2025 Award Finalists
Announcing the UnderOne 2025 Finalists
Meet the bold leaders, visionary teams, and changemakers recognised for their extraordinary impact in inclusion. These inspiring finalists are pushing boundaries, redefining industry standards, and shaping the future of work.
Global Inclusion Excellence Award
Women at 1Password is a global ERG dedicated to advancing gender equity, empowering women across time zones and cultures. With over 300 active members, it fosters connection and growth through storytelling, mentorship, and advocacy, creating spaces for women to thrive in a distributed, cross-cultural workforce. The ERG influences policies like flexible parental leave and inclusive benefits, collaborating closely with People & Culture to drive systemic change. Through digital hubs, regional giving, and global AMA events, Women at 1Password ensures every voice is valued, shaping a more inclusive future for all.
Capgemini exemplifies global inclusion excellence by embedding equity into every level of its organisation. With a presence in over 50 countries, it takes a “glocal” approach, balancing central strategy with locally tailored initiatives. Flagship programmes like Shattering Ceilings for Black women, Future Leaders for high-potential talent, and Inclusion on Boards for diverse board readiness reflect its commitment to meaningful representation. Its wellbeing strategy spans mental health support, inclusive family policies, and dedicated wellbeing champions, ensuring colleagues thrive across all life stages. With industry-leading retention rates and measurable cultural impact, Capgemini sets a global standard for inclusion.
Deloitte sets a global standard for inclusion, driving connection, innovation, and belonging across 150+ countries. Its Global Inclusion Strategy blends central consistency with local nuance, empowering regional firms to co-create impactful, culturally relevant DEI programmes. Initiatives like Globe (LGBTQ+), Women at Deloitte, and the Black Action Plan reflect this approach, supporting diverse talent globally. Deloitte’s inclusive leadership curriculum reaches tens of thousands annually, fostering psychological safety and cultural humility. With data-driven accountability and locally resonant programmes, Deloitte advances inclusion without borders, uniting its global workforce under a shared purpose.
The eSocial portal, developed by the Republic of Azerbaijan, sets a global benchmark for inclusive digital public services. With over 3 million users in 71 countries, it integrates 15+ government bodies, using AI and multilingual design to ensure equitable access for all, including seniors, disabled users, and low-income families. It has processed over 73 million applications, reducing service times by 60% and saving 23,000 trees. eSocial’s smart, accessible design and globally connected infrastructure make it a model for inclusive e-governance, transforming lives through digital dignity and data-driven efficiency
The FT Wellbeing ERG is a cornerstone of the Financial Times’ global inclusion strategy, redefining workplace wellbeing to include financial, physical, and emotional health across all regions. It empowers colleagues through storytelling, data-driven insights, and intersectional support, fostering psychological safety and global connection. The ERG’s initiatives, like the Real Talk sessions and cross-ERG collaborations, drive cultural change by addressing underrepresented topics like eating disorders and men’s mental health. With strong senior sponsorship and global reach, FT Wellbeing sets a high standard for grassroots, data-informed inclusion leadership
Klarna integrates inclusion into its core business, using technology to bridge financial and digital gaps. Its Money Management Tools have supported over 3 million users globally, reducing personal debt by 15%. Klarna’s inclusive underwriting models and localised digital tools expand economic access in emerging markets, while its CO₂ tracker connects climate action with financial empowerment. Klarna’s holistic approach to financial and environmental inclusion sets a new standard for digital equity and global impact
LAIKA’s ERGs are cultural changemakers, using storytelling to drive global inclusion across its creative workforce. From Filmmaker Talks and Culturally Anchored Screenings to Indigenous art collaborations, these ERGs bridge internal communities and external cultures, creating spaces for self-expression and connection. With participation rates of 20-100% and global reach, LAIKA’s ERGs have redefined what inclusion looks like in animation, supporting diverse voices through authentic, grassroots leadership and cross-cultural storytelling
Legal & General (L&G) embeds inclusion into its £1.2 trillion global investment strategy, driving social impact through financial products, real estate, and community partnerships. Its Global Diversity & Inclusion Council ensures strategic alignment and accountability, while initiatives like the Social Impact Toolkit connect local economic revitalisation with equity and inclusion. L&G’s work spans diverse areas, from inclusive retirement planning to digital infrastructure, supporting financial literacy for underserved communities. Its data-driven approach and place-based regeneration projects reflect a commitment to embedding equity at every level of its business
MyAbilities, NBCUniversal’s global ERG, champions disability, neurodiversity, and mental health inclusion. It connects colleagues across continents, creating safe spaces for shared learning and support. The ERG’s globally coordinated campaigns, like Neurodiversity Celebration Week, raise awareness while its toolkit for line managers ensures accessibility is embedded into daily decision-making. By partnering with other ERGs and content teams, MyAbilities drives systemic change, breaking barriers for disabled colleagues and redefining global inclusion through authentic storytelling and cross-regional collaboration
TUI leads with a people-centred, globally inclusive approach, co-created with colleagues and shaped by lived experiences. Its 13 global Employee Network Groups (ENGs), including Mind Matters, Neurodiversity Pathways, and TUI2gether (Race & Ethnicity), address critical identity and life topics. Programmes like TUI Workwide and Flexible Bank Holidays support cultural connection and personal flexibility, while Global Faith and Wellbeing Spaces provide dedicated support for spiritual and emotional needs. TUI’s globally connected networks and regionally tailored policies set a benchmark for inclusion that reflects the diversity of the world it serves
Trailblazer Employee Resource Group Award Sponsored by Clyde and Co
The RISE BRG at AXA XL is a powerful force for cultural awareness and inclusion. It has transformed the organisation’s approach to ethnicity data, driving a declaration rate increase from 23.5% to 78%. RISE fosters a culture of storytelling, building psychological safety through events like Lunar New Year celebrations and intersectional learning sessions. Co-chaired by Ilhan Mohamed and Daniela Atencio Martin, the BRG empowers colleagues to share their lived experiences, shaping strategy and creating lasting impact across the organisation.
Pride@SI at Sports Interactive fosters LGBTQ+ inclusion through meaningful cultural celebrations and community building. It has grown from a small, informal group to a formal ERG, launching studio-wide Pride Month activities, LGBTQ+ film and literature spotlights, and visible, ally-driven events. Under new leadership, Pride@SI continues to shape game development for authentic representation, building a safer, more inclusive space for LGBTQ+ voices in the gaming industry.
Carlsberg Britvic’s B-Diverse Network celebrates Black, Asian, and ethnically diverse employees, driving cultural change through impactful events like the Reclaiming Narratives Black History Month celebration. The network hosts live events, culinary experiences, and interactive learning, featuring influential voices like Michael Duberry and Sheila Nortley. It has fostered a sense of belonging and awareness through initiatives like the Original Flava cookbook campaign, reinforcing the power of storytelling in building an inclusive workplace where all voices are seen, heard, and valued.
Capgemini’s NeuroAbility network is a trailblazer for neurodiversity inclusion, growing to over 650 members in its first year. It has driven policy change, introducing Neurodiversity Diagnosis support and employee profiles that foster psychological safety. Initiatives like NeuroNutures for parents of neurodivergent children, NeuroMunch lunch sessions, and Coffee Roulette pairings create supportive connections. NeuroAbility’s innovative approach to education, peer support, and policy advocacy has created a safer, more inclusive culture for neurodivergent colleagues at every stage of their career.
Moneybox’s Black Employee Network (BEN) has evolved from an informal support group to a structured ERG with significant impact. It has doubled membership, influenced DEI strategy, and created platforms for Black voices through panel events and professional development. BEN’s first panel, Breaking Into Tech through Nontraditional Pathways, drew nearly 50 attendees, while its Meet the Leads interview became the third most-watched Moneybox LinkedIn video of 2024, showcasing its role in amplifying Black talent within the fintech industry.
