# Joanne Lockwood — The Inclusive Culture Expert

> Joanne Lockwood — "The Inclusive Culture Expert" — is a keynote speaker, workshop facilitator and podcast host helping organisations build cultures where inclusion isn't a policy, it's how things work.

Full-text reference for AI assistants: https://joannelockwood.co.uk/llms-full.txt

## Key pages
- [About Joanne](https://joannelockwood.co.uk/about)
- [Speaking topics](https://joannelockwood.co.uk/topics)
- [AI keynote — AI, Belonging and the Human Future of Work](https://joannelockwood.co.uk/topics/ai-belonging-future-of-work)
- [Rates & fees](https://joannelockwood.co.uk/rates-fees)
- [Speaker kit & downloads](https://joannelockwood.co.uk/speaker-kit)
- [AV & technical requirements](https://joannelockwood.co.uk/technical-requirements)
- [Frequently asked questions](https://joannelockwood.co.uk/faq)
- [Inclusion Bites podcast](https://joannelockwood.co.uk/podcast)
- [Invite Joanne onto your podcast or show](https://joannelockwood.co.uk/podcast-guesting)
- [Guides — inclusion philosophy & thought leadership](https://joannelockwood.co.uk/guides)
- [Glossary of inclusion & Equality Act 2010 terms](https://joannelockwood.co.uk/glossary)
- [Inclusion at work: facts & figures](https://joannelockwood.co.uk/facts-and-figures)
- [Self-checks & diagnostics](https://joannelockwood.co.uk/diagnostics)
- [AI in practice](https://joannelockwood.co.uk/ai-in-practice)
- [The Trans Inclusion Toolkit — AI-supported governance platform](https://joannelockwood.co.uk/toolkit)
- [Contact / book a call](https://joannelockwood.co.uk/contact)
- [Atom feed — new & updated content](https://joannelockwood.co.uk/feed.xml)

## About
Joanne Lockwood is "The Inclusive Culture Expert" — a keynote speaker, workshop facilitator, podcast host and consultant, and founder & CEO of SEE Change Happen. Her route to the stage is unusual: over two decades in IT and STEM (the Royal Air Force, UK cable TV start-ups, the private bank Coutts, NM Schroder Financial Management and insurer Royal & Sun Alliance) and running her own technology businesses, before moving into HR and people consulting. That technical grounding is why her work on the human side of AI lands with leaders. As a transgender woman she brings lived experience and authenticity, but leads with professional expertise. She is a Fellow and former Chair of the Professional Speaking Association UK&I, a Member of the Institute of Equality and Diversity Professionals, a CPD-accredited speaker, has appeared on Channel 4's "The Making of Me", and is a former Trustee of LGBT+ youth homelessness charity akt.

Accreditations: Fellow of the Professional Speaking Association UK & Ireland (FPSA), Fellow of the Institute of Equality and Diversity Professionals (FIEDP), Fellow of the Royal Society of Arts (FRSA), and an Accredited Speaker with The CPD Standards Office.

## Speaking topics
- [AI, Belonging and the Human Future of Work](https://joannelockwood.co.uk/topics/ai-belonging-future-of-work): The flagship keynote — what AI really means for people, belonging and leadership, and how to keep humans at the centre as work changes.
- [Inclusive Culture & Belonging](https://joannelockwood.co.uk/topics/inclusive-culture-belonging): Building everyday cultures where people feel they belong and can do their best work.
- [Inclusive Leadership & Engagement](https://joannelockwood.co.uk/topics/inclusive-leaders-journey): Helping leaders lead inclusively and lift engagement, beyond box-ticking.
- [Inclusive Recruitment](https://joannelockwood.co.uk/topics/inclusive-recruitment): Attracting and hiring diverse talent through fairer, more inclusive recruitment.
- [Diversity, Equity & Inclusion](https://joannelockwood.co.uk/topics/diversity-inclusion): Practical, human DEI that moves from intention to measurable change.
- [LGBTQIA+ Inclusion & Pride](https://joannelockwood.co.uk/topics/lgbtqia-inclusion-pride): Authentic LGBTQIA+ inclusion, allyship and Pride that lasts all year.
- [One Transition, Two Perspectives](https://joannelockwood.co.uk/topics/one-transition-two-perspectives): A fireside conversation with Joanne and her wife, Marie Manley — transition, relationships and leading inclusion when the climate feels hard.
