Joanne Lockwood is joined by Heather Egginton, who describes her work as activating truth, trust, and love to help people connect more deeply with themselves and others. Together they explore how everyday “truths” can be inherited illusions—beliefs and expectations passed down through family, society, and culture—and how those stories quietly shape identity, choices, and relationships.

The conversation moves through examples of the narratives people absorb, including assumptions about womanhood and parenthood, and the ways labels like “introvert” or “shy” can become self-limiting identities. Heather shares how she helps clients examine what’s really true for them, including using reflective questioning to get to the root of why people want what they want, and how telling small untruths can snowball into a life that feels divided.

Joanne brings in personal reflections on grief, identity, and life transitions, including supporting his mother after bereavement and the ways loss can reshape how we see ourselves. Both discuss the cost of inauthenticity—emotionally and physically—alongside the relief and freedom that can come from radical honesty and self-acceptance.

Across stories about career changes, community-building, and everyday habits, the episode returns to a central idea: meaningful inclusion and belonging start when people come home to themselves, choose authenticity over conformity, and build relationships and communities grounded in truth and mutual value.

Joanne Lockwood is joined by Rebecca Engle, an autistic special education teacher, author, and advocate, for a candid conversation about what it has meant to grow up, study, and work while navigating autism. Rebecca reflects on early diagnosis, time spent in specialist provision, and later experiences of bullying and mistreatment—alongside the moment she began to understand her “difference” was often defined by other people’s reactions rather than her own sense of self.

They explore day-to-day realities including stimming, sensory overwhelm, communication differences, and the pressures of masking—at school, in relationships, and at work. Rebecca shares practical coping strategies and what has helped her build confidence and self-advocacy, including the role of supportive relationships and being open with her students about neurodiversity.

The discussion also widens to systems: how inclusion operates in US schools through IEPs and 504 plans, where it falls short, and why some behaviour-based approaches can push neurodivergent children towards compliance rather than genuine emotional regulation and autonomy. Rebecca makes the case for identity-affirming support, open dialogue, and environments that adapt—so neurodivergent people can thrive without having to hide who they are.

Joanne Lockwood is joined by neurodevelopment therapist and ADHD coach Niki McGlynn for a practical, science-led conversation about primitive reflexes and why they matter far beyond infancy. Together they unpack how early movement patterns help the brain wire up for attention, coordination, sensory processing and the felt sense of safety—and what can happen when those reflexes remain active into later life.

Drawing on personal experience of dyslexia and ADHD in their families, they connect reflex patterns to real-world challenges many people recognise: fidgeting, difficulty sitting still, trouble tracking text, overwhelm from noise or sensory input, social anxiety, and the way shame can build when these differences are misunderstood as “bad behaviour” or a moral failing. They also discuss the lingering impact of the pandemic on felt safety, risk aversion and social habits.

The episode offers listeners accessible ways to think about “recalibrating” through movement, from targeted reflex-integration approaches to supportive activities like yoga, tai chi, climbing and balance work. The overarching message is that better understanding of neurodevelopment can reduce blame, increase inclusion and help people of all ages find practical routes to thriving.

Joanne Lockwood is joined by visibility and empowerment mentor Raimonda Jankunaite to explore what it means to be seen, heard and unapologetically yourself.

Raimonda shares her personal journey, from growing up in Lithuania and later navigating life in the UK as an immigrant, to rebuilding her sense of identity after a traumatic and toxic relationship left her feeling voiceless and disconnected from who she was. Together, they talk about how fear, shame and social conditioning can lead people—especially women—to mask, stay quiet and shrink to fit.

The conversation moves from personal liberation to wider social realities: beauty standards, workplace perceptions of women’s leadership, and the importance of finding communities where it feels safer to speak up. Raimonda describes her decision to shave her head as a symbolic act of self-acceptance and a practical rejection of expectations placed on women’s appearance.

They also reflect on global political shifts, the rollback of inclusion efforts, and why visibility and collective voice matter when rights and representation are being challenged. The episode closes with a call to action: build supportive networks, use your platform—however small—and be an ally for those whose voices are being silenced.

Joanne Lockwood is joined by business performance and longevity expert Bhavesh Naik for a wide-ranging conversation about what self-awareness really means at work, and why it can be a catalyst for healthier, higher-performing teams.

Together they explore self-awareness as a lived, in-the-moment practice rather than a purely intellectual idea, including the value of noticing the gap between stimulus and response. Bhavesh offers practical ways to apply this in workplace situations such as meetings, negotiations and leader–employee conversations, and discusses how emotional awareness can support better judgement, empathy and more intentional communication.

The discussion also challenges legacy management thinking that treats organisations like machines and people like parts, arguing instead for leadership that prioritises relationships, trust and genuine human connection. Joanne and Bhavesh consider how leaders can move from awareness into action through clearer purpose, shared vision, and structured one-to-one conversations that help people articulate their “why” and align on expectations.

The central takeaway is that when leaders learn to lead with awareness—of self, others and context—they can unlock stronger engagement, more inclusive cultures, and more resilient organisational performance.