PACT is a rapidly growing ERG for parents and caregivers at Verizon, expanding from 7 to nearly 300 members in just 18 months. It has created innovative spaces like ERG Culture Hubs in London and Reading, hosted the UK’s first Take Your Child to Work Day since 2008, and launched the PACT 10-in-10 podcast to share personal stories and foster connection. With a focus on practical support, visibility, and community impact, PACT is redefining the role of caregivers in the workplace and inspiring cultural change across Verizon’s global offices.
Able@Z champions neurodiversity and disability inclusion through innovative programmes like Quiet Rooms, Fireside Chats, and myth-busting webinars that foster understanding and reduce stigma. It has grown to 210 active Slack members and hosted over 40 global events in its first year. Able@Z’s practical approach to accessibility, from fidget tools at events to mental health workshops, has created a more inclusive workplace culture. Its pioneering work has inspired clients to replicate similar initiatives, demonstrating the network’s external influence and commitment to building a neurodiversity-friendly workplace.
4Parents & Carers at Channel 4 provides vital support for colleagues balancing work and caregiving. It has grown despite significant organisational change, launching initiatives like the Children’s Mental Health and Online Safety panel, Closed Room carers sessions, and the Wills & Power of Attorney webinar. The ERG also influenced parental leave policy and created micro-communities on Viva Engage, enhancing connection for carers. Its wide-ranging support reflects the evolving needs of a diverse workforce.
Affirm’s Women@ ERG creates meaningful connections across its remote-first, globally distributed workforce. It supports career growth through mentorship, professional development, and community building, with initiatives like the WomenSupportingWomen campaign and networking events in global hubs. Women@ provides tailored support across time zones, ensuring all members feel included and empowered. The ERG’s multi-layered approach to connection—from virtual coffee chats to in-person gatherings—sets a new standard for building community in the digital age.
Airbnb’s Black@ ERG champions belonging and empowerment, creating innovative resources like the ERG Starter Kit to support Black employees across the tech sector. Its Ode to Black Travel video essay and annual gatherings like The Send Off reflect its mission to honour Black culture, foster connections, and drive systemic change. Black@ aligns closely with Airbnb’s broader diversity goals, supporting the company’s 20% underrepresented minority target for U.S. employees by 2025. Through storytelling, community building, and cultural celebration, Black@ is a trailblazer in inclusion and empowerment.
MaxPride drives lasting LGBTQ+ inclusion at Maximus, blending policy reform with personal storytelling. Its MaxPride Listening Circles inform organisational change, while its Trans and Non-Binary Inclusion Guidelines set a new standard for inclusive policy. MaxPride’s Beyond the Binary video campaign and ally network growth have transformed workplace culture, improving Maximus’ Stonewall Workplace Equality Index score and creating real, measurable impact for LGBTQ+ colleagues and allies.
The Multiculture Network at Getty Images emerged from the 2020 global racial reckoning, growing from 8 to over 180 members. It provides a safe, open forum for underrepresented employees, influencing company culture and policy through data-driven insights. The network’s annual surveys have catalysed executive-level change, creating more equitable career pathways and amplifying diverse voices. Its commitment to intersectionality and authentic storytelling has transformed Getty’s internal culture and strengthened its position as a leader in representation.
DEI Innovation Award
Monzo is redefining inclusion in fintech through a bold, data-driven DEI strategy that prioritises equity at every level. With over 10 million customers and nearly 4,000 employees, Monzo’s initiatives include its Race Inclusion Strategy, mutual mentoring, and partnerships with Coding Black Females. The organisation champions intersectional progress, boasting 49.3% women and over 20% LGBTQ+ representation. Through initiatives like Empathy Labs, accessible career pathways, and inclusive policies, Monzo is driving structural change, not performative statements. Its measurable impact and ambitious goals make Monzo a standout innovator, setting a new industry benchmark for inclusive, equitable workplaces in the digital banking era.
Bentley Motors has embedded DEI into the core of its Beyond100+ business strategy. Through the #BelongingAtBentley philosophy, they champion a culture of dignity, equity, and visibility, backed by five thriving employee networks and a senior-led DEIB council. Bold actions like pausing factory production for We.Together Week and launching modular data dashboards demonstrate strategic alignment with inclusive values. Inclusive leadership training, tailored development pathways, and a new equity-focused policy framework showcase Bentley’s commitment to driving change in a historically male-dominated industry. DEIB at Bentley is not a programme, it’s a mindset.
The Funders for Race Equality Alliance (FREA) developed the Racial Justice Audit, a pioneering tool enabling funders to assess and transform grant-making through an anti-racist lens. FREA blends data collection with reflective learning to challenge systemic bias and drive structural change. Used by funders including the Lloyds Bank Foundation and Paul Hamlyn Foundation, the Audit supports equity-focused strategies and new funding criteria. Aligning with DEI data standards but pushing further, the tool enables funders to benchmark progress, strengthen accountability, and embed racial justice at the core of philanthropic practice.
Capgemini drives DEI innovation through programmes like Shattering Ceilings, Inclusion on Boards, and Future Leaders, each targeting systemic barriers faced by underrepresented groups. Shattering Ceilings supports Black women through personalised coaching, peer learning, and leadership development. Inclusion on Boards prepares diverse talent for non-executive director roles, while Future Leaders accelerates career progression through coaching and high-impact learning. Capgemini’s family-friendly and neuroinclusive benefits reinforce a culture of equity, while consistent investment in behavioural coaching and inclusive branding showcases its commitment to holistic, measurable, and sustainable DEI transformation.
WeAre is redefining workplace inclusion through powerful, photography-led exhibitions that amplify the lived experiences of underrepresented communities. From city centres to corporate lobbies and Parliament, these mobile exhibitions—such as CorporateQueer and MotherWorks—bring DEI to the public eye. Each portrait is co-created, placing agency in the hands of the subject, and accompanied by deeply personal stories. With a scalable, emotionally resonant model, WeAre shifts DEI from abstract policy to public, human connection, fueling empathy, dialogue, and culture change in organisations and beyond.
Action Sustainability is redefining equity and inclusion within the built environment through the UK’s most comprehensive DEI benchmarking initiative. Its Fairness, Inclusion and Respect (FIR) Programme and the Annual Diversity Survey reached over 589 organisations—including 448 SMEs—representing more than 450,000 employees in 2024 alone.
This groundbreaking approach provides organisations of all sizes with accessible, anonymised insights aligned with national benchmarks, enabling evidence-based action across recruitment, retention, and representation. The 2024 Diversity Benchmarking Report highlighted critical disparities—such as an 88:1 applicant-to-hire ratio for ethnic minorities—and offered clear, actionable recommendations for change.
Now embedded in national infrastructure projects through clients like HS2 and National Highways, Action Sustainability’s work is transforming supply chain expectations and setting new industry standards. By placing data at the heart of systemic change, they have created a blueprint for scalable, measurable, and enduring DEI impact across the sector.
The British Business Bank is leading inclusive entrepreneurship through research, strategic partnerships, and inclusive finance programmes. As a delivery partner for the Invest in Women Taskforce, it has committed £50 million to female-led funds. Its Start Up Loans programme has reached over 100,000 businesses, with 40% of recipients identifying as women and 20% from ethnic minorities. Going beyond compliance, it publishes detailed pay gap data to inform internal equity strategies. From policy influence to measurable outcomes, the Bank is re-engineering the financial system to remove barriers and drive equitable growth across the UK.
Evri is embedding DEI at the heart of its transformation, evolving from a logistics provider into a people-first, inclusive employer. Its DEI Steering Committee, Culture Champions, and comprehensive training programmes have shaped a values-driven approach across all levels. With a clear strategy focused on inclusive recruitment, internal progression, and community representation, Evri has improved gender diversity in operations, doubled its internal talent pipeline, and launched initiatives like Safe Spaces for vulnerable customers. Their data-led DEI roadmap, rooted in feedback and frontline realities, is a model for inclusive innovation in non-traditional sectors.
