Congratulations to the 2025 Shortlisted Nominees

Inclusion & Impact Manager

VML

Driven by a deep-seated commitment to social mobility, VML UK’s Inclusion & Impact Manager, Abigail Westfield, is transforming the landscape for the Black & Brown community. Her parents’ Caribbean immigrant journey and her personal story of growing up in South London instilled in her a profound understanding of the challenges faced by underrepresented groups. Now, as a mother to two young sons, she is even more determined to create a better future. Her leadership is the driving force behind VML UK’s Inclusion & Impact practice, fostering its growth and ensuring its success in building a more equitable and inclusive environment.

Head of Equality, Diversity & Inclusion- Attraction & Communication

Penna

Over the past year, Alexis has driven transformative change, embedding inclusion into every facet of work and delivering measurable impact. She’s developed approaches that increased diversity across multiple industries, launched a transformative model, and built a network of EDI-focused partnerships. Alexis has conducted audits, led webinars and upskilling sessions, spoken at industry events, judged national EDI awards, and contributed thought leadership through writing. Her work has positioned Penna as an EDI leader. As a proud Black queer woman, her leadership is unapologetic, intersectional, and rooted in lived experience, ensuring diversity is never a tick-box, but a meaningful outcome.

DEI Program Manager

Criteo

Camila Martínez is a DEI Program Manager at Criteo, where she designed and launched EmpowerU—a 4-month U.S.-based development program focused on self-awareness, career clarity, and confidence-building. Now in its second cohort, the program is open to all employees and offers targeted support for those from diverse backgrounds. Camila also leads Criteo’s global volunteering efforts as part of its corporate social responsibility work. Originally from Colombia and based in New York, she brings a thoughtful, practical approach to inclusion across regions.

Head of HR Transformation

Bentley Motors

Danny Silcock is a seasoned mechanical engineer with nearly 20 years at Bentley Motors. Since joining in 2005 as a graduate, he’s built a reputation for analytical thinking, collaboration, and continuous improvement. He’s held key roles in Manufacturing, Strategy, Transformation and HR, giving him a broad business view. In 2018, he joined Bentley’s leadership team and now leads Bentley's People Strategy. Danny is passionate about creating a thriving, innovative environment that supports Bentley’s pursuit of excellence.

Culture & Inclusion Leader

Irene Adeyinka is a cultural inclusion leader and executive coach with over seven years of experience across the legal, housing, and higher education sectors. She has led race and multi-faith inclusion work, advised the UK Cabinet Office on pay gap guidance, and works across Europe embedding inclusive strategy. Irene engages and coaches senior leaders while creating safe spaces for reflection, inclusive worship, and interfaith dialogue. As a board member at Goldsmiths, University of London, she challenges governance and curriculum to reflect diverse voices. Her work brings care, clarity, and lasting change to the centre of inclusion.

Anti-Racism Strategy and Implementation Manager

Royal Borough of Greenwich

Lavinia Parker is the Anti-Racism Strategy and Implementation Manager at the Royal Borough of Greenwich. She leads the development of the borough’s first-ever Corporate Anti-Racism Strategy, aiming to make Greenwich an actively anti-racist borough with zero tolerance to all forms of racism. Her innovative and inclusive approach combines qualitative methods, like interviews and focus groups, with quantitative data to understand the experiences of those affected by racism. By prioritising personal stories, Lavinia fosters open dialogue and promotes accountability at all levels, driving meaningful change.

Head of Diversity, Equity, Inclusion, and Belonging

Comic Relief

Mabinty Esho is Head of Diversity, Equity, Inclusion and Belonging (DEIB) at Comic Relief, with over 15 years’ experience advancing equity across the charity and cultural sectors. She leads a three-year DEIB strategy focused on embedding systemic change across people, culture and programmes. Mabinty co-authored the Cultural Charter and revitalised staff networks to centre lived experience. She has led anti-racism training across the organisation, with a focus on racial equity and systemic change. Her work is rooted in care, courage and a commitment to creating inclusive spaces where everyone can thrive.

Exceptional Inclusion Director of Inclusion and Impact

Ogilvy UK

Branded by the creative industry’s The Drum magazine as “adland’s activist” Matt is the Director of Inclusion and Impact at Ogilvy UK, the world’s most awarded creative advertising agency, where he currently consults clients such as Coca Cola and Muller on inclusive marketing. He is also an inclusion thought leader, public speaker and proud British-Filipino. Born in Manila and raised in Hong Kong in a multi-lingual household, his approach to exceptional inclusion has seen him rise through the ranks of the media and communications industry over two decades, working across cultures and borders while successfully leading multicultural and multiethnic teams.

Strategy Director - Broad-Based Inclusion

Arcadis

Strategic and impact-driven Senior Leader with over a decade of experience in business transformation, strategy execution, and stakeholder influence across global organizations. A proven track record in delivering operational and cultural change, and advising at board level to embed strategic initiatives that align with sustainability, equity, and innovation. Recognized for thought leadership, inclusive leadership, and the ability to drive outcomes that improve business performance and societal impact.

Equality Diversity & Inclusion Programme Manager

Ofcom

Rachel Rose is currently the Equality Diversity and Inclusion programme manager at Ofcom, the telecommunications and media regulator. Rachel previously worked at the Ministry of Justice. During her time at the Ministry of Justice, she was also Head of Race, LGBT+ and Faith and belief, where she helped create and implement the Race Action Plan, a strategy for improving conditions for approximately 95,000 staff and many clients using evidenced based research and data. She also has a Masters Degree in Occupational and Organisational Psychology

IDE Manager

KPMG UK

Raveena is an Inclusion, Diversity and Equity specialist who has worked in multiple professional services firms including SThree and KPMG. Raveena uses her first-hand experience being a women of colour, who is neurodiverse and the first in her family to go to university to influence her intersectional and holistic approach to inclusion. Raveena has media experience and is an award nominee for her work creating systemic change and being an ally in the corporate world. Raveena is a public speaker and thought leader in her field. One of her most rewarding roles is as a trustee for Alcohol Change UK.

