At The Intersectional Hub, we help organisations move beyond tick-box diversity and outdated leadership models. From quick taster sessions to leadership coaching, our services equip leaders with the skills to build authentic, inclusive cultures where people thrive — and businesses flourish.
Ready to experience it?
Is This Your Organisation?
- High turnover and rising recruitment costs.
- Low psychological safety: employees stay silent, disengaged, or burned out.
- Complaints and grievances around discrimination, harassment, or bullying.
- Teams unwilling to go the extra mile, doing only the bare minimum.
- Same old ideas, same old results — innovation feels stuck.
- Struggling to attract diverse talent or execute new ways of working.
If this is your organisation’s reality, you don’t have a “people problem.” You have a leadership opportunity.
The Business Case for Inclusive Leadership Training
Recruitment Costs
£30,000+ per new hire to account for the full cost of replacement including months of onboarding.
Sick Leave
£25,000 per burnout case (average 21.6 days lost per employee).
Efficiency Drop Costs
Up to 67% productivity loss from ‘quiet quitting’ and disengagement.
Legal Costs
£50,000+ per case, including legal costs, preparation time, tribunal awards.
Note that claim awards for discrimination cases are uncapped.
Sources: UK Employment Tribunals, Google’s Project Aristotle, CIPD, Oxford Economics
The S.H.I.N.E. Taster Session
A two-hour online, interactive experience designed for busy leaders.
- Discover your authentic leadership strengths (and blind spots).
- Engage in group reflection and peer learning.
- Get practical takeaways you can apply immediately.
Perfect for testing the waters before deeper investment.
Capacity:
Up to 10 attendees
The Full S.H.I.N.E. Workshop
Our flagship programme: a complete journey through the S.H.I.N.E. framework:
- Self-Knowledge – Know yourself beyond roles, masks, and expectations.
- Human Connection – Build trust through empathy and authenticity.
- Identify Team Traits – Understand the individuals behind the job titles.
- Navigate Strengths & Weaknesses – Map team dynamics to drive results.
- Evolve Continuously – Keep growing as contexts and teams change.
What’s included:
- Team-based exercises.
- Psychometric assessments.
- Role alignment strategies.
- Ongoing development frameworks.
Modules can be delivered individually or as a complete programme.
Attract Diverse Talent
(because great talent doesn’t come from ticking boxes)
Job ads can unintentionally lock out incredible talent before they even apply — especially women, minorities, and neurodivergent candidates, who are far less likely to apply unless they meet every requirement on the list.
This service isn’t just a language polish. Together, we’ll:
- Identify what’s truly essential for the role — and what’s optional but currently blocking great people from applying
- Make your advert accessible and appealing to a broader, more diverse audience
- Ensure your requirements and tone invite the very talent your business needs, but may be missing
I bring my lived experience as a single mum, a neurodivergent woman, and someone who’s read countless job ads that felt “not built for me” — and I’ll help you make sure yours are built for the people you actually want to reach.
*Bulk discounts for 10+ ads
Leadership Coaching
1:1 tailored coaching for leaders who want to:
- Lead with authenticity in complex environments.
- Build confidence in inclusive practices.
- Strengthen self-awareness and resilience.
Drawing on my experience as a senior leader, I show how understanding what truly motivates each team member—their values, communication style, learning preferences, and triggers—can transform team performance.
This isn’t theory. It’s practical, people-centred leadership that fosters psychological safety, trust, and engagement.
Together, we’ll identify simple, effective strategies to help you lead with intention, bring out the best in your team, and create an environment where everyone can thrive.
Why work with me?
I’ve sat on both sides of the table — as the employee expected to “fit” into a system, and as the leader trying to get the best out of a team.
I’ve been in DEI initiatives that left me feeling excluded. Why? Because they tackled gender, race, neurodivergence, or other identities in isolation — as if people only live one story. The reality is: many of us carry more than one unprivileged identity, and ignoring how they intersect means missing the real picture.
I’ve been through multiple occupational health assessments where I opened up about my challenges.
I explained how my skills had shifted — I’d become exceptional at big-picture thinking, strategy, leadership, and creativity, but struggled with detail, memory lapses, and brain fog. The “solution” I was offered? Flexible working, extended deadlines, and noise-cancelling headphones.
It was another checkbox exercise to limit liability — not to unlock potential.
When I led my own teams, I listened differently. I understood that life changes over time and that roles should evolve with people. By adapting, I got more from my team than any box-ticking policy ever could.
That’s why I do this work. Too many DEI programmes, occupational health assessments, and workplace policies are designed by people who don’t understand intersectionality.
I don’t just understand it — I live it every day. And I know exactly how to help your organisation turn it from a buzzword into one of your greatest untapped assets.
Ready to Lead Differently?
Join the growing movement of leaders redefining success through authenticity and inclusion.
The Intersectional Hub 