Joanne Lockwood speaks with EDI coach and consultant Pamela Permalloo Bass about what it really means to strive for fairness in workplaces and wider society.

Drawing on Pamela’s experience in NHS roles and consulting, they explore how inequity shows up through organisational structures, hierarchy, and decision-making, and why data alone (including workforce equality standards) is only a starting point unless organisations also listen to the lived realities behind the numbers. The conversation looks at barriers to progression, the “sticky floor,” and how fairness, trust, and psychological safety shape whether people feel able to speak up and thrive.

They also discuss how broader social narratives and policy debates influence workplace culture, and move into practical examples of inclusion in everyday working life: commuting and remote work, retention, and how social norms like alcohol-centred events or one-size-fits-all workplace expectations can unintentionally exclude people. The episode closes with reflections on fairness at a societal level, including wealth distribution and ideas such as universal basic income.

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Inclusion Bites is hosted by Joanne Lockwood of SEE Change Happen. Partnership and sponsorship enquiries: [email protected]

Joanne Lockwood talks with business strategist Elsa Caleb about what it takes to turn setbacks into comebacks, especially for women whose careers and income were disrupted by Brexit, Covid, and the cost of living crisis.

Elsa explains how she helps clients move from feeling stuck to taking practical steps: reframing circumstances, identifying transferable skills, and building the mindset needed to treat a venture as a real business rather than a hobby. Together they explore common barriers such as loss of confidence, fear of financial risk, and uncertainty about sales, pricing, and planning.

The conversation also highlights the value of supportive networks and accountability, with examples from women’s entrepreneur communities and the Professional Speaking Association during the pandemic. Elsa shares parts of her own journey from dance and the arts into business support work, as well as reflections on family influence and the reality of facing race as a factor in her experience.

Across the episode, the focus stays on sustainable entrepreneurship: cash flow, compliance, pricing, and building resilience so people can create stability for themselves and their families while pursuing work that fits their strengths and ambitions.

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Lee Gilbert joins Joanne Lockwood to talk through what it took to move from decades of masking to living openly and authentically.

Lee reflects on knowing she was transgender from childhood, the absence of information and role models in the 1980s and 1990s, and how that isolation contributed to shame and a severe mental health crisis in her teens. She describes building a life that looked successful from the outside while feeling deeply misaligned internally, and how music, relationships, and time helped her survive and make sense of who she was.

The conversation explores the practical and emotional “cliff edges” of coming out to a spouse, family, and then professionally, including how visibility can affect loved ones as well as the person transitioning. Joanne and Lee discuss vulnerability as a strength, the search for belonging, and the experience of “rebooting” life once authenticity becomes possible.

They also touch on the current media and political climate for trans and nonbinary people, and why Lee chooses to focus on mentoring, role-modelling, and one-to-one impact rather than being drawn into public debate. The episode closes with a clear message: authenticity and vulnerability can be transformative, and being visible in everyday life can challenge damaging stereotypes and make space for others.

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Joanne Lockwood is joined by media communication specialist Michael Dodd to explore what makes difficult conversations go well, whether in the media, at work, or in high-pressure public situations.

Drawing on his background in broadcast journalism and media training, Michael shares practical approaches for preparing ahead of time: anticipating “blowtorch” questions, clarifying the message you need to land, and delivering answers that are both responsive and credible. They discuss how strong communicators use structure, specific real-life examples, and “planned spontaneity” to sound natural while staying grounded.

The conversation also examines truth-telling under scrutiny, how trust can be lost when leaders appear evasive or inconsistent, and why effective responses often need to address emotion before detail. Joanne and Michael reflect on crisis scenarios, organisational values, and the role leaders and spokespeople play in rebuilding credibility when something goes wrong.

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Joanne Lockwood is joined by TJ Richards for a wide-ranging conversation about what it means to move “beyond the closet” and live with fewer self-imposed boundaries. Together they explore how identity, safety, and belonging intersect, and how coming out is often less a single moment than an ongoing process of becoming.

TJ shares the realities of coming out to family, the uneven pace of other people’s understanding, and the importance of empathy when loved ones need time to adjust. Joanne reflects on her own transition, including how it affected her marriage and children, and the complicated experience of being both the catalyst for change and the person trying to help others process it.

The conversation also looks outward to systems and institutions: the frustrations of misgendering and being disbelieved, the burden of “calling in” organisations through education, and the practical need to plan ahead so identity is respected in healthcare, legal processes, and later-life settings like care homes. They end with a candid reflection on social constructs, backlash and political rhetoric, and why hope, community, and everyday allyship remain essential.

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Joanne Lockwood is joined by Claire Angliss, Head of Learning for Thales UK and an inclusive coach, to explore what “inclusive excellence” looks like inside an engineering organisation.

They unpack the real-world tension behind “bring your whole self to work”, focusing on choice, masking, and the cognitive load created when people feel they must sanitise or hide parts of their lives. The conversation also looks at how leaders can respond when someone shares something personal: listening without trying to fix, and creating space where trust can grow.