Global ERG Manager

National Grid

Rimi is the Global ERG Manager for National Grid and a former ERG chair where she played a key role in advancing gender equity. With a deep commitment to wellbeing and inclusion, Rimi co-founded a group to support individuals balancing work and family responsibilities and contributed to making several of National Grid’s policies more inclusive. With over 15 years of experience at National Grid across various roles Rimi has consistently supported colleagues through coaching and guidance, demonstrating a strong dedication to employee development and engagement. Rimi remains passionate about creating inclusive environments, and she continues to champion initiatives across the broader industry.

Deputy Head of Diversity, Equity & Inclusion - Europe & Latin America

Munich Re

As Deputy Head of DEI at Munich Re, Shabrina leads the strategic and operational delivery of the UK&I DEI strategy across six business entities for over 2,500 colleagues.
Leveraging her early careers background, she brings both high-level vision and practical insight to her role through partnering with CEOs, senior leaders, and HR to embed inclusive practices into the employee experience. Her notable achievements include delivering an Inclusive Mindset framework and learning workshops, launching a self-ID campaign to collect employee data across eight dimensions of diversity, and enabling the employee-led DEI Council to embed inclusion and belonging through awareness & education activities.

Business Change Manager

Gatwick Airport

Asher is a Business Change Manager at London Gatwick and Co- Founder/Co- Chair of the airport’s first Race and Ethnicity Business Resource Group, promoting visibility and representation for our Black, Asian and Ethnic Minority network. Asher champions diverse representation, leading educational campaigns on why representation matters, to creating a workplace initiative to recognise and promote examples of allyship. Outside work, Asher is the author of The Kayla Adventures, a series of children’s books featuring a young girl of Caribbean heritage, crafting stories that showcase diversity and bring underrepresented voices to the forefront.

Director - AI Solutions

Moody's

Dina has 10 years of experience in Machine Learning and AI working with financial institutions globally. Since joining Moody's in 2016, she has actively participated in all BRGs and is now the co-chair of Moody’s UK Multicultural BRG. In this role, she supports inclusion initiatives through events, trainings sessions, and mentoring programs. Last year, she launched a program aimed at mentoring refugees and helping them access employment.
Outside Moody's, Dina combines her passion for inclusion and AI by mentoring AI startups and entrepreneurs from underrepresented communities.

Controls Testing Consultant

Nationwide Building Society

Hajrah is a bold and inspiring advocate for intersectional inclusion at Nationwide. As Co-Chair of Nationwide’s Gender Equality Network, she has driven change by spotlighting the intersection of race and gender, rooted in her South Asian heritage. Her data-led advocacy has elevated diverse voices to board-level discussion and inspired safe spaces for others to speak up. Through initiatives like the Real Model series and the Women& framework, Hajrah and the network is reshaping culture so every colleague feels seen, valued, and empowered to thrive. In short, her work is helping shift Nationwide’s culture from one of polite conversation to meaningful transformation.

Senior Leadership Coach

NatWest Group

Executive Coach and experienced ERG Leader Junior hosted the first Black Voices in Coaching Research Conference, working with coaches and experts to ignite the conversation of decolonising coaching.
His model combines lived experience, qualifications, and positive psychology, specialising in supporting marginalised groups to unlock their potential and excel both professionally and personally, tackling topics such as misogynoir, societal norms, and systemic barriers. He has led mentoring initiatives, connecting minority colleagues with senior leaders to accelerate their careers. Additionally, he volunteers for the NHS, providing healthcare access for asylum seekers and refugees.

Resourcing Manager

Stonewater

Since Kam joined the networking group 2GeTher committee, she has risen swiftly to be co-Chair and an influential leader in the race and ethnicity space in Stonewater. Co-hosting hugely popular all-colleague events, Kam has interviewed Andi Oliver for Race Equality Week and Anton Ferdinand for Black History Month, among others. These were engaging and interactive events that attracted significant live audiences and also high engagement on the recorded versions on Stonewater TV. Through influencing at the highest level, Kam transformed our approach to recruitment. This displayed her commitment to the future of Stonewater as an inclusive organisation.

Project Manager

Computacenter

Maria is a Project Manager at Computacenter working with a broad range of high-profile blue chip customer IT projects, and a member of the Governance board for the Computacenter Ethnic Diversity Employee Impact Group (EIG). For the EIG Maria works closely with senior stakeholders, managing diverse perspectives and transforming them into clear, actionable priorities that support the EIG's objectives. Her leadership is further demonstrated through her coordination of the EIG's events - managing budgets, streamlining logistics and supporting volunteer teams to deliver high-impact initiatives.

Assistant Engineer

AtkinsRéalis

Ayaz is an emerging leader in civil engineering, demonstrating outstanding technical ability, leadership, and commitment to the profession. Ayaz is an Assistant Engineer at AtkinsRealis, having joined as a Graduate in 2022. He has stepped up in taking ownership and responsibilities on various projects which exceed his role. Aside from his technical work, Ayaz has also dedicated his time to supporting early-career staff within AtkinsRealis and future young engineers through volunteering initiatives. Ayaz acts as the Midlands Regional Lead for the Transportation Early Careers Community. As a supporter of inclusivity and diversity, he is a key point of contact for over 100 early-career members.