- [The Reluctant Mentor](https://joannelockwood.co.uk/topics/the-reluctant-mentor): A reflective signature keynote on imposter syndrome, lived experience and the courage to stop resisting the word "mentor" and become intentionally useful.
- [Hold the Rope](https://joannelockwood.co.uk/topics/hold-the-rope): A signature keynote on allyship as commitment — showing up when it counts, and calling people in, not out.

## Guides — Joanne's philosophy & thought leadership
- [#PositivePeopleExperiences](https://joannelockwood.co.uk/guides/positive-people-experiences): Why positive people experiences matter — and the Smile · Engage · Educate mantra behind building inclusive culture one interaction at a time.
- [Allyship: hold the rope](https://joannelockwood.co.uk/guides/allyship-hold-the-rope): Real allyship isn’t a badge or a march — it’s holding the rope when it counts, and calling people in, not out.
- [Building a culture of belonging](https://joannelockwood.co.uk/guides/building-a-culture-of-belonging): What belonging really means, why it matters, and the everyday leadership habits that create it.
- [Neuroinclusion at work](https://joannelockwood.co.uk/guides/neuroinclusion-at-work): Including and getting the best from neurodivergent colleagues — design for the edges, lead with strengths, and make it safe to ask for what helps.
- [AI, belonging & the future of work](https://joannelockwood.co.uk/guides/ai-belonging-and-the-future-of-work): How AI is reshaping work — and the choices that keep humans, belonging and trust at the centre.
- [Beyond the DEI acronym](https://joannelockwood.co.uk/guides/beyond-the-dei-acronym): Why Joanne drops the acronym and says the words — diversity, difference, equity, inclusion, belonging — to bring people in.
- [You can’t be what you can’t see](https://joannelockwood.co.uk/guides/you-cant-be-what-you-cant-see): Why representation matters, the cost of invisibility, and how visible role models create possibility and belonging.
- [Equity, not equality](https://joannelockwood.co.uk/guides/equity-not-equality): The difference between treating people the same and treating them fairly — and why pure meritocracy is a myth.
- [Inclusion doesn’t just happen](https://joannelockwood.co.uk/guides/inclusion-doesnt-just-happen): Left to chance, culture drifts to the default. Why inclusion takes intention — not just good intentions.
- [What is inclusive leadership?](https://joannelockwood.co.uk/guides/what-is-inclusive-leadership): Its meaning, the behaviours of inclusive leaders, real examples, and how leadership turns diversity into belonging.
- [Why book an accredited speaker?](https://joannelockwood.co.uk/guides/why-book-an-accredited-speaker): What accreditation actually means (PSA, IEDP, CPD, FRSA), the process behind it, and why it de-risks your booking.
- [Why I’m proud to be accredited](https://joannelockwood.co.uk/guides/proud-to-be-accredited): A personal note on being a Fellow of the PSA and IEDP — and why CPD Standards Office accreditation was worth the effort.
- [Inclusion vs belonging](https://joannelockwood.co.uk/guides/inclusion-vs-belonging): The difference between inclusion and belonging — alone vs lonely, “celebrated not just allowed”, and aligning to culture and values.
- [Strong opinions, weakly held](https://joannelockwood.co.uk/guides/strong-opinions-weakly-held): Etch your views, don’t carve them — overcoming the fear of being wrong and holding opinions with humility.
- [Psychological safety at work](https://joannelockwood.co.uk/guides/psychological-safety-at-work): What it means, why it matters for inclusion, and the everyday ways leaders build it.
- [Emotional intelligence & inclusive leadership](https://joannelockwood.co.uk/guides/emotional-intelligence-and-inclusion): How self-awareness, empathy and regulation underpin inclusive leadership.
- [Cultural intelligence (CQ)](https://joannelockwood.co.uk/guides/cultural-intelligence): Working across cultures and difference — curiosity over assumption.
- [Inclusive recruitment](https://joannelockwood.co.uk/guides/inclusive-recruitment): Fair hiring across four stages — foundations, attract, recruit, retain.
- [Trans inclusion at work](https://joannelockwood.co.uk/guides/trans-inclusion-at-work): What it means, why it matters, and the practical basics every workplace needs.
- [How to be a trans ally at work](https://joannelockwood.co.uk/guides/how-to-be-a-trans-ally-at-work): Active vs passive allyship, calling people in not out, and recovering when you get it wrong.
