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Are you leading intentionally or just managing?

In this engaging episode of The Inclusive Growth Show, host Toby Mildon welcomes leadership expert Kate Waterfall Hill. Kate, known for her humorous TikTok alter ego Linda, shares her insights on how leaders can move beyond superficial values to truly embody inclusivity in their organisations.

Key takeaways from this episode include:

• The power of coaching as a leadership tool to enable inclusive growth.
• Why leaders must align their actions with their values to foster trust and engagement.
• A practical framework for blending leadership, management, and coaching.
• The critical role of empathy in inclusive leadership.
• Strategies for being an intentional leader and running effective meetings.

Kate also introduces her latest book, How to Lead, designed as an accessible, everyday guide for leaders at all levels. Tune in for actionable advice and fresh perspectives on leadership and inclusivity.

Visit Kate’s Website for additional resources and support.

If you're enjoying this episode and looking to boost equity, inclusion, and diversity in your organisation, my team and I are here to help. Our team specialises in crafting data-driven strategies, developing inclusive leaders, designing fair recruitment processes, and enhancing disability confidence. With a blend of professional expertise and lived experience, we're ready to support you on your journey. Reach out to us through our website.

If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.

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Are you ready to challenge the status quo in workplace inclusion?

In this episode of The Inclusive Growth Show, host Toby Mildon welcomes Suzy Levy, author of Mind the Inclusion Gap and a leading voice in DEI. Suzy shares her journey from a global consulting career to championing human-centric leadership and tackling systemic inclusion challenges.

Together, Toby and Suzy dive into essential topics like:

• The hidden costs of masking and code-switching.
• Why "being nice" is not enough for authentic inclusion.
• The interplay between privilege and workplace equity.
• Practical steps to create brave, psychologically safe spaces.

About Suzy Levy:
Suzy is an inclusion expert and consultant with a rich background spanning public, private, and third sectors. Her groundbreaking book, Mind the Inclusion Gap, is a must-read for leaders seeking actionable insights on DEI.

Tune in to discover how to move beyond surface-level inclusion and drive meaningful change in your organization.

If you're enjoying this episode and looking to boost equity, inclusion, and diversity in your organisation, my team and I are here to help. Our team specialises in crafting data-driven strategies, developing inclusive leaders, designing fair recruitment processes, and enhancing disability confidence. With a blend of professional expertise and lived experience, we're ready to support you on your journey. Reach out to us through our website.

If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.

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How can we build inclusive cultures in industries that traditionally lack diversity?

In this episode of The Inclusive Growth Podcast, Toby Mildon is joined by Monica Mwanje, a consultant making waves in the nuclear industry. With a career rooted in chemical engineering, Monica shares her inspiring journey from graduate engineer to a leader in equity, diversity, and inclusion (EDI) within the nuclear sector.

The conversation dives into Monica’s experiences in a predominantly male industry, the importance of intentional inclusivity, and actionable strategies for organisations striving to foster more equitable work environments. Monica highlights the significance of her annual EDI-focused conference and the groundbreaking research she’s conducted on diversity within the nuclear workforce.

Key Takeaways:

• How Monica transitioned from engineering to EDI leadership.
• The role of inclusive recruitment in addressing talent shortages.
• Insights from Monica’s research on diversity in the nuclear industry.
• Practical steps for embedding EDI into business strategies.
• The impact of creating intentional spaces for underrepresented groups.

Whether you’re in the nuclear sector or another industry, this episode is packed with transferable insights for creating inclusive growth.

Guest Highlights:
Monica Mwanje is a consultant and advocate for EDI in the nuclear sector. She runs an annual diversity conference and conducts research to shape more inclusive workplaces.

If you're enjoying this episode and looking to boost equity, inclusion, and diversity in your organisation, my team and I are here to help. Our team specialises in crafting data-driven strategies, developing inclusive leaders, designing fair recruitment processes, and enhancing disability confidence. With a blend of professional expertise and lived experience, we're ready to support you on your journey. Reach out to us through our website.

If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.

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Are you ready for the UK’s Worker Protection Act?

In this episode of The Inclusive Growth Show, host Toby Mildon chats with Raj Ramanandi, co-founder of InChorus, about how organisations can prepare for and adapt to the new Worker Protection Act. Raj explains the role of speak-up platforms in enabling anonymous reporting, fostering inclusivity, and proactively addressing workplace challenges.

