequently misunderstood world of birth trauma and the broader issues around birth, parenthood, and support in our society.
Michelle shares her journey from training as a nurse, to working as cabin crew, and then finally discovering her true calling within midwifery. We talk about how her instinct for caring for people, paired with cultural awareness and trauma-informed practice, shapes the vital support she offers today. And it’s not only to those experiencing birth trauma but also to organisations looking to create inclusive, safe spaces for their teams.
Three key takeaways from this episode:
1. Birth trauma isn’t just about the moment of birth; it’s shaped by expectations, communication gaps, cultural narratives, and the lingering effects on both the birthing person and their families. Addressing trauma is a holistic, ongoing process that often requires sensitive debriefing and acknowledgement of everyone’s unique circumstances.
2. Societal assumptions about who "should" have children, as well as workplace expectations around parental leave and return-to-work, profoundly impact mental health and inclusion. Support must extend to all people, regardless of gender identity, parenting status, or family structure.
3. Healing after birth trauma, or through any major life transition, can be supported by holistic practices such as talking therapies, meditation, and practical adjustments in the workplace. Listening, making time, and creating space for open conversations are crucial, both at home and at work.
As you listen to this episode, I invite you to consider:
How inclusive and supportive are the conversations and policies around birth, parenthood, andlife choices in your workplace or community? Are there assumptions or gaps, and what small changes could you make to create more space for everyone’s lived experience?
Things we said we'd include in this episode’s show notes:
Enjoyed this episode?
Why not buy me a coffee using this link
https://coff.ee/speakingofinclusion
And get in touch with Michelle:
Website - www.MichelleKnight-Consultant.com
Socials - @MichelleKnightConsultant
Email – babycatcher1963@icloud.com
Speaking of Inclusion is hosted by Katie Allen. Katie is a specialist inclusion consultant and confidence coach, offering a no BS approach to DEI and helping people become more confident in important human conversations. www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds - "No Drama" by Alder.
In today’s episode of Speaking of Inclusion, I am joined by Vicky Quinn Fraser, a book coach, writer, and champion for underrepresented voices in non-fiction publishing.
Together, we explore Vicky’s refreshingly honest journey through an ADHD and autism diagnosis in her forties, and discuss what it means to navigate a world not quite built for you.
From the challenges of the traditional publishing industry to the joy (and trials) of self-publishing, Vicky shares her passion for making space for more diverse stories and why every perspective matters, especially the ones society too often overlooks.
During our conversation, Vicky shares why owning our labels (and the choice to use or reject them) can be both liberating and complicated. We talk about the importance of enabling honest feedback, whether you’re writing a book or leading a team in the workplace, and why hearing a wider range of human stories is crucial, not just in books but in building truly inclusive organisations.
And, in what is now a Speaking of Inclusion tradition, we leave in a little unplanned moment: Vicky’s Alexa burst into song, leading to a "Name That Tune" competition (and a chance to win a free book if you can guess the melody).
Three key takeaways from this episode:
Diagnosis is nuanced: Receiving a late diagnosis of ADHD and autism can be both a relief and a challenge. Vicky reminds us that labels can help us find community and explain our experiences, but shouldn’t be a source of shame.
Representation is essential: The traditional publishing world hasn’t always been welcoming to marginalised voices, but independent publishing is shaking that up. Your lived experience is valuable, and your story deserves to be told.
Create safer spaces for feedback: Whether you’re writing a book, leading a team, or advocating for inclusion, genuinely inviting and handling honest feedback (and giving yourself space to process it) is vital for growth and real change.
As you listen, consider this:
What stories, your own or those around you, are going unheard in your workplace, and what practical steps could you take to help those voices be shared?
