DEI Consulting & Advice

My approach builds inclusive, high-performance cultures rooted in psychological safety, belonging, trust, and connection.

For Diversity, Equity, and Inclusion (DEI) to drive real impact, it must be deeply embedded in an organisation’s core business strategy – not treated as a standalone initiative. When DEI is aligned with business objectives, it radically transforms how we approach, implement, and measure its success. A strong business case for DEI can only be made when it focuses on cultivating those cultural capabilities that enhance performance. However, in recent years, many organisations have reduced DEI to a superficial, box-ticking exercise driven by socio-political correctness. This not only drains resources but also diverts attention from the organisation’s commercial priorities, ultimately weakening its effectiveness.

My approach to DEI is centred on building inclusive, high-performance cultures rooted in psychological safety, belonging, trust, and connection. This is because the ultimate goal of any initiative, including DEI, must be to drive the organisation’s commercial imperative, and therefore, supporting it to deliver on its vision. I explore this in depth in my book, The Antiracist Organisation: How to Drive an Inclusive and High-Performance Workplace Culture by Dismantling Structural Racism.