Marketing Operations Manager

Takeda UK

Nikhil Patel, a dedicated champion for Diversity, Equity, and Inclusion (DE&I), has achieved significant milestones through his leadership at Takeda. As Co-Lead of the Building Asian Leaders Talent Resource Group (TRG), Nikhil spearheaded initiatives to empower Asian employees, culminating in events such as Takeda’s first-ever Asian Heritage Month celebration and member career workshops. Additionally, his role as lead of the Takeda Employee Society (TES) ensures collaboration and harmony across all employee resource groups while driving efforts to engage with diverse communities through volunteering and hosting impactful health and well-being events that promote inclusivity and unity.

Associate Director

Ashurst

Plax leads Ashurst Advance’s contentious document review practice across the UK and EMEA, overseeing high-performing legal delivery teams. A passionate advocate for inclusion, diversity and belonging (IDB), she co-chairs the Glasgow office’s IDB committee and serves on the Ashurst Advance IDB steering group. Plax played a key role in launching Ashurst’s partnership with Black Professionals UK, the first of its kind in the legal sector. She regularly hosts and speaks at internal IDB events and has attended development programmes such as the Black Counsel Forum. Her efforts have earned her repeated recognition as a HERoes Future Female Leader and Top 20 Ethnically Diverse Role Model.

Associate Product Manager

BP

Promise is a dynamic energy and technology professional, currently an Associate Product Manager at bp. With prior experience in data at the Bank of England and carbon capture & storage research with Northern Lights JV, Promise blends innovation with purpose.
He earned a 1st in Engineering from Delta State University and an MSc Distinction from Imperial College London, alongside the Black Impact Allrounder and Leadership awards.
Central to his career is a relentless drive to inspire future STEM and sustainability leaders. Through his volunteer and leadership roles, he has directly engaged over 7,500 youths, advancing greater diversity, equity and inclusion within the energy sector and beyond.

Civil Engineering Degree Apprentice

Arup

Santina Bunting, 19, was the only one out of 150 students to pursue an apprenticeship after GCSEs—and has since become a leading voice for apprenticeships and diversity. She’s spoken at the House of Lords, attended the King's garden party at Buckingham Palace, and was invited to 10 Downing Street for International Women’s Day. At Arup, she represents 250 early careers staff and drives inclusion initiatives. She also serves on national panels, including the Institute for Apprenticeships, and has led campaigns with UCAS, Pearson, and the BBC—empowering the next generation of apprentices from all backgrounds.

Early Careers Trainer

Experian

Taniqua is a dedicated Early Careers Trainer and recognised leader in widening participation. She empowers ethnic minority youth to see themselves not just in the room, but at the head of the table, confident, capable, and unapologetically themselves. In her additional roles as Enterprise Adviser, Apprenticeship Ambassador, and Outreach Co-Lead for the Black Professionals ERG, she’s led transformative outreach work, to inspire the next generation and drive meaningful, visible change through initiatives like the NTU Rise programme for three years running, Teacher Encounters with the East Midlands County Combined Authority and various other activities with schools, charities and colleges.

Atos’ Maturity Matrix submission demonstrates a strong commitment to driving inclusion by actively engaging senior leaders on wider sociopolitical issues and their potential impact on employee wellbeing. As Europe’s top choice for cybersecurity, cloud, employee experience, digital technology and transformation services, Atos delivers tailored, secure and sustainable end-to-end digital solutions worldwide, powering the success and positive impact of global businesses for their clients and society at large

Bentley’s Matrix submission highlights the use of robust Inclusion Temperature Checks before and after manager training to ensure understanding and impact. At Bentley, Diversity, Equity, Inclusion, and Belonging (DEIB) is not a standalone initiative; it is central to the company’s identity and operations. Bentley believes every colleague should feel safe, valued, and empowered to bring their authentic selves to work. DEIB is embedded in the culture and championed at the highest levels, reporting through Communications to the joint leadership of the Chairman and CEO, and the Board Member for People and Culture.

As a publicly owned and commercially funded broadcaster, it delivers cultural, economic and social impact across the UK—at no cost to the taxpayer. With offices in London, Leeds, Manchester, Bristol and Glasgow, Channel 4 champions all voices and reflects the diversity of the UK. It upholds the six anti-racist commitments made in 2020 and continues to evolve them. Channel 4 also supports The Collective, an established employee network that provides space to raise and champion staff voices across the organisation.

Croud champions diversity and inclusion through initiatives like its pro bono campaign to improve SEO for ethnically diverse-owned SMEs. By providing expert digital marketing support, Croud empowers these businesses to boost their online visibility and reach new audiences. This targeted effort reflects Croud’s commitment to driving social impact and supporting underrepresented entrepreneurs. Through its inclusive culture and community focus, Croud continues to innovate while fostering opportunities that make a meaningful difference for both clients and colleagues alike.

Legal & General (L&G), one of the UK’s leading financial services companies, has been recognised as a top 12 outstanding employer in the 2025 Maturity Matrix. While known for its financial expertise, L&G is also driving meaningful societal change through its commitment to diversity and inclusion. Inclusion is embedded across the organisation, shaping leadership, recruitment, and workplace culture. L&G focuses on equitable career progression, ethnic minority representation, and fostering a culture where difference is celebrated and everyone feels a sense of belonging.

National Grid’s Matrix submission highlights the innovative use of its colleague survey, Grid:voice, by gathering colleague sentiment to inform meaningful action to drive inclusion and belonging. National Grid is central to Britain’s energy system, connecting millions of people and businesses to the electricity they use every day. Its companies operate the infrastructure delivering power nationwide. As one of the largest investor-owned energy firms globally, National Grid aims to be at the heart of a secure, affordable and clean energy future .

