What we specialise in is :

• DEI Audits, Surveys, benchmarking and Self ID work– basically helping organisations have good data, and make good decisions with it.

• Crafting Diversity & Inclusion strategy that connects with the organisations purpose, and who they serve. In my view trying to be everything to everyone needs to stop.

• Inclusive leadership development – not the 2 hour workshop delivery and leave kind. I like working with leadership teams from 8-10 months and up to 2 years because what leaders say and do has a massive impact on your culture and how included people feel.

• Providing the structures and tools for Employee Resource Groups to be successful, support inclusion and better business outcomes.

One of the biggest problems I didn’t anticipate in running The Culture Ministry, a Diversity & Inclusion consulting business, is getting paid.

You would think this is a straightforward task.

I do the agreed work. I give the company an invoice. They pay invoice by the date specified on the invoice. Done.

Not done 😩

I remember the day well.

The day I found out the incumbent in the global Diversity & Inclusion role in my company, had resigned. Who would resign from such an amazing role? (I thought to myself.)

I applied, and secured that role. And this is where things went a bit sideways.

When I first started working in my career in human resources, which included organisational development, change management and diversity and inclusion, I was given opportunities not because I knew all the things.

I was given opportunities because I could work stuff out. I remember saying in one interview (multiple times) that no I didn't know how to do that yet but I would love to learn. I got that job.