- [Pronouns & inclusive language](https://joannelockwood.co.uk/guides/pronouns-and-inclusive-language-at-work): Pronouns, terminology, and how to recover gracefully from a misgender.
- [Supporting a colleague who's transitioning](https://joannelockwood.co.uk/guides/supporting-a-colleague-who-is-transitioning): A manager's guide — conversations, confidentiality and practical adjustments.
- [Supporting a partner through transition](https://joannelockwood.co.uk/guides/supporting-a-partner-through-transition): Marie Manley's honest reflections on grief, love and acceptance — supporting the person beside the person.
- [Mentoring vs coaching: what’s the difference?](https://joannelockwood.co.uk/guides/mentoring-vs-coaching): Sharing experience vs surfacing your own answers — and why the best work blends both.
- [The reluctant mentor](https://joannelockwood.co.uk/guides/the-reluctant-mentor): Why the people who’d make the best mentors hesitate — and why they shouldn’t.
- [Credentials vs credibility](https://joannelockwood.co.uk/guides/credentials-vs-credibility): Formal training matters, but it’s not the only source of value — owning the lived credibility you’ve already earned.
- [Mirror, anchor, permission](https://joannelockwood.co.uk/guides/mirror-anchor-permission): A simple way to be useful — help people see clearly, steady themselves and take the next step.
- [Inclusive mentoring: mentorship vs sponsorship](https://joannelockwood.co.uk/guides/inclusive-mentoring-mentorship-vs-sponsorship): Advice opens minds; advocacy opens doors — why under-represented talent needs sponsors, not just mentors.
- [Mentoring in the age of AI](https://joannelockwood.co.uk/guides/mentoring-in-the-age-of-ai): Leading people well through AI change — what to delegate, and what never to outsource.
- [Trans inclusion mentoring & fractional support](https://joannelockwood.co.uk/guides/trans-inclusion-mentoring): A fractional inclusion-lead for confident, defensible trans and LGBTQ+ inclusion.
- [Trans & gender identity: terms explained](https://joannelockwood.co.uk/guides/trans-and-gender-identity-terms-explained): A plain-English glossary of transgender, cisgender, non-binary and more.
- [Why trans inclusion matters to me](https://joannelockwood.co.uk/guides/why-trans-inclusion-matters-to-me): Joanne's personal reflection on lived experience and why this work matters.
- [Pride that lasts all year](https://joannelockwood.co.uk/guides/pride-that-lasts-all-year): Beyond the rainbow lanyard — performative vs genuine, year-round inclusion.
- [AI & bias at work](https://joannelockwood.co.uk/guides/ai-and-bias-at-work): How bias enters AI systems and reproduces exclusion — and the human review that checks it.
- [When AI escalates conflict](https://joannelockwood.co.uk/guides/ai-grievances-keeping-humans-in-the-conversation): AI-drafted grievances and replies escalate disputes — how to keep humans in the conversation.
- [The AI readiness divide](https://joannelockwood.co.uk/guides/the-ai-readiness-divide): Not access, but capability — closing the AI readiness gap without leaving anyone behind.
- [Using AI for good](https://joannelockwood.co.uk/guides/using-ai-for-good-at-work): Inclusive ways to use AI as a coach and accessibility aid, with human judgement at the centre.
- [Using AI responsibly and inclusively](https://joannelockwood.co.uk/guides/using-ai-responsibly-and-inclusively): Six everyday habits for using AI without quietly excluding people — bias awareness, human oversight, transparency, accessibility, data care and modelling good use.
- [Writing inclusive job adverts](https://joannelockwood.co.uk/guides/writing-inclusive-job-adverts): Remove coded language, separate essential from desirable, and signal genuine inclusion.
- [Reducing bias in hiring](https://joannelockwood.co.uk/guides/reducing-bias-in-hiring): Bias in shortlisting, interviews and AI-assisted hiring — and what to do about it.
- [Running inclusive meetings](https://joannelockwood.co.uk/guides/running-inclusive-meetings): Meetings where every voice counts, not just the loudest or most senior.
- [Courageous conversations](https://joannelockwood.co.uk/guides/courageous-conversations-at-work): Raising and holding difficult inclusion conversations with warmth and candour.
- [E+R=O: the “+” is perspective](https://joannelockwood.co.uk/guides/event-response-outcome): Encounter + Reaction = Outcome — change your perspective, change the outcome.