We said we’d include in this episode’s show notes:
Book recommendation: The Six Conversations We're Scared to Have by Deborah Frances-White
Drop in the comments or email Katie to enter the Name That Tune competition for a chance to win a copy of Vicky’s book (hello@katieallenconsulting.com)
Where to sign up for Vicky’s entertaining and insightful email newsletter (moxiebooks.co.uk/notes-in-the-margin)
Vicky’s book titles, including “How the Hell Do You Write a Book?” and “Don’t Eat the Frog”
Vicky can be connected with on LinkedIn @VickyQuinnFraser and Instagram @TinyBeetleSteps
Speaking of Inclusion is hosted by Katie Allen. Katie is a specialist inclusion consultant and confidence coach, offering a no BS approach to DEI and helping people become more confident in important human conversations.
www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds - "No Drama" by Alder
In today’s episode of Speaking of Inclusion… I am joined by Erefa Coker, a specialist in talent acquisition and cross-cultural integration. Erefa is the founder of Imo Talent, a company bridging the gap between global organisations and top talent from Africa. In this conversation we explore how biases, both conscious and unconscious, surface when it comes to considering the skills and expertise of people outside of our familiar frames of reference.
It's an honest look at the hesitations, assumptions, and sometimes uncomfortable realities that organisations face when considering hiring people on a globally remote basis.
Erefa candidly details the barriers she encounters, from questions of trust and language to subtler (and sometimes not so subtle) forms of anti-Black racism. As we unpack these issues together, I encourage you to listen with curiosity and to reflect on your own internal responses as the discussion unfolds.
Here are three key takeaways from today’s episode:
Bias in Talent Acquisition: Despite an undeniable abundance of skilled and motivated candidates in Africa, biases often mean organisations bypass African talent in favour of more familiar locations. These attitudes reveal much about ingrained perceptions around culture, qualifications, and trust.
Cross-Cultural Opportunities and Learning: Offshoring isn’t just a business decision, it’s an opportunity for genuine cross-cultural exchange. Erefa describes how organisations and talent both benefit when they move past assumptions and embrace the rich perspectives that emerge when global teams collaborate.
The Persistence of Anti-Black Racism: Our discussion doesn’t shy away from the discomfort of recognising how anti-Blackness can show up in the workplace, within hiring processes and even among Black communities themselves. Erefa offers her lived insights on colourism, name biases, and the exhausting reality of second-guessing one’s place in so many professional interactions.
As you listen, I’d like you to reflect on this question:
How do your own reservations (about geography, culture, or simply the unfamiliar) affect the way you view potential candidates, or source new talent?
We said we'd include in this episode's show notes:
Erefa’s LinkedIn profile: https://www.linkedin.com/in/erefa-fynecontry-coker/
Ima Imo’s website: www.imo-talent.app
Speaking of Inclusion is hosted by Katie Allen. Katie is a specialist inclusion consultant and confidence coach, offering a no BS approach to DEI and helping people become more confident in important human conversations.
www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds – “No Drama” by Alder
In today's episode of Speaking of Inclusion, I am joined by Esi Hardy, founder of Celebrating Disability. Esi is an advocate, facilitator and consultant who works with organisations to develop truly inclusive workplaces for disabled people.
Our conversation begins with Esi sharing a personal story of the challenges she faced trying to organise accessible equipment for a holiday; an experience filled with administrative roadblocks, lack of empathy, and systemic failures in understanding disability needs.
It's a stark reminder of how everyday experiences are often far from straightforward for disabled people, even when dealing with organisations whose entire purpose should be to support them.
From there, we explore some key concepts in disability inclusion, including the practicalities and culture around ‘reasonable adjustments’ in workplaces. Esi explains the difference between proactive and reactive adjustments, and highlights why creating an inclusive culture from top to bottom matters so much more than ticking boxes or implementing last-minute fixes.
We discuss the various models of disability (the social, medical and charity models) and how these influence attitudes and actions in society and at work.
We also dig into ‘weathering’ , a term that describes the gradual emotional and energetic toll of receiving countless microaggressions, administrative obstacles, and subtle (or not-so-subtle) reminders that you don’t quite belong. The cumulative effect erodes self-confidence and well-being in a way rarely acknowledged by most work cultures.
If you listen to the very end, you’ll hear Esi’s golden piece of advice (something quite unique, which she picked up from a book about psychopathy and unexpectedly applied to her approach to advocacy and life). Trust me, it’s an absolute gem and well worth waiting for.