Standard Chartered is setting the global benchmark for inclusive innovation through strategic data-led DEI interventions and co-created policy design. The bank’s initiatives span inclusive AI governance, equitable parental leave across 50+ markets, and assistive tech to support disability inclusion. With flagship efforts like SC WIN’s $296M investment in women-led SMEs and a global peer recognition platform, inclusion is embedded in daily practice. Their 82.1% Inclusion Index and WELL Equity Rating across nine global buildings reflect a culture that doesn’t just promote diversity, it builds systems where every colleague thrives.
Browne Jacobson LLP has redefined inclusion in law through pioneering, data-driven initiatives like the FAIRE Programme, which removes CVs and academic filters to widen access. Its REACH mentoring supports aspiring Black lawyers, and a virtual work experience programme ensures accessibility. The firm leads in pay gap transparency and social mobility, publishing detailed data across ethnicity, gender, and socioeconomic status. With 60% of training contracts awarded to non-traditional candidates and sustained gender parity at partner level, Browne Jacobson is not only opening doors, but actively dismantling systemic barriers across the legal profession.
DEI Rising Star
Jon Hering is a powerful force in advancing social mobility and inclusive talent. As co-creator of National Scholarships Week, he has facilitated over £2.2 million in funding for underrepresented students and led initiatives with Amazon, Nationwide, and Clarion Housing. At Blackbullion, Jon launched the Career Blueprint—an employability and financial literacy programme—now available to 350,000 users. He also chairs the Social Mobility Leaders Forum and organises cross-sector knowledge-sharing. Jon’s systemic approach to dismantling barriers blends commercial insight with heartfelt purpose, making him a rising star shaping access and equity across education and employment.
Emily Payne is a driving force behind Women at 1Password, the company’s largest ERG. As co-lead, she introduced strategic structure, implemented a new organisational framework, and launched monthly AMAs and tailored content for a remote-first workforce. A champion for working mothers and women in tech, Emily also supports external charities advancing young women’s careers in sales and entrepreneurship. Her approach blends operational excellence with inclusive leadership, proving how ERGs can be transformative spaces for community, visibility, and strategic change. Emily’s work exemplifies the power of thoughtful, intersectional inclusion in shaping tech cultures globally.
Grace Goodwin co-founded GENiE to elevate gender equity networks across Europe. A bold systems-thinker and storyteller, Grace connects over 100 companies through knowledge exchange, advocacy, and leadership development. Her work includes designing strategic toolkits, organising continent-wide forums, and spotlighting intersectional challenges in gender equity—particularly for women of colour, LGBTQ+ women, and working-class women. She uses digital media to amplify underrepresented voices and shift narratives. Grace’s impact bridges corporate and grassroots movements, proving that sustainable change comes through collaboration, creativity, and relentless vision.
Saira Khan is shaping the future of inclusion in the built environment through her work with the FIR Programme. She has developed inclusive resources used by over 10,000 learners, including an eLearning module, SME Hub, and intersectional guides on disability, gender, and ethnicity. A confident speaker and thought leader, Saira links sustainability with equity—highlighting how climate justice connects to DEI. Drawing from her lived experience of autism, dyslexia, and dyspraxia, she brings authenticity and insight to her work. Saira’s contributions are both strategic and practical, helping small businesses embed real inclusion across the supply chain.
Hannah Bevan is driving cultural transformation at BBC Cymru Wales through outreach, storytelling, and inclusive network-building. She has attended over 50 community engagement events to connect underrepresented groups with BBC opportunities, using her LinkedIn presence to reach over 87,000 people. Hannah plays a key role in building internal staff networks, creating safe spaces and encouraging authentic dialogue. Her personal storytelling has inspired others to share their journeys, amplifying inclusion from the inside out. With a strategic mindset and community focus, Hannah is reshaping what inclusive engagement looks like in media.
Ramses Wolfe is an award-winning trans author and DEI leader at UNICEF UK. His impact spans the development of inclusive language frameworks, mentoring LGBTQ+ youth, and launching the Inclusion Champions initiative. A passionate advocate for self-determination and decolonised practices, Ramses centres intersectionality in every initiative—from antiracism strategy to global DEI events. Named a PinkNews Role Model and published poet, his storytelling blends policy with humanity. Through mentoring, activism, and strategy, Ramses has helped shift how people see themselves at work—and how organisations can truly centre equity, belonging, and lived experience.
Taylor Mirkarimi is a dynamic DEI changemaker who led transformational initiatives across Amazon, from co-founding the BEN Women UK network to launching the UK Affinity Group Fair. She designed ethnic minority allyship training for European leaders, increased representation of women in engineering through targeted recruitment, and drove visibility by representing Amazon at major DEI conferences. Recognised internally as a Top Network Group Leader, Taylor blends strategic insight with lived experience to build inclusive, high-impact spaces. Her ability to connect grassroots efforts with organisational strategy marks her as a true rising star in global inclusion.
Dorothy Oduguwa is reshaping Vodafone’s inclusion strategy through data-driven, people-first leadership. She introduced the Equity Sequence framework to embed DEI into everyday decisions and led the DIVERSEify Your Career initiative, directly supporting 600+ diverse candidates. Dorothy also launched Vodafone’s Black Professionals Mentorship Programme and ensured ethnic minority women were prioritised in Women in Leadership pipelines. Externally, she speaks at global events and volunteers with UN Women UK. Her impact spans pay equity, representation, and outreach—earning Vodafone a Top Employer accolade and establishing Dorothy as a rising force in purposeful, inclusive leadership.
Shanice Tomlinson is co-founder of Orbit, a movement building inclusive workplace cultures through community-rooted DEI. She has delivered psychological safety workshops for organisations like Google and Glossier, and designed nature-based programmes for Black and mixed-race families. Shanice creates space for dialogue on mental health, motherhood, and belonging through her Orbit Stories platform and live events. Her impact spans sectors—bridging corporate DEI with grassroots activism. With clients ranging from ASOS to global NGOs, Shanice is redefining what inclusive leadership looks like from the ground up, blending vulnerability, creativity, and strategy to drive systemic change.
Deon Fang is a litigation lawyer and global LGBTQ+ inclusion advocate. At Morrison Foerster, he leads MoFo Proud and created global coordination for LGBTQ+ pro bono work. He previously led Clifford Chance to #1 on the Stonewall Top 100, advised on policy change, and worked on landmark cases affirming non-binary identities. A disabled queer person of colour, Deon brings an intersectional lens to mentoring, reverse mentoring, and global advocacy—advising on everything from pay gaps to trans-inclusive sport. Recognised by British Diversity Awards and British LGBT Awards, Deon exemplifies courageous, values-led leadership in law and beyond.
Inclusion in Sustainability Award Sponsored by Clyde and Co
Finisterre blends ocean activism with inclusion, pioneering community-driven sustainability through accessible design and ethical supply chains. Their Finisterre Foundation removes barriers to ocean access, providing adaptive wetsuits and modest swimwear to underserved communities. Through transparent sourcing, living wage efforts, and real relationships with suppliers, Finisterre champions human dignity at every production stage. Their storytelling platform elevates conservation voices, while community store events deepen environmental education. Finisterre proves that ocean-positive business can—and must—centre the people it serves.
Klarna is redefining the intersection of financial technology, climate action, and inclusion. By embedding sustainability into its core offering, Klarna empowers millions with financial literacy tools while championing climate-conscious consumer behaviour. From inclusive financing for underserved communities to a carbon tracker that nudges sustainable choices, Klarna’s innovations deliver measurable social and environmental impact. With SBTi validation and widespread recognition, Klarna is setting a new standard for tech-driven inclusion, demonstrating how digital platforms can create shared value for people and the planet.