Claire and Joanne then move into the organisational mechanics of inclusion: shifting from diversity as a headline goal to inclusion as a business-critical capability that improves problem-solving and innovation through collective intelligence. They discuss psychological safety, avoiding tokenism, and the need for robust talent and hiring processes that reduce bias, widen candidate pools, and value capability and growth over narrow “done it before” criteria.

Across the episode, the emphasis is on building cultures, policies, and leadership practices that make inclusion tangible and measurable, while being honest that progress is iterative and imperfect.

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Inclusion Bites is hosted by Joanne Lockwood of SEE Change Happen. Partnership and sponsorship enquiries: [email protected]

Joanne Lockwood talks with Greg Wasserman about the difference between listening to someone and trying to solve them. Greg shares how a lifelong “fix it” culture and a perfectionist, fixed mindset fed a deep sense of not being good enough, leading him to a crisis point and a period in rehab. Together they unpack how validation, presence, and simple language like “thank you for sharing” can help people feel heard without being redirected into advice, comparisons, or “me too” stories.

The conversation explores why many men struggle to express emotion, how stoicism and social conditioning can keep pain hidden, and why surface-level check-ins often miss what’s really going on. They discuss psychological safety, learning through mistakes, and the importance of holding space—at home, among friends, and at work—so that people can sit with discomfort and move through it rather than suppress it.

They also connect these themes to workplace dynamics, including sales and leadership cultures that reward outcomes while neglecting emotional skills. Joanne reflects on her own experience of self-acceptance and gender transition, and both highlight how accepting “I am” can reduce shame and enable more honest, resilient relationships. The episode closes with Greg’s hopes for helping others feel less lonely and for managers and teams to build healthier, more human ways of communicating.

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Joanne Lockwood is joined by Sam Warner, a neurodivergent communication specialist, to explore what it means to go beyond “the corporate robot” and build workplaces that work for more brains.

Sam shares her experience of leaving the corporate world after years of feeling exhausted, out of place, and unable to navigate unspoken workplace politics. That turning point led her to research neurodivergence more deeply, pursue a clinical autism and ADHD diagnosis for validation, and ultimately build a practice helping organisations attract and retain neurodivergent talent.

Together they discuss the realities of diagnosis, including long waiting lists, the financial burden of private routes, and the stigma and gatekeeping that can show up around self-diagnosis. They also reflect on school experiences, bullying, and how traditional education can overlook both strengths and support needs.

The conversation then turns practical: clear communication, not making assumptions, and simple reasonable adjustments that often cost little but benefit many. From quiet spaces and clearer instructions to more thoughtful facilities and accessibility design, the episode offers grounded ideas for leaders and teams who want to create environments where people can do their best work.

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Joanne Lockwood is joined by leadership consultant and DEIB strategist Kaumudi Goda (KG) to explore what it takes to have inclusive conversations across cultures, geographies, and lived experiences.

KG reflects on feeling like she didn’t fit in while growing up in South India and later living and working across New York, Singapore, and now Amsterdam, and how those experiences shaped her focus on human connection, curiosity, and compassion. Together, they unpack the challenges of working across difference, including how easily people default to “being right,” and why effective organisations need to hold space for more than one truth.

The conversation moves into workplace realities: psychological safety as a foundation for learning and collaboration; the costs of masking and code-switching; and how leadership norms can privilege certain styles while overlooking quieter voices. They discuss power and privilege using practical metaphors, and why inclusion efforts often fail when organisations invite people to the table but don’t change the subtle behaviours, consequences, and decision-making practices that shape who truly belongs.

They also examine why global DEI work can’t rely on blanket training, highlighting the need for cultural and role-based context, and the importance of systems that protect people who speak up. The episode closes with reflections on sustaining this work over time, setting boundaries, and staying committed to values-led change.

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• Kaumudi Goda: website · LinkedIn

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Inclusion Bites is hosted by Joanne Lockwood of SEE Change Happen. Partnership and sponsorship enquiries: [email protected]

Joanne Lockwood is joined by Sara Dalsfelt, Chief Marketing Officer at Adway, to unpack why traditional CV-led recruitment can be a poor proxy for readiness, transferable skills, and future potential. Sara argues that over-reliance on resumes and cover letters bakes bias into hiring and encourages employers to exclude early, rather than designing processes that actively include.

The conversation explores how talent attraction can be rethought as a distribution and candidate-experience challenge, using social media to reach passive candidates with sequenced, authentic storytelling. Sara shares practical ideas for opening the funnel to broader and more diverse talent pools, then using early, automated assessments and screening questions to identify relevance without defaulting to credential filters.

They also discuss what a modern, mobile-first application journey can look like: capturing interest quickly, reducing friction, avoiding unnecessary steps like account creation and CV uploads, and following up in a way that respects candidates’ time. Alongside the tech and marketing strategy, Joanne and Sara stress the importance of organisational authenticity and retention—a great recruitment experience only works if the employee experience matches what is being promised.

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• Sara Dalsfelt: website · LinkedIn

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Inclusion Bites is hosted by Joanne Lockwood of SEE Change Happen. Partnership and sponsorship enquiries: [email protected]