Here are three key takeaways from this episode:
Lived experience is crucial: Systems and adjustments designed without regular input from disabled people almost always miss the mark. True inclusion is only possible when you listen to those whose lives are most affected.
Proactive trumps reactive: Building inclusion into the DNA of your workplace culture, processes, and everyday practices will always be more effective than scrambling to fix individual problems as they arise.
The unseen cost of ‘weathering’: For disabled people, and other marginalised groups, the mental and emotional labour of advocating for your most basic needs can be exhausting. Systems that don’t acknowledge or seek to alleviate this are not truly inclusive.
A question to reflect on while listening:
Are your workplace or personal actions removing barriers, or are there hidden assumptions and practices that might be quietly creating them?
We said we’d include in this episode's show notes:
A fact-check and resource link about the concept of ‘weathering’ and where it was first coined.
"Dr. Arline T. Geronimus coined the term “weathering” to describe the effects of systemic oppression—including racism and classism—on the body. In Weathering, based on more than 30 years of research, she argues that health and aging have more to do with how society treats us than how well we take care of ourselves. She explains what happens to human bodies as they attempt to withstand and overcome the challenges and insults that society leverages at them, and details how this process ravages their health." Source: https://amzn.eu/d/7HGOmtf
Esi Hardy can be contact via LinkedIn @EsiHardy or on the Celebrating Disability website CelebratingDisability.co.uk
Speaking of Inclusion is hosted by Katie Allen. Katie is a specialist inclusion consultant and confidence coach, offering a no BS approach to DEI and helping people become more confident in important human conversations.
Theme music is courtesy of Epidemic Sounds - "No Drama" by Alder
In today’s episode of Speaking of Inclusion… I am joined by Phil Willcox, founder of Emotion at Work Consulting.
Phil and I spend time exploring the full spectrum of emotions we experience not just at work, but in every part of our lives, and, crucially, how we can recognise, manage, and respond to them in real time.
We began our conversation by honestly acknowledging our own emotional states as we started recording, setting the tone for a discussion grounded in our own authenticity. We did this intentionally.
Phil shares his expertise on how emotions and moods aren't the same, and how our bodies react physically to what we’re feeling – whether those emotions are triggered by real events, memories, or even our imaginations.
We talk about proactive steps you can take, like going for a walk, to regulate emotional energy, as well as what happens when we try to suppress or ignore our feelings instead.
Here are three key takeaways to listen out for:
The difference between proactive and reactive emotion regulation, and practical ways you can choose (or modify) your environment, routines, and habits to handle emotions more constructively.
Why expressing your emotions, even in small or non-traditional ways, is healthier than suppressing them, and how this links to a sense of psychological safety and inclusion at work.
The potential harm of “toxic positivity” and why a workplace culture that only values happiness can end up excluding or alienating those who are experiencing something different.
As you listen, consider this:
How comfortable do you really feel about expressing a range of emotions at work, and what impact might that have on your team’s sense of belonging?
You can connect with Phil Willcox on LinkedIn and via Instagram @EmotionAt_Work. His podcast "Emotion At Work" is available on all streaming platforms.
Speaking of Inclusion is hosted by Katie Allen. Katie is a specialist inclusion consultant and confidence coach, offering a no BS approach to DEI and helping people become more confident in important human conversations.
www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds – "No Drama" by Alder
In today's episode of Speaking of Inclusion, I am joined by my wonderful friend Gary Parsons, a leadership mental health and wellbeing advocate and professional speaker.
Our conversation centres the crucial topic of mental health in leadership and explores how leaders need to care for their wellbeing to effectively support their teams.
Gary shares his unique perspective, drawing from his experiences running a successful seven-figure business and the personal challenges he faced that led to burnout. He presents his engaging "SELF" framework for leadership, focusing on setting boundaries, elevating wellbeing, leading with intention, and fostering growth.
We also get into the vital, yet challenging, topic of the stigma surrounding mental health in leadership roles and the importance of having open conversations about these challenges.