- [Agreeing to understand](https://joannelockwood.co.uk/guides/agreeing-to-understand): Understand why someone believes something — not agreeing to disagree, but to understand.
- [What is conscious inclusion?](https://joannelockwood.co.uk/guides/conscious-inclusion): If we’re not consciously inclusive, we may be unconsciously excluding.
- [Privilege without defensiveness](https://joannelockwood.co.uk/guides/privilege-without-defensiveness): Privilege isn’t an accusation — beyond “what about me?”, bring everyone in.
- [Leaning in, not leaning away](https://joannelockwood.co.uk/guides/leaning-in-not-leaning-away): The fear of getting it wrong makes us withdraw — how to lean in instead.
- [The Johari Window & the Overton Window](https://joannelockwood.co.uk/guides/johari-and-overton-windows): Two windows on inclusion — Johari (self-awareness, blind spots, disclosure) and Overton (how the range of acceptable ideas shifts) — and why each matters in EDI.
- [Razors & rhetorical traps](https://joannelockwood.co.uk/guides/razors-and-rhetorical-traps): Sharp, humane thinking tools for inclusive leaders — Hanlon’s, Occam’s and friends, plus spotting the motte-and-bailey trap to keep hard EDI conversations honest.
- [Ethos, logos, pathos](https://joannelockwood.co.uk/guides/ethos-logos-pathos): Compliance, business case or genuine care — why the human “why” makes inclusion stick.
- [FREDA — a daily inclusion checklist](https://joannelockwood.co.uk/guides/freda-principles): Fairness, Respect, Equality, Dignity, Autonomy — five questions to run in real time.
- [Hygiene before motivation](https://joannelockwood.co.uk/guides/herzberg-hygiene-before-motivation): Fix the environment first — psychological safety and dignity before motivation programmes.
- [The castle and the drawbridge](https://joannelockwood.co.uk/guides/the-castle-and-the-drawbridge): When challenge triggers defence, people raise the drawbridge — how to lower it instead.
- [Tolerated, accepted, embraced](https://joannelockwood.co.uk/guides/tolerated-accepted-embraced): The inclusion spectrum — and why being merely tolerated can be worse than excluded.
- [Inclusion by design: the soup-spoon test](https://joannelockwood.co.uk/guides/inclusion-by-design-the-soup-spoon-test): Asking “who are we not thinking of?” before it goes live — inclusion built in, not bolted on.
- [Why inclusive language matters](https://joannelockwood.co.uk/guides/why-inclusive-language-matters): How language shapes belonging, intent vs impact vs accountability, and why it’s about respect — not perfection.
- [Everyday inclusive language](https://joannelockwood.co.uk/guides/everyday-inclusive-language): Job titles, idioms, dated terms and “the term we always used” — the small everyday swaps that build belonging.
- [Getting it wrong gracefully](https://joannelockwood.co.uk/guides/getting-it-wrong-gracefully): The repair model in depth — handling slip-ups calmly and proportionately, and why over-apologising backfires.
- [Language keeps moving](https://joannelockwood.co.uk/guides/language-keeps-moving): Language evolves across time, communities and settings — stay curious, not defensive, when “it’s all gone too far”.
- [Microaggressions at Work: Small Cuts That Add Up](https://joannelockwood.co.uk/guides/microaggressions-at-work): What microaggressions are, why they accumulate into invisible bruises, and how to respond well — whether you experience one, witness one, or commit one.
- [Imposter Syndrome at Work](https://joannelockwood.co.uk/guides/imposter-syndrome-at-work): What imposter syndrome is, why it hits under-represented people harder, and practical ways to manage it — plus how leaders build cultures where it’s less likely to take hold.
- [Employee Resource Groups & Staff Networks](https://joannelockwood.co.uk/guides/ergs-and-staff-networks): What employee resource groups and staff networks are, the value they bring, and how to set them up, sponsor and sustain them well — without tokenism, unpaid labour or a missing mandate.
- [Including Colleagues with Sensory Impairments at Work](https://joannelockwood.co.uk/guides/sensory-impairment-at-work): A practical, dignity-based guide to including colleagues with sight loss, hearing loss and other sensory differences — awareness, inclusive communication, accessible environments and events, and everyday adjustments.
- [Communicating Across Cultures at Work](https://joannelockwood.co.uk/guides/communicating-across-cultures): High and low-context styles, directness, idioms and humour that don’t travel, and language inclusion for non-native speakers — built on curiosity and humility, not a memorised rulebook.