The Centre for Sustainable Business at King’s College London is leading a movement to make sustainability research more inclusive, accessible, and impactful. Through its Inclusive Sustainability Campaign, the Centre amplifies marginalised voices in climate and business, turns academic insight into public storytelling, and drives policy engagement at the highest levels—including Parliament. With visual infographics, media outreach, and events tackling gender and economic equity, the campaign transforms research into action. It’s a powerful example of how academia can challenge assumptions and catalyse inclusive systems change.
Legal & General sets the benchmark for inclusive sustainability through bold investments and systemic change. From delivering 8,500 affordable homes to embedding social equity into real estate via its Social Impact Toolkit, L&G proves that place-based sustainability can drive real social progress. With initiatives like its Nature and Social Outcomes strategy, health equity networks, and inclusive education with Birkbeck, L&G fosters environmental and societal wellbeing hand in hand. Their model exemplifies how finance, housing, and health can converge to serve people and planet for the long term.
Action Sustainability leads the transformative FIR Programme, equipping the built environment sector with the tools to build inclusive, sustainable workplaces. Offering free, accessible training and resources, the programme helps organisations attract diverse talent, shift workplace culture, and meet equality obligations. Its landmark Diversity Survey—the UK’s largest in the sector—drives data-led action across over 450,000 employees. With deep engagement from SMEs and industry leaders alike, FIR integrates people and planet priorities, showing that inclusive values are fundamental to environmental progress. It’s a standout example of how systemic change in sustainability starts with fairness, respect, and representation.
BAT (British American Tobacco)
BAT is transforming legacy operations through a bold and inclusive sustainability agenda. With programmes supporting over 91,000 smallholder farmers, urban food security projects, and women’s economic empowerment, BAT links community resilience with climate action. Its circular economy initiatives—from lithium battery recycling to upcycling waste into public furniture—drive local impact. Governed by cross-regional D&I frameworks and inclusive leadership training, BAT integrates equity into its ESG strategy at scale. It’s a compelling model of how inclusion and sustainability can co-exist, even in historically complex sectors.
Tyler Grange is reimagining environmental consultancy through an inclusive lens. As a certified B Corp, the firm embeds social equity into its sustainability strategy—championing diverse hiring in the green sector, mental well-being through nature-led practices, and community partnerships that bring environmental skills to underserved groups. From adaptive volunteering to inclusive planning consultation, Tyler Grange connects climate action with human connection. Their innovative model proves that sustainable business must be people-first, community-centred, and emotionally intelligent.
CDW UK is building a digitally equitable and environmentally sustainable future by putting inclusion at the heart of its tech solutions. Through youth empowerment programmes with The King’s Trust, digital skills training, and global partnerships like Compudopt, CDW closes the digital divide while boosting environmental resilience. Their supplier diversity programme drives economic growth for underrepresented entrepreneurs, reinforcing sustainability across the value chain. With a strategy spanning social impact, education, and circular innovation, CDW leads with purpose and delivers with measurable results.
DEI Thought Leader and Influencer Award
Tumi Sotire is the founder of The Black Dyspraxic, a platform rooted in faith, intersectionality, and lived experience. A health economist by profession and global advocate by mission, Tumi uses personal narrative and policy insight to reshape systems across race, neurodivergence, and economic inequality. Through talks at IBM, Universal Music, and Sony, strategic advisory roles, and grassroots content creation, he champions neuroinclusion in often overlooked communities. Tumi’s leadership bridges academia, community, and corporate worlds—fostering dignity, connection, and equity. His voice is one of conviction, clarity, and courageous truth-telling.
Paul Modley is a DEI powerhouse transforming strategy into action across global talent landscapes. As Managing Director of DEI&B at AMS, he has led initiatives that raised ethnic leadership representation from 4% to 17%, launched pioneering Knowledge Exchange webinars, and created the D&I Alliance—uniting partners around protected characteristics. Paul also founded the Social Mobility Leaders Forum, driving cross-sector collaboration and scalable impact. His influence is wide-reaching, but his focus remains human and practical: ensuring every voice has access, every system reflects equity, and every business understands that inclusion drives performance.
Luis Canto E Castro is a fearless disruptor challenging how disability inclusion is understood, taught, and embedded. Through strategic consultancy, bold storytelling, and radical candour, he is reshaping policy and practice—from schools to boardrooms. Luis has pioneered frameworks that move organisations beyond compliance toward cultural transformation, bringing authentic visibility to disability at all levels. His message is clear: inclusion is not charity—it’s progress. As a speaker, strategist, and societal voice, Luis is changing the narrative of what disabled leadership and influence looks like—delivering lasting, structural change with truth and vision.
Andrea Metherell, Head of Inclusive Futures at Capgemini, is setting a new standard for intersectional DEI strategy. She’s expanded gender-focused agendas into holistic frameworks covering age, neurodiversity, disability, and veterans. Andrea founded the DEI in Tech group (25+ member orgs), spearheaded age inclusion across Capgemini, and advocated for neurodivergent and deaf communities through her lived experience. Her work has shaped policies, influenced 150,000+ employees, and earned top inclusion accolades across sectors. Andrea’s blend of policy expertise, personal advocacy, and coalition-building makes her a true architect of inclusive futures.
Nzinga Orgill is the founder of Avi2i, a consultancy embedding inclusion across aviation, tourism, and transport. Her work transforms policy into practice through strategic audits, inclusive design frameworks, and customer journey reforms. With tools like the IMPACT framework and inclusive customer checklists, Nzinga is shifting how inclusion is operationalised—affecting thousands of customers and employees. A respected voice in sector-wide forums, she has built ERGs, delivered cultural safety workshops, and influenced UK infrastructure strategies. Nzinga’s approach is precise, practical, and powerfully people-centred—bringing dignity to systems and belonging to those often excluded.
Dr. Nahla Khaddage Bou-Diab is a globally recognised thought leader redefining organisational culture through inclusion, spirituality, and resilience. As CEO of AM Bank and founder of Oneness Management, she has implemented her doctoral research on belonging to elevate emotional well-being and performance across institutions. Nahla authored the Arab world’s first Gender Diversity Charter, pioneered Culture Risk Management frameworks, and developed science-based methodologies that empower leaders to dismantle fear-driven bias. Through her books, public speaking, and innovative tools like the Oneness app, she equips executives worldwide to transform inclusion from policy to lived experience—driving systemic, heart-led cultural change.
Gabriella Kerr Gordon leads with empathy and strategy to drive cultural equity at Imperial College London. As the creator of the IMPACT programme, she has empowered ethnic minority staff through a unique blend of leadership development, cultural confidence, and organisational change. IMPACT’s influence goes beyond workshops—it’s sparked systemic initiatives like “Shifting the Lens” and built safer, more representative workplaces. Gabriella’s approach tackles both personal growth and structural barriers, bridging gaps between identity, power, and opportunity. Her commitment to authentic inclusion is transforming culture in higher education, one voice and one system at a time.
Akua Opong is a tireless advocate for inclusive impact in tech, education, and sustainability. As UK Accessibility Co-Lead and a neurodivergent champion, Akua has led global tech donation drives reaching 40+ communities, mentored 6,000+ girls into STEM, and raised over £80,000 for charities. Her influence spans career talks, coding workshops, women’s health advocacy, and community volunteering. A Non-Executive Director at Genius Within and STEM ambassador, Akua’s holistic approach to inclusion touches racial equity, gender, mental health, and accessibility—amplifying overlooked voices and delivering systemic change with authenticity and compassion.
Lucy Bennett is a rising force for structural inclusion in policing, insurance, and beyond. From delivering the Race Action Plan for Surrey and Sussex Police to driving inclusive hiring campaigns and sponsoring Ramadan allyship programmes, Lucy fuses strategy with empathy. Her thought leadership also shaped DEI infrastructure in financial services, embedding lasting impact across systems and culture. As a recognised leader by DiverseIn and marketing strategist for the 30% Club, Lucy demonstrates how inclusive leadership can span sectors, shift mindsets, and deliver measurable equity. Her work is smart, people-centered, and purpose-led.