Key Takeaways:

• Worker Protection Act Readiness: Why only 5% of organisations are prepared—and what to do about it.
• Real-Time Employee Insights: How InChorus bridges the gap between annual surveys and grievance reports.
• Anonymous Reporting Demystified: The myths, benefits, and safeguards of speak-up platforms.
• Cultural Transformation: Using employee feedback to shape inclusive, high-performing workplaces.

Discover how tools like InChorus can transform your organization's approach to inclusivity and compliance.

Guest Highlight:
Raj Ramanandi, co-founder of InChorus, shares actionable insights from their work with leading organizations and their latest innovations in workplace culture analytics.

If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.

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What makes coworking spaces the heartbeat of modern business?

In this episode of the Inclusive Growth Show, Toby Mildon chats with Ed Hobbs, National General Manager at X-Why, about how coworking spaces are evolving into hubs of inclusivity and collaboration. With 11 locations across the UK, X-Why is leading the charge in designing accessible, sustainable, and community-driven workplaces.

Key Takeaways:

• How X-Why’s commitment to B Corp principles influences workspace innovation.
• Why hybrid working has accelerated the demand for flexible office spaces.
• Practical steps X-Why takes to ensure inclusivity, from neurodiversity-friendly designs to accessible facilities.
• The role coworking spaces play in fostering collaboration and a sense of belonging.
• Insights into the future of coworking and regional expansion beyond London and Manchester.

Whether you're a business leader or a freelancer, Ed’s insights will inspire you to rethink the potential of your workplace.

If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.

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“How can businesses better support breastfeeding parents returning to work? Toby Mildon speaks with Ros McFadden, founder of MumPod and International Board Certified Lactation Consultant (IBCLC), about the innovative steps organisations can take to foster inclusivity for new parents.”

Episode Overview
In this episode of The Inclusive Growth Podcast, Toby Mildon interviews Ros McFadden, founder of MumPod, to discuss:

• The creation of MumPod, a private, hygienic pod designed for breastfeeding parents in the workplace
• Ros’s journey from midwife to entrepreneur and how her background in design, healthcare, and personal experience inspired MumPod
• The barriers breastfeeding parents face in typical workplace environments
• Why supporting breastfeeding parents is essential for inclusivity and staff retention
• How organisations like the NHS and Apple are already implementing MumPods

Key Takeaways

• Unique Challenges for New Parents: Many parents lack dedicated spaces for breastfeeding or pumping at work, forcing them into inappropriate settings like toilets or cars.
• Innovative Solution: The MumPod is a purpose-built, cocoon-like pod providing a comfortable, hygienic, and private space designed specifically for breastfeeding.
• Supporting Inclusivity: Inclusive work environments must accommodate breastfeeding needs as part of a comprehensive diversity strategy.
• Positive Examples: Organisations like Apple and NHS hospitals have already integrated MumPods, showing leadership in supporting returning parents.

Guest Bio
Ros McFadden is the founder of MumPod and a Board Certified Lactation Consultant (IBCLC), dedicated to creating practical solutions for breastfeeding parents. With a background in midwifery, design, and healthcare innovation, she’s committed to advocating for inclusivity in workplaces across the UK and beyond.

Timestamps

• 0:00 – Introduction to the episode
• 3:10 – Ros’s journey from design to healthcare to MumPod
• 10:45 – Challenges faced by breastfeeding parents in workplaces
• 20:00 – Description of the MumPod’s design and benefits
• 30:15 – Success stories from organisations like Apple and the NHS
• 40:50 – Ros’s vision for MumPod and workplace inclusivity

Call to Action
If you enjoyed this episode, please subscribe and leave a review to support The Inclusive Growth Podcast!

Links & Resources

• MumPod: MumPod Website
• Contact Ros McFadden: LinkedIn Profile
• Toby's Book: Inclusive Growth by Toby Mildon – Available on Amazon

Contact Info

• Toby Mildon: Website

If you're enjoying this episode and looking to boost equity, inclusion, and diversity in your organisation, my team and I are here to help. Our team specialises in crafting data-driven strategies, developing inclusive leaders, designing fair recruitment processes, and enhancing disability confidence. With a blend of professional expertise and lived experience, we're ready to support you on your journey. Reach out to us through our website.

If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.

Send us a text

Teaser
“Why do we make the choices we do, and how does that impact workplace inclusivity? Toby Mildon welcomes Dr Joshua Fullard, Assistant Professor of Behavioural Science at Warwick Business School, for a deep dive into decision-making and the biases that shape our behaviour.”