## Glossary — inclusion, belonging & Equality Act 2010 terms
Plain-English definitions. Full page: https://joannelockwood.co.uk/glossary
- **Ableism**: Treating disabled people as less capable or less valuable, through attitudes, language or systems designed as if everyone were non-disabled. At work it hides in inaccessible tools, rigid processes and "jokes". Disability is one of the nine protected characteristics in the Equality Act 2010, so ableist treatment can amount to unlawful discrimination or harassment.
- **Accessibility**: Designing workplaces, technology, events and communication so disabled people can take part without workarounds or having to ask for favours. The best accessibility is anticipatory — built in before anyone requests it — and it usually helps everyone else too. Think captions, plain language, step-free venues and documents a screen reader can actually read.
- **Active bystander**: Someone who notices exclusion — a microaggression, an interruption, a "joke" — and chooses to act rather than watch. Action needn't be dramatic: "I'm not sure that landed as you intended", or a quiet check-in afterwards, both count. ACAS highlights bystander action as one of the strongest levers against workplace harassment.
- **Allyship**: Using your position, comfort or credibility to support people with less of it — consistently, not just when it's easy. Real allyship is active: challenging the comment in the room, sharing the platform, holding the rope while someone else climbs. It's a practice judged by the people you're allying with, not a badge you award yourself.
- **Banter defence**: "It was just banter" — the most common excuse in workplace harassment cases, and one employment tribunals routinely reject. Under the Equality Act 2010, harassment turns on whether conduct violated someone's dignity or created a hostile, degrading or offensive environment — not whether it was meant as a joke. If it lands as humiliation, the label won't save it.
- **Belonging**: The feeling of being accepted and valued for who you are — not merely allowed in the room, but celebrated in it. Inclusion is what organisations do; belonging is what people feel as a result. You can be included and still lonely, which is why belonging — not headcount diversity — is the real test of culture.
- **Bullying**: Repeated behaviour intended to hurt, undermine or humiliate — offensive, intimidating or malicious conduct, as ACAS frames it. Bullying isn't a standalone legal claim in Britain, but when it relates to a protected characteristic it becomes harassment under the Equality Act 2010, and it can also breach the implied duty of trust and confidence.
- **Calling in (vs calling out)**: Challenging someone's words or behaviour privately and with curiosity — "help me understand what you meant" — rather than publicly shaming them. Calling in invites reflection; calling out often triggers defensiveness and a raised drawbridge. Both have their place, but if the goal is changed behaviour rather than a won moment, calling in usually gets there.
- **Cisgender**: Describes someone whose gender identity matches the sex they were registered at birth — most people, in other words. It's a neutral descriptor, not a slur or an ideology: having a word for the majority simply lets us talk about the minority without framing trans people as deviations from "normal".
- **Code-switching**: Adjusting how you speak, dress, behave or present yourself to fit the dominant culture — softening an accent, anglicising a name, editing a weekend story. Most of us adapt a little; the inclusion problem is when some colleagues must do it constantly to be taken seriously. That effort is exhausting — and invisible in engagement surveys.
- **Covering**: Downplaying a part of your identity you're otherwise open about — not mentioning your same-sex partner, hiding a disability aid, skipping prayer. Sociologist Kenji Yoshino's research suggests most employees cover in some way. Covering is the quiet tax of a culture that says "you can be here, but don't make a thing of it".
- **Cultural intelligence (CQ)**: The capability to work effectively across cultural difference — noticing your own defaults, staying curious about other people's norms, and adapting without stereotyping. Unlike memorising etiquette rules, CQ is a muscle: drive, knowledge, strategy and action. In multicultural teams it predicts good collaboration better than technical skill alone.
- **Deadnaming**: Using the former name of a trans person after they've changed it — accidentally or deliberately. A slip corrected quickly and gracefully is human; persistent or pointed deadnaming is a form of harassment and can breach the Equality Act 2010. Update systems, email addresses and door passes too — software deadnames people every day.
- **Direct discrimination**: Treating someone worse than others because of a protected characteristic — not shortlisting the pregnant candidate, passing over the older engineer (section 13, Equality Act 2010). It also covers discrimination by association (your child is disabled) and by perception (they assumed you were gay). Direct discrimination can almost never be justified.
