Pride Month and social justice aren't separate conversations Pride and social justice are deeply interconnected. You can't pull them apart if you're serious about change, because Pride didn't emerge from nowhere. It emerged from people fighting systems that excluded them. When we talk about LGBTQ+ inclusion as if it's a single, neat category, we miss something important: identity doesn't work in isolated layers. Intersectionality: multiple marginalisations, not just one Black

Let me start by saying something that might seem counterintuitive coming from someone who delivers inclusion training: training alone will not change your culture. That's not an argument against training, training is important, done well, it raises awareness, builds knowledge, challenges assumptions, and gives people a shared language. It can be a genuinely powerful catalyst for change. But a catalyst is only useful if there's something for it to react with. And in too many o

You've updated your policies. You've run the training. You've got the values on the wall. And yet people still aren't speaking up. Ideas from underrepresented team members still go unheard. People are still leaving. If this sounds familiar, psychological safety might be the missing piece. Not as a buzzword but as a practical, measurable foundation that determines whether all of your other inclusion efforts actually land. So, what exactly is psychological safety? The term was

Ever tried fitting a square peg into a round hole? That’s a bit what it’s like when we try to understand people’s experiences of inclusion by looking at just one part of their identity. Race, gender, class, sexuality etc, they all overlap in ways that make each person’s experience unique. Welcome to the world of intersectionality. So, what is intersectionality anyway? Intersectionality is the idea that different parts of your identity overlap to shape how you experience the w

When it comes to inclusion, there’s one myth that keeps popping “Positive discrimination and positive action are the same thing.” Spoiler alert, they are not. And confusing the two can land your business in hot water faster than someone forgetting to mute themselves on a Zoom call! Let’s untangle this together. Myth: Positive discrimination and positive action are the same. Some people think you can fix inclusion gaps simply by setting quotas or “filling seats” with underre

You know the feeling. You're full of intention, you’ve been working on a few inclusion initiatives at work, but things don’t seem to be changing. There’s staff turnover whispers, morale dips, and small incidents are escalating. Your inclusion strategy is under-resourced. Intent is great. Intent makes people try. It sparks curiosity, gets them to sign up for inclusion training sessions, but here’s the catch: good intentions and initiatives without structure are useless. You ca

We now know that marginalised Autistic people face compounding barriers . Autism doesn’t exist in a vacuum. Being Autistic and a person...

April marks Autism Acceptance Month, a time to celebrate neurodivergent voices and push for real inclusion beyond awareness. But while...

1. Equity, Diversity and Inclusion is based on love, kindness, compassion and empathy. It is based on the want for all of humanity to...

Let’s talk. Because if you’ve been paying attention, you’ve probably noticed that Equity, Diversity, and Inclusion (EDI) is under fire...