Episode Overview
In this episode of The Inclusive Growth Podcast, Toby Mildon speaks with Dr Joshua Fullard about:

• The role of behavioural science in understanding decision-making
• Insights into implicit biases, such as the beauty premium and similarity bias
• How assumptions about appearance and identity impact workplace dynamics and hiring practices
• The importance of diversity in education and why it matters for student outcomes

Key Takeaways

• Exploring Behavioural Science: Dr Fullard shares insights into how behavioural science helps us understand biases and the factors influencing decisions.
• The Beauty Premium: People deemed more attractive often receive more positive outcomes, yet this ‘beauty premium’ has complex effects, including heightened performance expectations.
• Implicit Bias in Hiring: Biases, such as favouring candidates who mirror the decision-makers, impact hiring practices and workplace inclusion.
• Diversity in Education: Representation in teaching roles impacts students' self-belief, engagement, and career aspirations, highlighting a need for greater diversity among educators.

Guest Bio
Dr Joshua Fullard is an Assistant Professor of Behavioural Science at Warwick Business School, specialising in decision-making processes, biases, and the psychology behind choices. With a strong background in applied labour economics, his research sheds light on how biases affect workplace and educational outcomes.

Timestamps

• 0:00 – Introduction to the episode
• 3:20 – Dr Fullard’s background and his journey into behavioural science
• 10:00 – What is the beauty premium, and why does it matter?
• 15:45 – Implicit biases in hiring: in-group and out-group effects
• 28:00 – Role models in education: why diversity in teachers matters
• 35:10 – Advice on fostering diversity and inclusion in schools and workplaces

Call to Action
If you enjoyed this episode, please subscribe and leave a review to support The Inclusive Growth Podcast!

Links & Resources

• Warwick Business School: Warwick Business School Website
• Contact Dr Fullard: LinkedIn | Google Scholar – Explore Dr Fullard's research
• Toby's Book: Inclusive Growth by Toby Mildon – Available on Amazon

Contact Info

• Toby Mildon: Website

If you're enjoying this episode and looking to boost equity, inclusion, and diversity in your organisation, my team and I are here to help. Our team specialises in crafting data-driven strategies, developing inclusive leaders, designing fair recruitment processes, and enhancing disability confidence. With a blend of professional expertise and lived experience, we're ready to support you on your journey. Reach out to us through our website.

If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.

Send us a text

How can businesses unlock the potential of a multi-generational workforce? Join Toby Mildon and Michael O'Reilly, founder of the Age Diversity Network, as they discuss tackling ageism and leveraging the strengths of an age-diverse team.

Episode Overview

In this episode of The Inclusive Growth Podcast, Toby Mildon speaks with Michael O'Reilly, founder of the Age Diversity Network, about:

• The challenges and barriers older workers face in the job market
• How ageism impacts organisational culture and recruitment
• Practical strategies to attract, retain, and engage a multi-generational workforce

Key Takeaways

• Recognising Age Bias: Many organisations unconsciously exclude older candidates, missing out on their wealth of experience and unique skills.
• Redefining Recruitment: Small changes in the hiring process, such as valuing transferable skills and adjusting job descriptions, can open doors to older candidates.
• Inclusive Work Environments: Encouraging collaboration between younger and older employees fosters learning, innovation, and resilience across teams.
• Breaking Myths: Older workers are often ready to adapt, share knowledge, and even work under younger supervisors—shattering stereotypes about work preferences.

Guest Bio

Michael O'Reilly is the founder of the Age Diversity Network, an organisation committed to addressing ageism in the workplace. With a background in senior roles and lived experience of age-related barriers, Michael offers a unique perspective on how organisations can build inclusive, multi-generational teams.

Timestamps

• 0:00 – Introduction to the episode
• 3:10 – Michael shares his personal journey and inspiration behind the Age Diversity Network
• 10:45 – Common barriers older workers face when seeking employment
• 20:00 – How organisations can adapt recruitment practices to be more age-inclusive
• 30:15 – Success stories: Creating opportunities for older workers
• 40:50 – Key advice for organisations to foster age diversity

If you're enjoying this episode and looking to boost equity, inclusion, and diversity in your organisation, my team and I are here to help. Our team specialises in crafting data-driven strategies, developing inclusive leaders, designing fair recruitment processes, and enhancing disability confidence. With a blend of professional expertise and lived experience, we're ready to support you on your journey. Reach out to us through our website.

If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.