Stuart Munton leads with humanity, digital equity, and systemic design. As Chief for Group Ways of Working at AND Digital, he has upskilled nearly 10,000 people by embedding inclusion into agile learning journeys. He co-founded Agile Reading, mentors through neurodivergent networks, and advises UK government on workforce strategy. A consistent advocate for psychological safety and tech accessibility, Stuart connects grassroots change with national influence. His thought leadership challenges norms, promotes equity in leadership, and builds safe spaces for all to thrive. Stuart’s influence is quiet power: intentional, inclusive, and widely felt.
Jason Arthur, CEO of Mission 44, is one of the UK’s most powerful voices in equity and inclusive leadership. Backed by lived experience and policy acumen, he leads system-wide reform through education, employment, and youth opportunity. Under Jason’s leadership, Mission 44 has launched youth-led boards, reshaped government partnerships, and influenced national policies. From BBC panels to keynote addresses, Jason’s thought leadership is both visible and values-driven. He’s more than a leader—he’s a movement-builder using public platforms to mobilise change, elevate underrepresented voices, and embed inclusion at the heart of society.
Chris Naylor, founder of Bnode, is reshaping the digital world through ethical design and radical accessibility. His pioneering in-built website accessibility tools—co-designed with neurodiverse communities—are setting a new benchmark for inclusive tech. With no PR budget or team, Chris’s influence stems from authenticity, community input, and consistent advocacy across public sector councils and education. A mentor, advisor, and thought leader, he links digital inclusion with environmental sustainability and social equity. Chris proves that meaningful impact doesn’t require a platform—just purpose, innovation, and a refusal to accept the status quo.
Kushal Khandhar, Global Director of Pride@BCG, is redefining LGBTQ+ inclusion through thought leadership that’s global, data-driven, and deeply personal. From authoring pioneering research featured in Forbes and Harvard Business Review to advising governments and global firms, Kushal has influenced policy, corporate strategy, and public discourse. His intersectional storytelling—spanning embassies, universities, and national media—drives equity across continents. As a published LGBTQ+ author in multiple South Asian languages, Kushal is transforming narratives in regions where inclusion remains taboo. His impact is measurable, lasting, and rooted in lived experience, authenticity, and a bold commitment to change.
Diverse & Inclusive Company Culture Award
Clifford Chance is cultivating a global legal culture where inclusion is tangible, creative, and measurable. From expanding its Arcus (LGBTQ+) and Accelerate>>> (gender equity) networks into India to hosting the globally recognised Arcus Pride Art Exhibition, the firm creates spaces for identity, allyship, and open dialogue. Its inclusion training tackles unconscious bias with precision, while achieving Mansfield Rule certification across the UK and US reflects progress in diverse leadership. Clifford Chance has grown ethnic minority partner representation from 7.6% to 13.1% in four years—demonstrating that inclusion is embedded, not performative, and driven from the top.
Everywhen’s transformation into a data-driven, inclusive powerhouse sets a new bar in professional services. In 2024, they launched a strategic DEI action plan aligned with regulatory change and rooted in employee trust. From collecting diversity data on 83% of staff to introducing menopause policies, Health Passports, and 10 thriving employee networks, their approach is holistic and people-first. Everywhen prioritised inclusive hiring, psychological safety training, and social mobility—earning praise from Progress Together. Their DEI intranet hub reached 6,000+ visits, while ERGs shaped business-wide change. Everywhen shows that with bold intent and community voice, workplace culture becomes transformational.
At Morinaga Milk, DEI is driven by Kaizen—the Japanese principle of continuous improvement. Rather than implementing checklists, the company empowers employees to self-reflect, challenge assumptions, and co-create ethical, inclusive culture daily. From redesigning advertisements with inclusive storytelling to facilitating cross-functional workshops and ethics policies shaped by staff voices, Morinaga has embedded DEI into mindset and method. 90% of participants report feeling more confident discussing inclusion, and DEI is now woven into internal communications, marketing, and leadership. In a culture rooted in responsibility and humility, Morinaga’s approach shows that real inclusion is a practice—not a programme.
TUI UK&I’s ‘Come As You Are’ approach is more than a campaign—it’s a commitment. In 2024, the business embedded DEI into its DNA through 13 thriving Employee Network Groups, reverse mentoring, inclusive holiday design, and dynamic campaigns like TUI CAN’s all-Black crewed flights for Black History Month. A newly launched DEI Hub, transparent data campaigns, and ambassador forums ensure accountability and engagement across levels. TUI proves that creating belonging isn’t about box-ticking—it’s about listening, acting, and evolving. Their impact is felt in policy, people, and public storytelling—setting a new standard for DEI in the travel sector.
Brentford FC is redefining what inclusion looks like in sport. From pioneering inclusive recruitment and steward training to launching data-driven EDI reviews and impactful community events, the club embeds belonging into every touchpoint—on and off the pitch. Initiatives like their inclusive leadership programme, sensory room, multicultural networks, and Open Iftar event reflect a bold, whole-club approach. Representation is rising, safety scores are high, and cultural awareness is tangible. Awarded Gold at the 2024 Football Business Awards, Brentford proves inclusion isn’t an add-on—it’s part of their DNA. A model of intentional, transparent, and transformative club culture.
Bentley Motors has embedded diversity, equity, and inclusion at the heart of its strategy, building a workplace where employees feel valued, seen, and supported. With 52 nationalities represented and a median gender pay gap of -2.7%, Bentley’s inclusive culture is both intentional and measurable. Initiatives like the BeProud LGBTQ+ network, Extraordinary Women STEM mentorships, and symbolic campaigns like the Unifying Spur car reflect a commitment to visibility, equity, and belonging. Recognised as a UK Top Employer for 13 consecutive years, Bentley continues to redefine what inclusive luxury leadership looks like—internally and across the global automotive industry.
LAIKA Studios’ inclusive culture is as bold as its animation. From its Inclusive and Respectful Communication training (rated 4.6/5 by staff) to benefit plans including gender-affirming care, LAIKA has embedded DEI into every frame. Two-thirds of employees engage in ERGs, and over 1,800 participated in 50+ events last year. The studio champions intersectional storytelling through partnerships with WIA, Film Independent, and Bowie State University—funding diverse stop-motion creators and building pipelines for underrepresented talent. With transparent pay structures, thriving community networks, and a voluntary turnover rate, LAIKA proves that belonging is the future of creativity.
Deloitte UK leads by embedding equity into every layer of its business. A standout among the Big Four, it achieved its 2025 partner diversity targets a year early and has launched some of the most progressive policies in the industry—like 26 weeks of fully paid parental leave for all parents, regardless of gender. From bias-reduction in recruitment to celebrating neurodiversity, Ramadan, and Pride through immersive campaigns, Deloitte’s inclusion is holistic and human. With blind hiring, live feedback loops, and a Neurodiversity Network of 600+, it proves inclusive culture is not just strategy—it’s daily practice, accountability, and evolution.
At Co-op, inclusion begins with listening and flourishes through action. Grounded in social purpose, Co-op’s culture is shaped by real-time colleague feedback via Speak Up channels, quarterly Inclusion Index surveys, and active network collaboration. Its 2023 Inclusion & Diversity Pledges underpin inclusive hiring, equitable progression, and meaningful policy change—from flexible work and pregnancy loss leave to menopause and neurodiversity support. With standout campaigns like Neurodiversity Awareness Week reaching 10,000+ colleagues and Safer Colleagues, Safer Communities advocating for retail workers, Co-op shows that building inclusive culture means leading with empathy, consistency, and purpose—inside the business and beyond.