Additionally, Gary discusses his involvement in a project with Face Equality International, raising awareness around facial differences—a subject close to his heart following his experience with Bell's palsy.
Key Takeaways:
Leaders must prioritise their own mental health to be able to support others effectively.
The traditional hustle culture can lead to burnout; instead, embracing "selfish leadership" can promote sustainability and success.
Open conversations about mental health challenges are vital to combat stigma, and sharing personal experiences can inspire others to seek the help they may need.
Reflective Question:
How can you start prioritising your own wellbeing as a leader to better serve your team and organisation?
Gary Parsons can be connected with on all social media platforms using @GaryParsonsUK and via his website www.GaryParsons.uk
Speaking of Inclusion is hosted by Katie Allen, an inclusion confidence coach, professional speaker, and DEI consultant. She champions honest conversations without the fear of putting your foot in it – it’s DEI without BS.
www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds - "No Drama" by Alder
In today's episode of Speaking of Inclusion, I am joined by Verity Glasgow, the CEO of One Plus One, a charity that delves into the complexities of human interactions and relationships.
This chat is all about the crucial role relationships play in our personal and professional lives, and the importance of creating and maintaining high-quality relationships. We also talk about recognising the signs that our relationships need attention, and how we can "argue better" to create understanding and connection.
Verity shares insights into the "messy middle" of relationships and practical advice on how to navigate those challenging times (that will always happen!) with awareness and compassion.
Three key takeaways from this conversation include:
The significance of recognising and nurturing the quality of your relationships, as it impacts mental health, well-being, and overall life satisfaction.
The importance of regularly "checking in" on relationships, akin to how we monitor physical health, to ensure mutual growth and connection.
Practical strategies for improving relational capabilities, particularly in high-stress interactions, whether at home or work.
As you listen, reflect on this question:
How often do you intentionally invest time and energy into assessing and improving the quality of your relationships?
Connect with Verity:
LinkedIn @VerityGlasgow
www.OnePlusOne.ork.uk
info@oneplusone.org.uk
Speaking of Inclusion is hosted by Katie Allen
www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds - "No Drama" by Alder
In today's episode of Speaking of Inclusion, I am joined by Matt Phelan, Co-founder and Co-CEO of the Happiness Index, an innovative platform that measures employee engagement and happiness.
Aside from having a a great laugh at one another, Matt and I also talk about the pivotal role emotions play in the workplace and how they serve as crucial data points. We discuss how understanding these emotions can lead to meaningful conversations about inclusion and allyship within organisations. And Matt also sheds light on how the Happiness Index works, providing real-world client examples that highlight its impact.
We also touch on the intersection of happiness, mental well-being, and workplace policies, emphasising the importance of initiating these conversations sooner rather than later.
Key Takeaways:
Emotions as Data: How feelings and emotions are vital data points for understanding employee engagement and happiness.
Authentic Leadership: The importance of leaders understanding and acting on data to create an inclusive work environment.
The Business Case: How investing in employee happiness can result in tangible business benefits, including financial gains and retention improvement.
As you listen to this episode, ask yourself:
Are you aware of the 'little fires' within your organisation that might be impacting your employees' happiness and engagement?
You can get in tough with Matt and find out more about the Happiness Index via:
www.TheHappinessIndex.com
www.MattPhelan.co.uk
Linkedin @MatthewPhelan
Speaking of Inclusion is hosted by Katie Allen www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds - "No Drama" by Alder
In today's episode of Speaking of Inclusion, I am joined by the fantastic Joanne Lockwood.
Jo is a workshop facilitator, organisational consultant, and a professional speaker on creating cultures of conscious inclusion.
We picked our way through many tricky topics of conversation, from societal norms to politics, and the impact of Donald Trump. Jo also opened up to me about why she doesn't like the idea of being labelled as a trans activist, despite the term often being associated with her.
During our discussion, we talk about into the importance of not fearing change, especially in organisational settings, and how embracing change as leaders can lead to positive transformations.
We also touch on the media's influence on public perception and the importance of constructive dialogue over combative interactions.