Newcastle Building Society is the UK’s 7th largest building society. We’re committed to growing our regions’ talent and being a great place to work where people can realise their potential. We believe that fostering a diverse, inclusive, and equitable workplace is essential to our success and to employee wellbeing. Our “Place to Be You"" strategy outlines our commitment to creating a workplace that is representative of the diverse customers and communities we serve and an inclusive culture where all colleagues can be themselves and thrive. This strategy underpins our continuous program to embed diversity, equity, and inclusion (DE&I) into everything we do.

Since 2009, OVO Energy has challenged the UK energy market by making renewables accessible and affordable for millions. With a bold Plan Zero target to reach net zero carbon by 2035, OVO leads on sustainability and innovation. But it is not just about the planet - OVO is dedicated to building a diverse and inclusive workplace, pushing for greater female representation in leadership and tech roles. Recognised as a top employer for women, OVO combines green energy with a culture where everyone’s voice matters, powering a fairer future for all.

Stonewater’s Customer Engagement offer is inclusive and welcoming of all customers. The Customer Engagement Team use a Customer Engagement Toolkit designed co-created in-house by the team and Stonewater’s dedicated customer volunteers, to make sure the voice of the customer is heard in order to improve service delivery for everyone who lives in our homes. Initiatives such as the Customer Inclusion Group are just one of the ways in which Stonewater makes sure customers’ diversity of experience is celebrated and recognised. Everything we do is backed up by our customer promise; We are proud to make it personal, if it matters to our customers, it matters to us.

Whitbread’s ‘Our Voice’ forum plays a vital role in its inclusion efforts, giving employees a platform to influence senior leadership. As the UK’s largest hospitality company and home to Premier Inn, Whitbread operates over 800 hotels across the UK, Germany, and beyond. With roots dating back to 1742, the company is committed to providing affordable, quality accommodation while creating an inclusive, people-first workplace. Focused on sustainability, innovation, and customer service, Whitbread stays true to its values of integrity and inclusivity while making a lasting impact in hospitality and local communities.

Portfolio Planning Manager

Nationwide Building Society

Anoushka joined Nationwide in 2007 and presently leads the Partner & Planning Teams within the Nationwide Groups Payments function. She co-chairs the Groups award winning ethnic employee group Race Together. Under her stewardship she’s driven and influenced corporate wide cultural change to benefit ethnic employees from recruitment, development to performance. She focuses on bridging the gap between allies and different groups, to drive meaningful dialogue, encourage understanding, learning and action to improve ethnically diverse groups to thrive and grow towards successful careers. Anoushka uses her own grass roots and social mobility background to inspire and now within her extended leadership role to bring to life the voice of many into the room and discussion on how we build a more equitable future.
Her impact has reached further than her network, inspiring many as a mentor, sponsor, and ally who is a driving force and Real Model for ethnic talent.

Portfolio Coordinator

Motability Operations

Chrissie Antoniou has volunteered at Demelza Children’s Hospice since 2013, where she has made meals and activities more inclusive for children of all backgrounds. In addition to her hands-on care, she mentors individuals from diverse and underrepresented groups, helping them build confidence and leadership skills in communications. Chrissie is known for her warmth, empathy, and deep commitment to inclusion—creating safe, empowering spaces where everyone feels valued and heard.

Head of Investment Risk

Man Group

Faisal is a Managing Director and Head of Investment Risk at Man Group. Beyond his core role, he is deeply committed to advancing DEI, with a focus on social mobility and issues around race, culture and religion. He co-founded the firm’s South Asian Network. As an ambassador for the Diversity Project, he was asked to close their annual event, where he was recognised as an award-winning ambassador. Faisal drives Man Group’s school outreach initiatives, visiting schools to raise awareness of investment management careers, training junior volunteers, and designing a popular ‘trading game’ workshop. Additionally, Faisal is a dedicated mentor to juniors inside and outside the firm.

Partner

Reed Smith

Gautam qualified as a solicitor in 1993, became a partner at Reed Smith in 2000, served as the founding managing partner of the firm’s Singapore office from 2012-2015, and was a member of the firm's global Executive Committee from 2017-2023. He has been closely involved in/associated with promotion of Reed Smith’s DEI objectives in London and globally spanning the Multi-Cultural Network, PRISM (LGBTQ+) group, Disabilities Group, Women's Network. As a mentor, Gautam shows aspiring and diverse lawyers that Big Law is not out of bounds to anyone. Gautam regularly speaks about careers in the law and ways to succeed for The Brokerage, Speakers for Schools, IntoUniversity and Aspiring Solicitors.

Director of Skills, Resourcing, EDI and Learning

Thames Water

With 20+ years in recruitment, training, apprenticeships and learning, she drives inclusive, sustainable change across sectors. She leads strategy on skills, resourcing, and inclusion, aligning talent with business needs. She champions social mobility and economic inclusion, and has held roles on national boards including the Institute for Apprenticeships and City & Guilds. She is a 5% Club Fellow and passionate about building partnerships that inspire lasting change.

Product Designer

Warner Bros. Discovery

Lucinda is deeply passionate, an innovative and inspiring leader who believes in the power of collaboration and importance of sharing best practice.
Her dedication to the Warner Bros. Discovery’s Black Business Resource Group (BOLD) has created a nurturing environment for Black British employees helping them feel empowered and supported in their careers. As a leader, Lucinda inspires with purpose, nurtures with empathy and diligently works to develop equitable paths the Black British employees of Warner Bros. Discovery. Lucinda has developed BOLD to be a beacon of understanding, community and understanding; guiding those around her to reach their fullest potential in their lives and work.