Superdrug and Savers’ bold ‘Unlearn’ campaign redefined how inclusion is communicated across the retail sector. Centred around real employee stories, the campaign invited teams and customers alike to challenge unconscious bias and celebrate diverse identities. From internal films and learning games to social media engagement and podcasts, Unlearn created a unifying narrative across all platforms. Its honest, empathetic storytelling—with staff sharing childhood photos—sparked connection, education, and collective growth. With 1,500+ social reactions, 440+ game completions, and continued expansion through 2024, Unlearn proves inclusion is a daily practice, not a one-off moment.
Creative Diversity Campaign Sponsored by Clyde and Co
CGI’s No Holding Back campaign brought authenticity to the workplace through emotional storytelling. Centring real CGI employees, it tackled imposter syndrome, neurodiversity, race, and gender in tech with compassion and candour. With videos generating a 6970% uplift in likes and a CTR 7x industry benchmark, the campaign went viral internally and externally. But its real legacy lies in culture: more partners speaking up, more candidates applying, and more people feeling seen. For CGI, this wasn’t just about visibility, it was about voice, trust, and belonging.
The England and Wales Cricket Board’s Taste of Cricket campaign reimagined belonging in sport through food—celebrating cricket’s cultural richness with match-day teas, a crowdsourced cookbook, and a star-studded cooking series. From Urdu recipe translations to grassroots events and media coverage in Men’s Health and Sky Sports, it reached 3M+ people and saw 11% uplift in public perception of cricket as inclusive. With dishes like jerk chicken and leek bhajis, the campaign turned tradition into transformation—bringing people to the table and into the game.
On IWD 2025, SheSays launched We Act, a bold LinkedIn-first campaign that turned performative allyship into meaningful action. By hijacking job-posting formats to tag “office allies,” and launching a toolkit, podcast, and photo campaign, SheSays engaged men and non-binary allies in the gender equity movement with clarity and creativity. With 1.7M+ editorial reach, 31K+ LinkedIn impressions, and 490 ally signups, We Act extended beyond social buzz—building workplace networks and ongoing ally events. It proves that digital disruption, done right, can drive real-world change.
ITV’s creative DEI strategy brings inclusion to mainstream media, on and off-screen. Through its £80m Diversity Commissioning Spend and Diversity Development Fund, ITV nurtures new talent, stories, and pipelines. Campaigns like Fresh Cuts, Black Voices, and Disability Unscripted blend entertainment with equity, reflecting the UK’s real cultural landscape. In parallel, inclusive policies and colleague networks drive change internally. ITV proves that DEI isn’t just behind the scenes, it’s in every scene. A powerful blend of representation, development, and authentic storytelling.
#NameTheBias is a fearless campaign that brought the UK’s ethnicity pay gap crisis to the steps of Parliament—and into the public eye. Co-led by People Like Us and Worth Your While, the campaign used poetry, performance, and bold billboards to spark systemic change. Yasmin Ali’s spoken word film went viral, tabling five ministerial questions and galvanising over 60 citizens to contact MPs. With press coverage in The Times and endorsements from Oxford University and MPs across parties, #NameTheBias became more than a campaign, it’s a movement demanding transparency, dignity, and pay equity for ethnically diverse professionals.
Persil’s It’s Part of the Game campaign, in partnership with Arsenal, tackled a silent barrier in sport: period stigma. With 6 in 10 girls leaving sport due to fear of leaks, this campaign normalised period stains through honest storytelling, athlete-led content, and grassroots workshops. Social-first and co-created with real players, it reframed stains as symbols of strength and belonging. Reaching 34 countries and 240M+ people, it sparked global dialogue and brand trust—creating a safer space for girls in sport. A game-changing campaign using grit, not gloss, to drive inclusion.
Vatika Naturals’ #RootForMe campaign broke new ground in inclusive brand storytelling. Featuring an all-female comedy lineup led by Shazia Mirza and Sikisa, it spotlighted workplace inequality for women of colour with humour and heart. From Times Square billboards to Tube panels, and a reach of over 155 million, the campaign used wit and cultural authenticity to drive global dialogue. With digital stories, influencer collaborations, and real-world street activations, #RootForMe repositioned Vatika from haircare brand to inclusion champion—rooting for every woman, everywhere.
Asda’s Together for Ramadan campaign set a new benchmark for inclusive retail. With culturally attuned messaging co-created with the Asda Allies network, the campaign offered value-driven products, heartfelt media, and social storytelling that reflected real Muslim family life. From Eid recipes and modest fashion to 150+ dedicated Ramadan aisles, Asda’s approach blended commerce with cultural care. It reached communities where it mattered—on air, in-store, and online—garnering widespread customer praise and strong social traction. With affordability at its core and authenticity in its voice, Asda proved that inclusivity and commercial strategy are not just compatible, but powerful together.
Launched in response to global calls for gender equality in football, Women in Football’s Open Doors Agenda campaign turned outrage into action. Following FIFA’s controversial statements and the Jenni Hermoso incident, the campaign demanded systemic change—advocating for 30% female representation in football governance and safer, more inclusive environments. With global media coverage, UK Parliament engagement, and partnerships with FIFA and Ofcom, the campaign has sustained pressure on institutions while uplifting women’s voices across sport. A powerful blend of activism and policy, Open Doors reframes inclusion not as optional—but urgent.
WeAre is redefining how inclusion is seen, heard, and felt through its visually striking exhibitions like CorporateQueer, MotherWorks, and SportingQueer. Fusing portraiture and lived-experience narratives, WeAre transforms corporate and public spaces into platforms for underrepresented voices. With installations in Parliament, Broadgate, and Pride House, and campaigns celebrating LGBTQ+, working mothers, older women, and South Asians in football, WeAre turns identity into art with impact. These exhibitions spark belonging, shift workplace culture, and humanise diversity beyond metrics—ensuring people feel seen, heard, and valued.
PurpleSpace’s #PositivelyPurple is a global movement making disability inclusion visible, accessible, and actionable. Anchored around the UN’s International Day of Persons with Disabilities, the campaign delivers creative, employee-led storytelling across sectors. From Tesco’s purple-lit stores to BP’s offshore disability events and drop-in podcasts by HSBC, PMI, and Network Rail, the campaign empowers ERG leaders with toolkits, playbooks, and storytelling assets. With bold branding and grassroots scale, PurpleSpace proves disability inclusion isn’t just compliance, it’s culture, community, and celebration.
Canon’s World Unseen campaign, in partnership with RNIB, revolutionised photography for blind and partially sighted audiences. Transforming exhibitions into multisensory experiences through tactile galleries, braille, raised outlines, and vivid audio, the campaign reached 19,000+ people and shifted public understanding of accessibility in the arts. With over 60% of attendees saying it changed their perception of disability, and millions reached online, Canon challenged industry norms and built inclusive futures in imaging. This campaign didn’t just show—it made people feel inclusion in every sense.
Wellbeing Champion Sponsored by Clyde and Co
Capgemini is championing holistic wellbeing through a wide-reaching, data-informed strategy that tackles stigma and builds lasting support systems. Their global Wellbeing Hub and network of trained Wellbeing Champions empower employees to access resources around mental health, suicide prevention, domestic abuse, menopause, and endometriosis. By equipping people managers with targeted support tools and embedding wellbeing into day-to-day leadership, Capgemini creates a psychologically safe, caring culture. With structured prevention programmes and a forward-thinking, inclusive approach, Capgemini is proving that employee wellbeing isn’t a sideline, it’s central to performance, trust, and a thriving workplace.
At TUI, wellbeing isn’t a benefit—it’s a belief. The company’s “Live Happy” ethos is brought to life through 13 employee networks, hybrid working, wellness days, and a wellbeing strategy that covers everything from mental health and menopause to financial resilience. With initiatives like ‘Talk for 10,’ ‘Meet-Free Hours,’ and the Flexa-accredited ‘TUI Workwide’ policy, colleagues are empowered to thrive in and beyond work. The Mind Matters Network and wellbeing Power Hours ensure constant support, while community and care are woven into the employee experience. TUI is redefining travel culture through inclusive, holistic wellbeing.