Key takeaways from this episode include:
The need to create inclusive environments where all voices feel valued and heard.
The role of conscious inclusion in improving workplace cultures and experiences.
The importance of internal branding and alignment between an organisation’s values and its daily practices.
While listening to this episode, consider this question:
How can you as an individual or leader contribute to fostering a culture of conscious inclusion within your own organisation?
You can connect with Jo Lockwood via:
Her website - www.SeeChangeHappen.co.uk
LinkedIn - @JoLockwood
YouTube - @SeeChangeHappen
Speaking of Inclusion is hosted by Katie Allen www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds - "No Drama" by Alder
In today's episode of Speaking of Inclusion... I am joined by Priscilla Leigh!
Priscilla is a Swiss born, French raised, Ghanaian psycho-audiologist (say that three times fast!) who has an extraordinary career journey and an unparalleled curiosity for exploring the intricate relationship between our auditory system and our behaviour, mood, and emotions.
Priscilla shares with me her unique expertise, blending psychology and audiology, to explain how our hearing significantly impacts our emotions and energy. In our conversation, she shares insights into how the auditory system works beyond simply our hearing, and the unexpected ways in which it influences our wellbeing, and how sound therapy can offer solutions to challenges ranging from attention difficulties to emotional distress.
We discuss her work with neurodivergent children, shedding light on how sound can affect behaviour and wellbeing, as well as her leadership coaching and public speaking strategies backed by the science of sound.
Three key takeaways from this episode are:
Understanding the auditory system’s role in emotional regulation can provide new avenues for addressing mental health issues.
Sound therapy and auditory training can significantly improve cognitive functions like attention and memory.
Practical techniques like enhancing public speaking through auditory feedback and managing stress via auditory stimulation.
As you listen, consider this question:
How might your own auditory experiences be silently shaping your emotional and cognitive world?
Priscilla can be connected with via:
LinkedIn - @PriscillaLeigh
Email - info@PriscillaLeigh.com
Speaking of Inclusion is hosted by Katie Allen www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds – "No Drama" by Alder
In today’s episode of Speaking of Inclusion... I am joined by Dr. Enya Doyle, also known as "The Harassment Dr".
Together, we get into the potential messiness of the crucial topic of sexual harassment and how to maintain a safe and inclusive environment for all employees - especially at this time of year!
Enya delves into the complexities of harassment beyond gender, drawing upon Kimberlé Crenshaw’s intersectionality theory, and highlights the misconceptions around same-gender harassment. We also tackle the nuances of systemic discrimination, touching on the often-overlooked roles that tradition and institutional practices play in sustaining inequities.
She not only critiques superficial diversity efforts but also underscores the imperative for serious organisational introspection and action. We discuss the psychological safety of employees, the significance of proactive measures like the Worker Protection Act in the UK, and the importance of constant curiosity and learning in driving societal change.
Key takeaways from this episode include:
The importance of accepting and acting on anonymous reports to enhance workplace safety and trust.
Recognising that harassment and discrimination issues are deeply embedded in systemic and institutional frameworks, requiring persistent efforts to address.
Understanding that non-consensual acts are driven by power dynamics rather than sex, necessitating a potential shift in societal perceptions and organisational policies.
As you listen, consider this question:
How can your organisation better support and encourage safe reporting channels to ensure all employees feel protected and heard?
Dr Enya Doyle can be contacted on the following platforms:
LinkedIn - @DrEnyaDoyle
Instagram - @TheHarrasmentDr
Website - www.EnyaDoyle.com
Speaking of Inclusion is hosted by Katie Allen www.KatieAllenConsulting.com Theme music is courtesy of Epidemic Sounds - "No Drama" by Alder
In today's episode of Speaking of Inclusion... I am joined by the legend that is Jackie Handy!
Together, we get into the nitty gritty of inclusivity, beyond the token gestures often seen in corporate settings.
Jackie shares her journey, including her transformative experience on the Camino de Santiago, unveiling the profound realisations that came with understanding the "story behind the story." We also discuss the importance of vulnerable and reciprocal connections in building authentic relationships both personally and professionally.