Finance Business Change Manager

JLR

Mandisa embodies inspirational and authentic leadership. She led JLR’s REACH Network to become the company’s largest ERG (nearly 4,000 members), making an undeniable impact whilst championing racial equity. In the last 12 months, over 300 employees were sponsored or mentored through her programmes. She created a global CSR project involving 141 employees, delivering 100 food parcels and 10 manual washing machines to a community in South Africa. Her Reverse Mentoring programme—now active in India, Brazil, and South Africa—has reached 280 participants. She curated a striking visual campaign showcasing underrepresented talent—and so much more.

Finance Director

Merlin Entertainments

An accomplished C-suite executive with 20+ years of progressive leadership experience across FTSE100 to SME companies. Currently Finance Director at Merlin driving revenue and delivering efficiencies. Previously CFO/COO at ICE Telecommunications, increased revenue by 100% and all this whilst owning his own restaurant business. Expertise spans strategic transformation, M&A and driving sustainable growth through a focus on value. A CIMA-qualified Imperial College graduate, he also serves as Non-Exec Director at Auriga PLC and has been recognized as a Financial Times Diversity Champion finalist due to driving positive action on diversity awareness and social mobility at work and his local area.

Customer Experience Lead and ERG embRace Lead

E.ON UK

Alongside my role as Customer Experience Lead at E.ON UK, I’ve led the embRace Race Equality Network for three years, launching high-impact initiatives like embRace Your Talent, our first career development programme for ethnically diverse colleagues. I also organised E.ON’s first speed mentoring event, with 25% of senior leaders committing to ongoing support. Under my leadership, embRace membership has grown by 25% and won two external race equality awards. I’ve been recognised by the E.ON UK Board for my Inclusive Leadership, driving lasting cultural change and championing inclusive progression.

Fulfilment Specialist

CEVA

Logistics Specialist & Carer & Special Needs Advocate

I have been working in the logistics industry for more than 2 decade, while at the same since I was a child I have been helping along with my parents and elder brother to care for my 2 elder siblings with Special Needs. After a recent major health problem, I decided to help unravel what it is actually like to be a male carer because at some point we will all either have to be a carer or be cared for."

Senior Programme Director

Arcadis

Reuel is a Senior Programme Director at Arcadis and Fellow of the Institution of Civil Engineers. He has 30 years’ experience working with major clients on significant infrastructure schemes. He is a strategic business thinker with deep understanding of the industry and the megatrends influencing it. Reuel combines managing complex major projects & programmes of work on behalf of Government and Private sector clients with working in an advisory capacity for infrastructure asset funders, owners and operators. Reuel is a past Chair of the Arcadis Global Ethnicity & Heritage Affinity Group and the National Highways SDF REACH working group and remains an active sponsor in these spaces.

Commercial & Procurement Strategy Director

Network Rail

Ripesh Patel is the Commercial & Procurement Strategy Director at Network Rail with 25+ years of leadership experience. He champions inclusive leadership, chairs his Directorate’s ED&I Change Group. A passionate advocate for equity in business, Ripesh launched an inclusive procurement programme focused on making procurement more accessible to underrepresented and diverse suppliers. Ripesh also sits on the company’s Race Matters Steering Board, shaping race equality strategy and driving lasting change. He is widely recognised as a mentor, advocate, and change agent, committed to empowering others and advancing the profession through innovation, inclusion and integrity.

The team has demonstrated exceptional commitment to advancing its new network Diversity, Equity, Inclusion, and Technology (DEIT) through a series of impactful initiatives. The DEIT network has become a foundational platform to raise awareness, foster allyship, and inspire inclusive innovation for those looking to work in Technology.

The team advanced its D&I initiatives through a series of impactful events, like the Techathon, a flagship event where teams of technology coders collaborated to build MVPs for charitable partners. The team also hosted TechFest, a high-impact two-day event with industry leaders to spotlight systemic barrier and celebrate the power of diverse teams.

At Virgin Money, we believe that diversity is our strength, and the EMBRACE network is dedicated to fostering understanding, promoting cultural awareness, and celebrating the rich variety that enhances our workplace.

The Embrace Network is a beacon of inclusivity, dedicated to sharing experiences and knowledge about ethnic minority cultures and religions. By doing so, we show that Ethnicity matters and help to bring culturally diverse thinking to the table.

We’re here to celebrate what makes our individual cultures so unique. We do this by:

• Amplifying underrepresented voices

• Raising awareness and advocating for change

• Providing a safe space and signposting support

Empower is Siemens GB&I’s Race Network, created to support and uplift racial and ethnic minority colleagues. It began as a safe space for colleagues to connect, share experiences, and support one another. Over time, Empower has grown into a platform that champions allyship, amplifies diverse voices, and drives meaningful, lasting change. Today, it fosters inclusion, promotes opportunity, and empowers all racially diverse colleagues. Everyone is welcome—whether you identify as a racial or ethnic minority or as an ally. Together, we’re building a more inclusive and equitable workplace.

Moody’s UK Multicultural BRG fosters an inclusive workplace through mentoring, cultural engagement, and impactful community outreach. Since 2023, it has supported 25 refugee women via the Tent Partnership for Refugees, with 15 Moody’s employees currently mentoring and 10 more ready to be matched. The BRG also co-leads the Gladesmore School Mentoring Programme, having supported around 60 students over the years with guidance on study skills, confidence building, and career exploration. Its cultural leadership includes events like a fireside chat with Jorge Bermudez, promoting diverse perspectives. The BRG continues to be a driving force in Moody’s inclusion strategy and social impact efforts.