Mercator Digital has built a workplace culture where every employee feels known, supported, and celebrated. With dedicated Community and Engagement teams offering regular 1:1 check-ins, trained Mental Health First Aiders, inclusive social events, and house team belonging, wellbeing is deeply woven into daily life. Remote-first yet people-focused, Mercator offers volunteer days, outreach programmes, mindfulness sessions, and a culture of recognition through their “Salute Scheme.” Their top-tier employee engagement scores—100% say “I can be myself here”—reflect a trusted, transparent culture that prioritises connection over formality. It’s small-team support with big-heart impact.
Talk Squad’s partnership with mental health charity SHOUT brought vital support to young men—through gaming. Launching in November 2024, the campaign hosted live-streamed influencer events and weekly drop-in gaming sessions with trained professionals, delivering 64 one-to-one chats and reaching over 3 million people. With 58% of participants new to mental health support and two active rescues recorded, the impact was real and urgent. Talk Squad met people where they were—online, with empathy and innovation—proving that wellbeing delivery must evolve with audience behaviours.
Ocado’s Global Mental Wellbeing Champions programme is a blueprint for grassroots transformation. Launched in 2022, it has grown to 146 trained champions across 10 countries, delivering 800+ confidential support conversations and ongoing Smart Rounds for reflective practice. Backed by robust training and employee storytelling, the programme has become a trusted pillar of psychological safety at Ocado. Recognised by the InsideOut Awards as “refreshing and inspiring,” the scheme offers targeted, culturally sensitive peer support while modelling transparency and care. It’s a shining example of how inclusion and wellbeing can be scaled without losing their human core.
Huddersfield Town AFC is breaking taboos and setting standards. As the world’s first club to achieve both Menstruation and Menopause Friendly Employer accreditations, the club has turned its Terriers Together strategy into a model of inclusive workplace health. With paid leave, policy integration, awareness training, and product access across stadiums and training grounds, they’ve built a culture where staff feel heard, supported, and proud. Their Women’s+ Network, mental health strategy, and peer support systems have driven measurable increases in female representation and retention. Huddersfield Town is championing wellbeing far beyond the pitch.
At LAIKA Studios, wellbeing is not a bolt-on—it’s the backbone. Their Inclusive and Respectful Communication (IRC) training set new benchmarks in emotional safety, while expansive ERG involvement, accessible healthcare, and on-site wellness services—from acupuncture to counselling—create a workplace designed for thriving. With only 3.6% voluntary turnover and 1,800+ attendees at DEI and wellbeing events, LAIKA proves belonging drives retention. Employees describe the studio as “empathetic,” “supportive,” and “a place to be yourself.” LAIKA’s approach blends high-quality care with community connection—making creativity and compassion core business.
The Financial Times’ Wellbeing ERG is redefining global inclusion through storytelling, cross-cultural understanding, and systemic support. Rebranded in 2025 to encompass emotional, physical, and financial wellbeing, the ERG runs Real Talk sessions across FT’s global offices, tackling tough topics like eating disorders, addiction, and loneliness. Its inclusive strategy is guided by employee data, board sponsorship, and lived-experience leadership—most notably, its Chair’s powerful openness about anorexia. FT Wellbeing is more than a support group—it’s a global inclusion engine embedding psychological safety into policy, programming, and purpose.
IHG is setting a global gold standard for inclusive wellbeing across 345,000+ colleagues in 100+ countries. With its four-pillar strategy—mental, physical, financial, and social—IHG’s inclusive wellbeing framework is backed by high-impact campaigns like “Be Kind to Your Mind” and peer-led Employee Resource Groups. Whether it’s hybrid working to support caregivers or tailored services for neurodivergent colleagues, IHG delivers intersectional, human-centred care. With 90%+ satisfaction scores, rising EAP usage among minority groups, and global storytelling that bridges regions, IHG proves that big business can lead with heart—and drive real inclusion, worldwide.
Wincanton is transforming wellbeing in logistics through a people-first strategy that reaches across 200 sites and 20,000+ employees. From 350+ trained Mental Health First Aiders to culturally competent support, the “Better Days” programme and inclusive digital hub are reshaping how care is delivered in warehouse, transport, and office environments. Peer-led networks like RAACE and WIN amplify underrepresented voices, while engagement data shows reduced absenteeism and higher satisfaction. In a traditionally male-dominated sector, Wincanton’s wellbeing approach is bold, inclusive, and deeply embedded—proving operational scale and compassionate culture can go hand in hand.
DEI Talent Acquisition
Greenpeace UK’s DEI talent strategy ties representation to accountability. Backed by its 2030 Race & Ethnicity Targets and Anti-Racism Implementation Team, the organisation reviews annual progress against bold milestones—like inclusive job platforms and equity-focused hiring guidelines. With 38% of new hires from racially diverse backgrounds, Greenpeace is building a workforce that reflects London’s communities and inspires global peers to follow suit.
Police Now is revolutionizing police recruitment through its National Graduate Leadership and Detective Programmes. With a mission to diversify policing, 22% of its participants are from ethnic minority backgrounds, and 57% are women—figures that surpass national averages. The organization emphasizes inclusive recruitment processes, assessing candidates’ commitment to tackling discrimination. Its innovative ‘Change the Story’ campaign has garnered multiple awards, highlighting its dedication to equity and inclusion. By embedding diversity into its core strategy, Police Now is not only attracting a broader range of applicants but also fostering a more representative and effective police force.
Manchester Met embeds inclusion across the talent lifecycle through pioneering data tools, sector-leading training, and deep community engagement. With a People Data Equality Framework empowering evidence-based decisions and programmes supporting first-gen students, the university strengthens equity from classroom to career. Initiatives like ‘Bridging the Gap’ and inclusive recruitment toolkits support underrepresented groups, with real outcomes in representation and progression.
e-Social transforms government service delivery and internal talent growth across Azerbaijan. The platform upskilled 8,000+ staff, integrated inclusive tech like AI chatbots and Face ID, and redesigned workflows for accessibility. With 98% user satisfaction, sustainability gains, and a diverse user base including 103-year-olds, the initiative has reshaped recruitment, retention, and cross-generational capability building. International recognition and ISO certifications affirm its sector-leading model.
Mizuho is leading inclusive talent acquisition across Asia and beyond, embedding diversity into recruitment strategy through bold targets and structured support. Since launching DEI efforts in 2002, the company has introduced career development programs for women, targeted hiring of disabled and older candidates, and flexible work policies that accommodate diverse needs. Its Employee Resource Groups (ERGs) foster a strong sense of belonging and influence strategic decisions. With measurable progress—such as targets for women in leadership by 2026—and international recognition, Mizuho exemplifies how global financial institutions can embed equity into every stage of talent attraction and development.
Capgemini’s CapAbility ERG has revolutionised inclusive hiring through lived experience. From neurodivergent-friendly interview formats to accessibility-focused training for hiring managers, Capgemini removes barriers at every stage. External partnerships with MyPlus and EmployAbility ensure diverse outreach, while anonymised recruitment and diverse interview panels reinforce fairness. With increased applications from disabled candidates and strong onboarding satisfaction, Capgemini sets a gold standard in inclusive hiring—led by those it serves,
Future of London’s Emerging Talent Programme tackles ethnic underrepresentation in the built environment. By focusing on lived experience over qualifications, the programme attracts career changers and graduates alike. Cultural intelligence training for host employers and motivation-led assessment build inclusive, high-calibre talent pipelines. With 79% of participants securing jobs and 64% retained by hosts, it’s a transformative model for equitable hiring across London.
weareAMS is transforming talent acquisition through its Disability and Neurodiversity ERG, which drives systemic change by embedding lived experience into strategy. The ERG co-developed AMS’s Accessibility Roadmap, redesigned hiring processes, and advised clients like Deloitte on disability-inclusive recruitment. A pioneering Neurodiversity Hiring Pilot with the National Autistic Society led to permanent hires and expanded ERG engagement. AMS also launched a Disability Pay Gap Report, boasts 15.25% internal disability representation, and supports candidates through guaranteed interview schemes and internships. Through data, partnerships, and storytelling, AMS demonstrates that inclusive hiring is not a side initiative, it’s a human-centred business priority.