As you have come to expect from this show, we also tackle some challenging topics, such as the authenticity of post-George Floyd inclusion efforts and the frustrating corporate resistance to genuine, uncomfortable conversations around bias.
Jackie also shares a deeply moving story about how she met Jeff Beaudoin on her travels, which beautifully and vulnerably illustrates the impact of withholding judgment and embracing empathy.
Reflective Question: How can you foster genuine inclusivity in your own interactions and within your organisation, beyond the superficial initiatives often promoted?
Jackie Handy can be contacted using LinkedIn and her website:
@JackieHandy
www.JackieHandy.com
More information of the story of Nikki and Jeff Beaudoin can be found HERE, and details of Be A Nice Human can be found HERE.
Speaking of Inclusion is hosted by Katie Allen.
www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds - "No Drama" by Alder.
In today’s episode of Speaking of Inclusion, I am joined by Cat Wildman, founding director of Powered by Diversity.
Together, we explore the critical importance of data in advancing equity, diversity, and inclusion (EDI) within organisations.
Cat shares her personal journey from a STEM background to creating a comprehensive EDI framework designed to unravel systemic issues like the gender pay gap. We discuss the limitations of certain types of training sessions, the critical need for continuous education, and the significance of fostering psychological safety to facilitate open, productive dialogue.
Throughout our conversation, Cat underscores the shortcomings in current EDI practices, including an incident that highlighted the exclusion of Jewish people from these initiatives. We also touch upon the surge of EDI activities in the wake of George Floyd’s murder, and the action or lack thereof since, the pressures organisations feel to appear proactive, and the genuine change that continuous, data-driven EDI efforts can bring about.
Here are three key takeaways from today’s episode:
The Power of Data:
Understanding that meaningful EDI work must be grounded in data to uncover and address imbalances in areas such as recruitment, promotions, and pay.
Resistance to Change:
Recognising that defensiveness and discomfort are common reactions when discussing EDI topics, and learning how to create environments where psychological safety encourages honest, open conversations.
Ongoing Commitment:
EDI is not a one-off project but a continuous journey requiring persistent effort, adaptation, and education to be truly effective.
As you listen, consider this question:
How can your organisation use data to better understand and address its unique EDI challenges?
Cat Wildman can be found on LinkedIn @CatWildman or her website www.PoweredByDiversity.org
Speaking of Inclusion is hosted by Katie Allen
www.KatieAllenConsulting.com
Theme music is courtesy of Epidemic Sounds – "No Drama" by Alder
In today's episode of Speaking of Inclusion... I'm joined by Marie Coombes of "We Restore Calm" and we're talking all about conflict!
Marie is not just an expert in conflict—she's a master at transforming it as a tool for understanding and growth.
In our conversation, we discuss into the intricacies of conflict and why it’s an inevitable, and not necessarily negative, part of our lives. We also explore the nature of "acceptance" over "agreement" and why that distinction is crucial in personal and professional settings.
Marie gets metaphorical and geeks out with her impressive Marvel knowledge, which actually worked amazingly to illustrate her take on conflict, and kept the conversation fun too!
Here are three things you need to know about this episode:
Conflict as an "Unmet Need"
Marie redefines conflict not as a confrontation to be avoided but as an opportunity to identify and address unmet needs.
Constructive vs. Destructive Conflict
Learn about the difference between managing conflict like "Bruce Banner" versus unleashing the "Hulk" and why curiosity and empathy are essential tools in transforming conflict into something productive.
Acceptance or Agreement?
Discover why aiming for acceptance of differing perspectives can be more valuable than pushing for agreement, and how this mindset can preserve relationships and foster real understanding.
As you listen, I encourage you to reflect on this question: How do you currently approach conflicts, and what steps can you take to transform your reactions from defensive to constructive?
So, you know the drill...
Get comfortable in whichever way works best for you, and let's talk conflict with Marie Coombes!
Maries can be found on LinkedIn as @MarieCoombes and her website is www.WeRestoreCalm.com