Mosaic-UK is an employee network that is organized and run by employees focused on ethnic diversity at UBS in the UK. Mosaic-UK has over 2,800 members, representing 1/3 of UBS’s UK workforce and with over 80 active volunteers. All employees are invited and welcome to join Mosaic-UK. The network aims to foster belonging, encourage inclusivity, support representation, and broaden awareness at all levels of the organization. Mosaic-UK leads various initiatives such as mentoring and reverse mentoring, allyship and the celebration of ethnic and cultural heritage months. Mosaic-UK also sponsors programs geared towards development, mobility and engagement for which all are welcome to attend.

The Multicultural Inclusion Network's (MIN's) mission is to foster an inclusive and supportive workplace where every employee feels valued and respected, regardless of their cultural background. MIN believes that diversity is a strength and that by embracing differences, a more innovative, collaborative, and dynamic work environment can be created. MIN provides cultural affinity, advocacy and support, cultural celebrations and professional development to network members, working closely with executive sponsors and the D&I team to create a positive impact.

The Origins employee network at Sodexo celebrates and unites diverse cultures, heritages, and beliefs to promote awareness and foster an inclusive workplace. It also provides a supportive space for colleagues from ethnically diverse backgrounds and their allies.

Through impactful initiatives - such as the Food of Black Origin (FOBO) competition, mentoring, resource development, and charity partnerships - Origins amplifies voices, enhances cultural competence, and supports career growth.

The network plays a vital role in cultivating a sense of belonging across the organisation.

The Race, Ethnicity and Cultural Heritage (REACH) Network’s ambition is to create the most inclusive workplace at Whitbread. Whitbread is the UK’s largest operator of hotels and restaurants with some of the country’s most successful hospitality brands, such as Premier Inn. Through the voluntary hours dedicated by the REACH Steer Co, they aim to ensure that everyone, regardless of their race, religion or cultural heritage feels free to be their authentic selves at work. At REACH, their purpose is to improve experiences and outcomes for under-represented minority groups, and to give them a platform and forum where they can be their authentic selves.

Race for Change champions workplace equality for ethnic minorities. We partner with leaders to create sustainable change in day-to-day work environments & career advancement opportunities. Through collaborative advocacy & intersectional approaches, we ensure underrepresented voices are included in corporate real estate decisions. Our mission is to transform workplace culture, inspiring inclusive leadership & uniting the industry to build environments where everyone can thrive regardless of ethnicity.

We are a vibrant community dedicated to championing race equity, creating a space where ethnically diverse colleagues feel safe, welcomed, respected, and truly heard. We connect, uplift, and advocate for our members, sparking greater awareness and understanding through open dialogue and discussion. Together, we work in partnership with the organisation to share experiences and perspectives that remove barriers and create a ‘Place to Be You’ where we can attract, grow, and retain ethnically diverse talent. Our vision extends beyond our workplace as we strive to drive positive change across our region and beyond.

Launched in 2021, Rail Unites for Inclusion (RUI) has been a catalyst for change in the rail sector uniting people with a common mission: to be more inclusive and more representative of our communities so we can better serve them. We actively work with the industry, including our partners (some of whom we helped to establish e.g. Ethnicity and Race in Rail) to understand and improve on our EDI maturity. We strive to meet the needs of our customers, colleagues and communities. RUI touches every corner of rail with over 2,200 followers, 450 members across more than 100 organisations across and outside the sector from all grade groups within the industry and experts external to rail.

The REACH Inclusion Network exists to celebrate, inspire, represent, and inform within Rolls-Royce SMR. Our core purpose is to ensure that every individual feels valued and supported, regardless of their religious or ethnic identity.

Mission of Co-worker Resource Groups (CRG's) at IKEA UK and Ireland

WE come from a place of strength, guided by our inclusive, values-based leadership and unique IKEA culture.

WE all want to be a strong partner by promoting equal opportunities to all people and create more moments to feel a stronger sense of belonging.

WE will educate, share, learn, laugh, rise and discuss in our working place at IKEA UK and Ireland, opportunities to strengthen Ethnicity, Race and Nationality visibility, understanding and inclusion .

WE means all co-workers, leaders and allies locally and nationally.

The John Lewis Partnership is the UK’s largest employee-owned business and parent company of our two cherished retail brands - John Lewis and Waitrose. We work together to create a successful business and a fairer, more sustainable future for Partners, customers, suppliers and communities.

The UNITY Network at John Lewis Partnership champions ethnic diversity among Partners, aligning with the Partnership's Diversity & Inclusion Strategy.

UNITY provides a space for everyone, whether as an ally or a Partner with lived experience. It’s a safe space to be educated, gain insight and understand the barriers Partners face. We celebrate the vibrancy of cultures in the Partnership.

At the centre of our strategy is our commitment to Inclusion and Diversity. In 2023, we began our partnership with Investing in Ethnicity as part of our Ethnicity Equality agenda to help us better understand areas we can improve on in comparison to other multinational companies. This year we have launched our ‘Fostering Ethnic Diversity and Inclusion in the workplace’ research report carried out by Morgan McKinley. As an organisation we need people from different backgrounds and experience, bringing their diverse talent to our organisation. That’s why it was important for us to commission this research as a next step to reflect customer base and serve their needs better. Our Race Equality Taskforce within the group which consists of knowledge experts from our Recruitment, Employee relations, Data and Communications work to review and progress on this agenda. A big thanks to the support of all of our colleagues but particularly those within the taskforce, our Multicultural network, our Chair Prasad Shastri, senior leaders and I&D team.

The Positively Ethnic Network (PEN) is bp’s UK-based employee resource group dedicated to empowering ethnically diverse colleagues and embedding inclusion across the organisation. PEN operates through six strategic workstreams focused on allyship, professional development, community engagement, and external advocacy. Its initiatives include mentoring programmes, cultural heritage celebrations, and outreach efforts such as STEM engagement with over 300 schoolchildren from ethnic minority backgrounds.