Joanne Lockwood is joined by Alexandra Bellitter from Shimmer ADHD Coaching to explore what neuro-inclusive coaching looks like in practice, and why traditional coaching approaches can miss the mark for ADHD and other neurodivergent clients.

Together they unpack how small shifts in structure and communication can reduce overwhelm and make support feel genuinely person-centred. Alexandra shares examples such as narrowing overly broad questions, agreeing expectations up front, and designing accountability and note-taking approaches that work with how someone’s brain processes information.

The conversation also moves into the workplace: what challenges can show up around deadlines, memory, time estimation, prioritisation and interruptions, and how managers can address performance needs without “othering” someone or forcing disclosure. They discuss psychological safety, stigma, and practical ways to request adjustments by describing needs and outcomes rather than diagnoses.

Closing out, Alexandra outlines the elements of ADHD coaching—goal-focused coaching, psychoeducation, and executive function skill building—centred on collaboration, experimentation, and empowerment rather than “fixing” people. The key message is that thriving often comes from finding systems that fit, not forcing conformity.

Joanne Lockwood is joined by Lindsay Mitchison, an award-winning disabled entrepreneur and founder of NeoWalk, to talk about what it means to “break the disability mould” and reclaim agency after life-changing health events.

Lindsay shares the story of a catastrophic MRSA infection following knee surgery, the long period of pain and loss of mobility that followed, and why choosing amputation became a way to take control back. Together they explore rehabilitation, learning to use a prosthetic, and how identity and confidence can shift when you move from being defined by what happened to you to actively shaping what comes next.

The conversation also looks beyond personal experience to the realities of living in a world not designed for disabled people—from inaccessible spaces and poor facilities to everyday assumptions and stigma. Lindsay describes how community connection and visibility matter, why disabled people should be spoken to directly rather than about, and how assistive technology can be both functional and an expression of style.

Lindsay also reflects on building NeoWalk—creating bespoke acrylic walking sticks that spark confidence, invite connection, and help turn a mobility aid into something people feel proud to use. The episode closes with a clear message about choice, dignity, and belonging, and the practical need for society and organisations to remove barriers instead of hiding behind excuses.

Joanne Lockwood is joined by global DEI expert and former Chief Diversity Officer Wema Hoover to explore what sits behind today’s DEI backlash and what organisations can do to sustain inclusion in uncertain times.

They discuss how misinformation and zero-sum thinking have distorted the purpose of DEI, and why many organisations are reacting by quietly removing language or scaling back initiatives. Wema argues for returning to first principles: inclusion as sound business strategy that strengthens employee engagement, builds culturally relevant customer connection, and supports innovation.

The conversation turns practical, with guidance for HR and leaders on protecting psychological safety, focusing on culture and retention, and embedding fair processes that reduce bias without relying on quotas. They also address the emotional toll and burnout facing HR and inclusion practitioners, and the importance of coaching leaders and creating spaces where employees can talk honestly about what they’re experiencing.

Throughout, the episode challenges the idea that diversity undermines meritocracy, and reinforces that strong systems and values-led culture are what allow the best talent to thrive—especially when external pressure and political headwinds intensify.

Joanne Lockwood is joined by speaker and coach Nick Elston to explore what honest storytelling can unlock—for individuals, audiences, and workplace conversations that are often hard to have.

Nick shares how lived experience of obsessive compulsive disorder, anxiety, burnout, and a breakdown shaped his relationship with speaking, and why telling the truth without a filter can build trust and connection. Together they discuss the emotional cost of repeatedly telling a personal story, the need to let narratives evolve over time, and how to communicate with vulnerability without getting trapped in the past.

The conversation also examines inclusion in challenging environments: asking better questions, navigating fear of saying the wrong thing, and how authenticity can disrupt echo chambers. Joanne reflects on her own journey, including her trans history, what it meant to come out, and why being present in “toxic” spaces can still matter if it reaches those open to another perspective.

Listeners will come away with practical ways to think about sharing their story with boundaries, focusing on the value to the audience, and using authenticity as a catalyst for connection, belonging, and positive change.

Joanne Lockwood is joined by behavioural scientist and strategic inclusion expert Dr Liz Wilson to explore what actually makes workplace equity stick. Rather than treating inclusion as something achieved by changing minds through training alone, they focus on the behavioural science of systems, processes, and organisational “architecture” that makes inclusive action the default.

Liz explains why many DEI efforts struggle when they’re delivered as fragmented, label-by-label programmes, and shares her “eight inclusion needs of all people” framework as a universal, intersectional alternative. Together, they discuss why recruitment should come after building the conditions for retention and thriving, and how small design choices in workflows can shape behaviour at scale.

The conversation also touches on the psychology of resistance and backlash, the role of values alignment and team-level culture, and how lived experience can shape both insight and resilience. Liz shares parts of her personal story, including her late ADHD diagnosis and chronic pain, and they reflect on how people can be brought into change through language and approaches that reduce defensiveness and widen engagement.