- **Diversity**: The mix of people — the differences of background, identity, experience and thought in your organisation. Diversity is a fact; inclusion is a choice about what you do with it. A workforce can look wonderfully mixed on the org chart and still route every decision through the same few voices. The mix without belonging is just arithmetic.
- **EDI (equality, diversity and inclusion)**: The umbrella acronym British organisations use for this work (US organisations tend to say DEI). Useful shorthand — and a trap: acronyms let us talk about "EDI" without ever saying equity, inclusion or belonging out loud. The work is people's everyday experience of your culture, not the initials on a strategy slide.
- **Employee resource group (ERG)**: A voluntary, employee-led community built around a shared identity or experience — LGBTQ+, disability, culture and heritage, carers, menopause. Done well, ERGs offer peer support, insight for leaders and a channel for change; done badly, they become unpaid consultancy. They need a mandate, a budget and an executive sponsor, not just a logo.
- **Equality Act 2010**: The law that consolidates Great Britain's discrimination protections into one Act. It defines nine protected characteristics and prohibits direct and indirect discrimination, harassment and victimisation at work and in services. Northern Ireland has separate legislation. Most UK inclusion practice is built on — and should go well beyond — this legal floor.
- **Equity**: Giving people what they actually need to thrive, rather than giving everyone identical treatment and calling it fair. Because people start from different places, with different barriers, the same treatment can produce very unequal outcomes. Equality hands everyone the same shoes; equity checks the sizes first. Fairness is measured at the finish line.
- **Flexible working**: Since April 2024, every employee in Britain can request flexible working from day one — hours, pattern or location — with two requests a year (Employment Relations (Flexible Working) Act 2023; ACAS Code). Employers must consult before refusing and respond within two months. Handled well, flexibility keeps carers, disabled people and returners in work.
- **Gender identity**: A person's internal sense of their own gender — man, woman, non-binary or something else. For most people it matches the sex registered at birth; for trans people it doesn't. It's distinct from sexual orientation — who you are, not who you're attracted to — a distinction workplaces still muddle surprisingly often.
- **Gender pay gap reporting**: The legal duty on GB employers with 250 or more staff to publish, annually, the difference between men's and women's average pay. The gap isn't about equal pay for equal work (unlawful since 1970) — it usually reflects who holds the senior, better-paid roles. The interesting question is never the number; it's the action plan behind it.
- **Gender reassignment**: The protected characteristic (Equality Act 2010) covering anyone proposing to undergo, undergoing or having undergone a process of transitioning — socially, medically or both. No medical supervision or certificate is required for protection. Following the 2025 Supreme Court ruling on the meaning of "sex" in the Act, this protection still stands: trans employees remain protected from discrimination and harassment.
- **Harassment**: Unwanted conduct related to a protected characteristic that violates someone's dignity or creates an intimidating, hostile, degrading, humiliating or offensive environment (section 26, Equality Act 2010). The legal test weighs the victim's perception and whether that reaction is reasonable — not the perpetrator's intent. "I didn't mean anything by it" is not a defence.
- **Imposter syndrome**: The persistent feeling that you're a fraud about to be found out, despite evidence of competence. It hits under-represented people harder — not because they're less capable, but because environments keep signalling they don't quite fit. Which is why the best response is often to fix the culture, not send the individual on a confidence course.
- **Inclusion**: The deliberate, everyday practice of making sure everyone can participate, contribute and be heard — meetings where every voice counts, systems designed for the edges, decisions that ask "who are we not thinking of?". Inclusion doesn't just happen; left to chance, culture drifts to the default. If we're not consciously including, we may be unconsciously excluding.
- **Inclusive language**: Language choices that bring people in rather than shutting them out — job titles that don't assume gender, idioms that travel, terms communities actually use for themselves. It's about respect, not perfection: language keeps moving, and the skill is staying curious and repairing gracefully when you slip, not memorising an approved word list.
- **Inclusive leadership**: Leadership that turns a diverse team into a place people belong: visible curiosity, humility about your own blind spots, fairness in who gets stretch work and airtime, and the courage to challenge exclusion even when it's awkward. It's a set of learnable everyday behaviours — not a personality type or a certificate.
- **Inclusive recruitment**: Designing every stage of hiring — adverts, sourcing, shortlisting, interviews, onboarding — so the process measures ability to do the job rather than similarity to the people already in it. That means structured interviews, honesty about essential versus desirable, accessible processes and adjustments offered by default. Fair process first; diverse shortlists follow.