HSBC UK serves more than 14 million customers across the UK, supported by over 20,000 colleagues.

The company offers a complete range of retail banking and wealth management to personal and private banking customers, as well as commercial banking for small to medium businesses and large corporates. Its intention is to open up a world of opportunity for its customers, colleagues, communities and the planet that everyone shares. HSBC UK values difference, with diverse ideas and perspectives helping it to innovate, manage risk, and grow the business in a sustainable way.

KPMG is committed to an inclusive environment where all colleagues, regardless of identity or background, can thrive and reach their full potential. Our inclusion, diversity, and equity plan sets bold ambitions and long-term targets to 2030. The plan focuses on creating an inclusive environment, equitable experiences, and accountable leaders, ultimately improving representation of historically under-represented groups at our senior levels. We're committed to 20% ethnic minority representation at partner level by 2030 and are actively working to increase ethnic diversity across all levels, closely monitoring progress against targets.

Legal & General is a leading UK financial services and asset management firm committed to diversity, equity, and inclusion across its workforce and investment decisions. The company supports responsible investments in areas like clean energy, affordable housing, and community development to promote social equity. It fosters an inclusive culture where employees feel valued and represented, reflecting the diverse communities it serves. Through these efforts, Legal & General aims to deliver sustainable value and positive impact for customers, investors, and society.

At Lloyds Banking Group, inclusion is part of our DNA. We believe an inclusive business is a better business, which is why ‘inclusive’ is one of our core values. Reflecting our customers and society helps everyone thrive. Our 2030 ambitions place inclusion at the heart of our work, aiming for 19-22% representation of Black, Asian, and Minority Ethnic colleagues in Executive roles, with 3.5-4% Black heritage representation.

Strong, visible leadership and allyship, innovative plans, and targeted career development interventions support our progress. We also provide dedicated support for Black entrepreneurs and wholly fund Lloyds Bank Foundation, who work with under-represented communities. We're proud once again be recognised as an Outstanding Employer by the Ethnicity Awards.

London South East Colleges (LSEC) is a leading further and higher education provider, with campuses across the region. It delivers vocational courses, apprenticeships and degree programmes, designed to meet employer and industry needs.Committed to transforming lives through education, the College plays a vital role in promoting social mobility, creating opportunities for learners of all backgrounds. As an anchor institution, LSEC contributes to the prosperity and wellbeing of its communities. With state-of-the-art facilities and strong partnerships with employers and universities, the college equips students with the skills, confidence and opportunities needed for success in their lives.

We are a distinctive London-based law firm with a unique combination of services built and shaped around the needs of our clients. Our unrivalled blend of expertise, agility and culture means we have the flexibility to meet their most challenging demands and adapt to the changing world around us. While many of our services can be found at other firms, the mix cannot.

Since 2009, OVO Energy has challenged the UK energy market by making renewables accessible and affordable for millions. With a bold Plan Zero target to reach net zero carbon by 2035, OVO leads on sustainability and innovation. But it is not just about the planet - OVO is dedicated to building a diverse and inclusive workplace, pushing for greater female representation in leadership and tech roles. Recognised as a top employer for women, OVO combines green energy with a culture where everyone’s voice matters, powering a fairer future for all.

The University of Huddersfield is made up of a diverse community of almost 20,000 people from all walks of life. The University is committed to providing an inclusive learning and working environment in a culture of mutual respect and dignity, where all staff and students are valued for their contribution and able to reach their full potential.

At Vodafone, we know that everyone is unique, with multiple aspects to their identity and different experiences behind them. That’s why our efforts are unwavering to increase diversity, ensure equal representation, and make Vodafone a place that everyone feels safe, valued and included.

Enterprise Customer Experience Marketing Lead, EMEA

Amazon Web Services (AWS)

A marketing leader with nearly 20 years' experience, Daniel has made significant contributions to inclusive storytelling at major organisations including Amazon and Barclays. He spearheaded "Black History is Me", Amazon UK's most impactful Black History Month (BHM) campaign, reaching over 30 million people, which he was conceptual architect, executive producer, and contributing songwriter. Daniel’s created and co-led initiatives including a BHM football campaign with Ian Wright addressing race in sport, and campaigns focusing on Black mental health. He continues driving inclusive storytelling while supporting cloud upskilling initiatives that have empowered over 20,000 individuals worldwide.

Tech Lead

Rabobank

Ehiaghe Okorocha is a trailblazer at Rabobank International, where she became the first Black Tech Lead in the bank’s global operations. With two decades in financial services, she currently leads 80+ engineers and analysts delivering critical technology platforms for Markets & Treasury. Ehiaghe is a powerful advocate for equity, driving diverse hiring, mentoring women, and breaking barriers for ethnic minority talent. Passionate about creating lasting impact, she fosters a culture of collaboration, innovation, and continuous improvement. Outside work, she leads early intervention coaching in a London boys’ school and sponsors young ethnic minorities in Togo and Bolivia.

Designer

UBS

Kim has been an active member of MOSAIC-UK (our ethnicity network) since 2021 and is now a workstream lead. Her contributions have ranged from over 15 events celebrating different heritages to redesigning our internal network site aimed at senior management allies. She is driven and creates an inclusive workplace for everyone, with a focus on mentoring junior talent. Over the past two years, she has been volunteering as a designer for Mental Health Swims (an award-winning, mental health peer support community that fosters inclusive spaces) with the goal of increasing donations. Between 2023 and 2024, donation rose by 187% through the implementation of a prominent donation widget.