Browne Jacobson leads with systemic change through programmes like FAIRE and REACH. FAIRE removes academic filters to assess potential via values-based recruitment. REACH supports aspiring Black lawyers through mentoring and placements, boosting Black trainee numbers to 45%. Anonymised applications, contextual data, and awards from ENEI (Employers Network for Equality & Inclusion) and Legal 500 reflect its trailblazing role in diversifying legal careers and shaping equitable entry points
Social Impact and Community Engagement
Hatch Enterprise is building a fairer future by empowering underrepresented entrepreneurs—especially Disabled and neurodivergent founders—through world-class, inclusive startup support. Their incubation and funding programmes increase skills, confidence, and access to capital, with measurable impact: a 55% average confidence uplift and 123% improvement in funding access. In 2024, they launched the UK’s first startup programme for Disabled founders and published best practice guides on inclusive recruitment and ecosystem equity. Hatch listens, co-designs, and adapts with founders at every step. Their work fuels sustainable businesses, strengthens communities, and opens the doors of entrepreneurship to those too often excluded.
Watson Farley & Williams is driving social mobility in law through strategic, sustained community engagement. Their multi-stage outreach model spans Year 10 to university, blending in-person experiences, virtual work placements, and scholarships. Flagship initiatives include the Causeway Education partnership, the WFW Forage virtual programme (reaching 500+ students), and the Mei Lin Goh Scholarship for international legal study. With tailored mentoring, contextual recruitment systems, and redesigned application processes, WFW tackles systemic barriers to access and equity. Their model is comprehensive, scalable, and human-led—proving that elite law can become inclusive, inspiring, and genuinely accessible.
The e-Social platform revolutionises public service access in Azerbaijan, placing 3 million users—especially elderly, disabled, and marginalised citizens—at the centre of digital transformation. This award-winning, AI-powered app consolidates 15 institutions’ services into one seamless, inclusive experience. With smart features like pension calculators, accessible design, and real-time social benefit tracking, e-Social empowers citizens with autonomy and transparency. It’s cut bureaucratic wait times from 30 days to 5 minutes, saved 23,000 trees, and inspired neighbouring nations. e-Social exemplifies how inclusive tech can transform societies—bridging digital divides and building responsive, rights-based governance.
Black Cultural Archives (BCA) brings Britain’s Black history to life through education and community empowerment. From delivering 332 school workshops to co-creating the Inclusive Histories GCSE curriculum with AQA and Royal Holloway, BCA is shaping how young people understand the nation’s past. Their Youth Programme supports 16–25-year-olds from African and Caribbean backgrounds to access heritage careers while fostering intergenerational connection—evidenced by their pioneering Black LGBTQ+ oral history project. Rooted in cultural pride, academic rigour, and community voice, BCA is redefining national narratives and catalysing a more inclusive, representative educational and social landscape.
LAIKA’s Outreach Programme is expanding access to careers in animation for underrepresented youth. With support from executive leadership and ERGs, LAIKA volunteers co-create culturally responsive workshops across schools and tribal communities—combining industry-grade tools with accessible, hands-on creativity. From bilingual sessions to cancer survivor outreach, LAIKA’s work fosters long-term partnerships that inspire confidence, skill-building, and storytelling. Their impact is multi-dimensional: uplifting students’ self-expression, strengthening educators’ programmes, and deepening employee purpose. In bringing stop-motion to life for young people from historically excluded communities, LAIKA is animating not just futures, but entire ecosystems of opportunity.
Green Street champions greener, more prosperous high streets by equipping small businesses with practical tools for sustainability. From the Borro reusable cup initiative to their Pioneers consultancy, Green Street supports 100+ retailers across Bradford, Newcastle, and Manchester in reducing waste, costs, and emissions. Their approach empowers communities through refill schemes, community events, and collective action that builds local resilience. Recognised by the Swiss Re Foundation, Green Street blends environmental justice with economic inclusion—making sustainable living an everyday, community-driven reality. They turn jargon into action, high streets into hubs of change, and sustainability into shared ownership.
Euan’s Guide is the disabled access review platform transforming lives through lived experience. With 50,000+ monthly users and 3,000 volunteers, it’s redefining community-powered accessibility. Their award-winning Red Cord Card campaign has distributed 150,000+ cards to improve toilet safety. Annual Access Surveys—supported by 7,500+ disabled people—inform national inclusion policy. From influencing venue design to empowering confidence in public spaces, Euan’s Guide turns data, peer reviews, and advocacy into action. Their model—rooted in trust, representation, and grassroots innovation—positions them as a leading voice in the movement for equitable, barrier-free environments.
Birmingham LGBT delivers life-affirming services for the LGBTQ+ community across the West Midlands. From domestic abuse support and trans-inclusive counselling to youth and elder wellbeing programmes, their reach is transformative. In 2023–24 alone, they delivered 1,361 counselling sessions, supported 162 survivors of abuse, and ran awareness training for over 1,000 professionals. Their work improves safety, mental health, and cultural competency in the region. Through advocacy, outreach, and wraparound care, Birmingham LGBT creates a future where LGBTQ+ people are not just included but empowered. Their impact is tangible, human-centred, and grounded in deep community trust.
The Trussell Trust is leading the fight to end hunger in the UK. With over 1,400 food banks, they distributed 3.1 million emergency parcels last year. But they go far beyond crisis response. Through innovative programmes like the Pathfinder initiative, Citizens Advice partnerships, and the Essentials Guarantee campaign, they address systemic poverty and influence policy. Their work blends emergency aid, financial inclusion, and powerful advocacy—mobilising 150,000+ citizens and 132 organisations. By shifting focus from food to fairness, the Trussell Trust is building a future where no one needs a food bank. They are a movement for dignity and change.
Legal & General embeds social impact into its investment DNA through inclusive capitalism. Their Social Impact Toolkit ensures community needs shape every housing and infrastructure project. In 2024, L&G launched a £3 million Health Equity Fund with UCL to address social determinants of health, and co-developed Manchester’s Street Engagement Hub—offering wraparound support for people facing homelessness. Beyond philanthropy, they’re activating capital for systems change: funding 150 grassroots health projects, creating 8,500 affordable homes, and driving cross-sector collaboration. L&G exemplifies purpose-led finance—turning investment into empowerment, and property into people-first regeneration.
Orbit creates inclusive, healing community spaces for women and working parents—especially Black and Mixed Black families. Their nature-based Forest Play programme boosts confidence and mental wellbeing through culturally responsive outdoor play. In partnership with Google, they also design leadership workshops that foster empathy and belonging within corporate settings. Orbit’s strength lies in co-creation: they don’t impose solutions, they build with communities. By centring psychological safety, lived experience, and long-term impact, Orbit bridges organisational goals with grassroots change. Their work is not just equitable—it’s emotionally intelligent, structurally transformative, and socially rooted.
Akerlof is redefining social impact in construction through values-driven consultancy and bold, community-focused initiatives. As a certified B Corp, Akerlof embeds inclusion across its workforce, governance, and client partnerships—rejecting over £430k in misaligned work. Their 20+ hours of civic engagement per employee powers mentoring, pro bono support, and grassroots outreach. From pioneering inclusive design with Great Western Railway to co-developing social return models with housing and care providers, Akerlof uses data, storytelling, and human insight to build places and policies that centre dignity. Their impact ripples across sectors, empowering communities and shaping inclusive systems for lasting change.