- **Indirect discrimination**: When a rule that looks neutral disadvantages people who share a protected characteristic — "everyone in the office five days a week" hitting carers and disabled staff hardest (section 19, Equality Act 2010). It's lawful only if the employer can objectively justify the rule as a proportionate means of achieving a legitimate aim.
- **Intent vs impact**: The gap between what you meant and what actually landed. Most workplace harm arrives without malice — habit, assumption, a clumsy joke — but impact is what the other person carries home. Good intent doesn't cancel harm; it just means repair is possible. Own the impact, apologise once and properly, adjust, move on.
- **Intersectionality**: Kimberlé Crenshaw's insight that overlapping identities create distinct experiences: a Black woman faces barriers neither a Black man nor a white woman meets — in combination, not sequence. Notably, the Equality Act 2010's combined-discrimination provision was never brought into force, so the law still handles characteristics one at a time. People don't.
- **Menopause at work**: Menopause symptoms quietly push experienced people out of work — and it's now a legal issue as well as a wellbeing one. EHRC guidance (2024) confirms severe, long-lasting symptoms can meet the Equality Act's definition of disability, triggering the reasonable adjustments duty. Practical support: flexibility, environmental tweaks, and managers who can hold the conversation without flinching.
- **Microaggressions**: Everyday verbal, non-verbal or environmental slights — often unintentional — that signal someone doesn't quite belong: "where are you really from?", touching someone's hair, surprise that they're "so articulate". "Micro" describes each event, not the effect: they accumulate into invisible bruises, wearing away wellbeing and belonging one small cut at a time.
- **Misgendering**: Referring to someone with the wrong pronouns or gendered terms. Honest slips happen — correct yourself briefly and move on, without a production of your own guilt. Repeated or deliberate misgendering is different: it can amount to harassment under the Equality Act 2010. The repair matters far more than the perfection.
- **Neurodiversity**: The natural variation in how human brains work — including autism, ADHD, dyslexia, dyspraxia and Tourette's. The term treats these as differences with strengths and challenges, not defects to fix. Roughly one in seven people are neurodivergent, so every workplace already employs them; the only question is whether it's designed to get the best from them.
- **Neuroinclusion**: Deliberately designing work so neurodivergent people can thrive: clear instructions, sensory-considerate spaces, interviews that test the job rather than eye contact, and a culture where asking for what helps is safe. CIPD champions the term because it shifts the focus from diagnosing individuals to fixing the environment. Design for the edges and everyone benefits.
- **Non-binary**: Describes people whose gender identity doesn't sit neatly in "man" or "woman" — it may be both, neither, or fluid. Some non-binary people use they/them pronouns; others don't. UK case law has treated non-binary people as protected under the Equality Act's gender-reassignment characteristic. Respect works the same as ever: use the name and pronouns you're given.
- **Occupational requirement**: The narrow legal exception (Schedule 9, Equality Act 2010) that lets an employer require a protected characteristic where it's genuinely essential to the role — a women's refuge counsellor, for instance. The requirement must be crucial to the job and proportionate, not a preference. It's the small print behind some lawful targeted recruitment.
- **Othering**: Treating a person or group as fundamentally "not one of us" — through language ("those people"), exclusion from the informal circles where decisions really happen, or a culture that tolerates rather than embraces. Othering is belonging's opposite — and being merely tolerated can wound more than being excluded outright, because you're inside, watching.
- **Performative allyship**: Support that exists for the audience, not the outcome: the rainbow logo in June from an organisation with no trans policy in July, the pledge with no budget behind it. The test is cost — real allyship spends something (comfort, capital, airtime). If it only ever earns applause, it's marketing.
- **Positive action**: Lawful steps (sections 158–159, Equality Act 2010) to reduce disadvantage or under-representation: targeted outreach, mentoring schemes, guaranteed-interview offers, or choosing the under-represented candidate as a tie-breaker between two equally qualified people. Positive action widens the pool and supports people within it — the job itself is still won on merit.
- **Positive discrimination**: Hiring or promoting someone because of a protected characteristic — quotas, reserved posts, appointing a less-qualified candidate to balance the numbers. Unlike positive action, this is unlawful in Great Britain (one exception: disabled people may lawfully be treated more favourably). Muddling the two is how well-meant inclusion programmes end up in tribunal.
- **Privilege**: The barriers you don't have to think about — not a claim that your life has been easy, but that certain things haven't made it harder. Privilege isn't an accusation; treating it as one triggers the "what about me?" drawbridge. Noticing yours is simply the entry fee for using it on someone else's behalf.