Production Finance Manager - Acquisitions

Channel 4 Television

Mandy Mayers is a Production Finance Manager in Programme Acquisitions at Channel 4 and Co-Founder of The Collective, an ERG amplifying underrepresented voices. A firm believer in authenticity, she’s played a key role in initiatives like Black in Business and 2021’s Black to Front. From brokering conversations on controversial programme topics to celebrating cultural identity through food, arts and education, Mandy consistently challenges language and behaviours that exclude. She inspires progress by driving practical solutions, pushing for a Channel 4 where all staff feel heard, safe, seen and where inclusion is actioned, not just acknowledged.

Proposition Delivery Manager

Barclays

Nana is a Proposition Delivery Manager at Barclays as well as a Deputy Co-Chair of the Black Professionals Resource Group (BPRG). Having migrated to the UK at the age of 12, Nana has remained a huge advocate and exemplary figure for DE&I.
He has led on Barclays' Black Venture Gaoth programme, supporting 25 scaling founders with gaining access to investment, mentorship and networks. Nana has led efforts around diverse recruitment, hosting an annual 'Young, Black and in Finance' seminar, which has attracted over 350 attendees, with over 70 employed, since 2023. Nana also launched Barclays' first ever piece of research into neurodiversity in entrepreneurship.

Corporate Health Safety & Security Manager/REACH Network Events Co-Lead

High Speed Two (HS2)

Natalie is a fervent advocate for EDI. As a former Co-Chair of the Race, Ethnicity and Cultural Heritage (REACH) Network, she played a pivotal role in championing EDI at HS2. Today, she continues to support the network by organizing events and serves as a steadfast ally. Natalie is committed to ensuring that workplaces are not only safe but also thriving hubs of inclusion and respect. She is bubbly, driven and ambitious. She is also a certified Mental Health First Aider and a Health and Wellbeing Champion, actively fostering supportive and inclusive environments for her colleagues. Her dedication to creating psychologically safe workplaces underscores her genuine care for people.

Senior Associate

Ashurst

Ramesh is a Senior Associate at Ashurst and has been a lead member and co-chair of the All at Ashurst multiculturalism network during his time at the firm, most recently leading the hosting of internal and client facing cultural celebrations. He was co-chair of Noticed, an inter-law firm diversity network that aims to promote networking, collaboration and thought leadership across the legal sector and assisted in creating its Best Practices Report 2024. Ramesh is an alumnus of the Pathway to Success political and civil leadership programme run by Operation Black Vote in collaboration with the House of Commons and Oxford University’s Magdalen College and the Blavatnik School of Government.

Head of Ethical Commercial

Boots UK

Sachin Patel is a passionate advocate for diversity, equity and inclusion, leading DEI efforts in his team and across the business at Boots to create a more inclusive workplace and customer experience. He engages through cultural celebrations, creating safe spaces for the difficult conversations and driving meaning change to policies and procedures. Outside of Boots, he champions representation through his role on the Tottenham Hotspur Fan Advisory Board and as co-founder of Spurs REACH. Recognised as a National Diversity Awards - Role model for Race & Religion (Finalist). Sachin also serves as a Non-Executive Director at Her Game Too, driving gender equity in sports and community spaces.

Enterprise Community Strategy Director

NatWest Group

Sharniya has 10+ years experience in banking, driving DE&I initiatives for customers and colleagues. Passionate about inclusion and empowering underrepresented groups across industries. She co-created the “Time to Change” report with Aston University’s CREME and champions inclusive entrepreneurship. Sharniya co-leads NatWest’s Racial Equality Taskforce and sits on its Ethnicity Advisory Council. An experienced conference and events host, she is a judge for the Black Talent Awards and sits on Aston University's Accelerating Impact Board. Her work has earned recognition in Involve’s 2023 HERoes, the STRETCH List 2024, and Brummell’s 30 Inspirational Women: Changemakers 2024.

Consultant

CGI

Taylor Watson is a young, mixed-race technical consultant for CGI IT UK and Co-Founder of a social enterprise called ""Project Pioneers"". He provides security assurance to clients, enhances workplace cultural awareness, and supports the next generation of IT professionals. In his spare time, Taylor mentors individuals, offers CSR consultancy to businesses, and provides academic support. He sits on the REACH committee at CGI, fostering a multicultural community.

His achievements include curating the ""Young, Leading, and Black"" summer school for the charity ""Lives of Colour"", publicly addressing the ethnically gap in diverse role models, and representing Black professionals in his community.

Business Analysis and Change Manager / Chair of the REACH Network

Santander UK

As Chair of the REACH Network, Victoria is a bold, compassionate, and action-orientated leader who champions racial, cultural, and ethnic inclusion across the organisation. Leads with empathy and authenticity – drives equity through strategic initiatives, mentoring and cross-network collaboration. A powerful advocate for empowering others to lead, grow and belong, Victoria creates space for diverse voices to thrive. Recently served as a FLL STEM judge, inspiring young innovators, and spontaneously supported work experience students creating an engaging, confidence-boosting day that resulted in a student picture moment with the CEO. Victoria uplifts individuals and breaks down barriers.

Director and Global Diversity and Inclusion Specialist

Standard Chartered Bank

Yvonne Alozie is an Organizational Psychologist, Neuroscientist, and D&I Specialist with over a decade of experience shaping inclusive workplace strategies. She consulted on and architected the diversity and inclusion aspects of transformative initiatives, including hybrid working benefits, 20 weeks parental leave, and democratizing mental health resources through Unmind. Yvonne has also developed heritage action plans to support minority ethnic colleagues, mentored young professionals from ethnic minority groups, and led self-identification projects to enable ethnicity pay-gap and promotion analyses.