- **Pronouns**: The words that stand in for someone's name — she/her, he/him, they/them. Using the right ones is basic respect, like spelling a name correctly. Sharing your own in a signature or introduction is optional and normalising, not compelled. Get one wrong? Correct yourself briefly and move on — no dramatics required.
- **Protected characteristics**: The nine grounds the Equality Act 2010 protects: age, disability, gender reassignment, marriage and civil partnership, pregnancy and maternity, race, religion or belief, sex, and sexual orientation. Everyone holds several — the Act protects against unfair treatment because of them. Inclusion worth having goes well beyond this legal floor, but this is the floor.
- **Psychological safety**: The shared belief that you can speak up, ask questions, admit mistakes or challenge the status quo without punishment or humiliation (Amy Edmondson's research; Timothy Clark's four stages). It isn't comfort — it's enough trust to survive friction. And it's the foundation: without it, every other inclusion effort is a poster.
- **Reasonable adjustments**: The Equality Act 2010 duty (section 20) to remove or reduce the disadvantages disabled workers face — changing how, when or where work is done, providing equipment, adjusting a process. "Reasonable" weighs cost, practicality and effectiveness; failing the duty is discrimination. The government's Access to Work scheme can fund adjustments smaller employers worry about.
- **Representation**: Whether people can see someone like themselves in your organisation — especially where the decisions are made. You can't be what you can't see: absence at the top tells people what's possible for them here. Representation isn't tokenism; it's the visible evidence that belonging is real rather than aspirational.
- **Sexual harassment (preventative duty)**: Since October 2024, employers carry a positive legal duty to take reasonable steps to prevent sexual harassment before it happens — not just respond afterwards (Worker Protection Act 2023). Tribunals can uplift compensation by up to 25% where the duty is breached. EHRC guidance expects risk assessments, clear reporting routes and training that actually changes behaviour.
- **Social model of disability**: The understanding that people are disabled by barriers in society — inaccessible buildings, rigid processes, attitudes — rather than by their impairments. A wheelchair user isn't disabled by the wheelchair but by the stairs. It's the model most UK disabled people's organisations use, and it points the fix at the environment, not the person.
- **Sponsorship**: Using your influence on someone's behalf when they're not in the room — recommending them for stretch roles, defending their promotion case, opening doors. Mentoring gives advice; sponsorship gives advocacy. Under-represented talent is typically over-mentored and under-sponsored: plenty of guidance, not enough people spending their capital for them.
- **Tokenism**: Including one visible person from an under-represented group to signal diversity without changing anything — the one woman on the panel, the single wheelchair user on every brochure, appointed but not heard. Tokenism burdens the individual with representing millions and lets the organisation skip the real work. Representation with power is the antidote.
- **Transgender (trans)**: Describes someone whose gender identity differs from the sex they were registered at birth. "Trans" is an adjective — a trans woman, a trans colleague — never a noun or a verb. Trans people are protected at work by the Equality Act 2010's gender-reassignment characteristic. Around 0.5% of people in England and Wales identified as trans in the 2021 Census.
- **Transitioning**: The process of aligning your life with your gender identity — social steps (name, pronouns, presentation), legal steps (documents), and for some people medical ones. There's no single route and no requirement to take every step. At work, protection applies from the moment someone proposes to transition — and a supportive manager matters more than any policy.
- **Unconscious bias**: The mental shortcuts that let us make fast judgements — and quietly skew who we recruit, rate, trust and promote towards people like ourselves. Everyone has them, and awareness alone doesn't fix them: CIPD's evidence on standalone training is blunt. What works is redesigning decisions — structured interviews, clear criteria, diverse panels, data.
- **Victimisation**: Punishing someone for raising or supporting a discrimination complaint — the sudden "restructure" after a grievance, the reference that goes cold (section 27, Equality Act 2010). The complaint doesn't need to succeed for the protection to apply, provided it was made in good faith. Cultures that shoot messengers stop receiving messages.

## Inclusion at work — facts & figures (UK EDI statistics, dated & sourced)
Full page: https://joannelockwood.co.uk/facts-and-figures
### The business case for inclusion
- **6.9% — The UK gender pay gap** (Office for National Statistics — Gender pay gap in the UK: 2025, 2025): The UK gender pay gap for median hourly pay was 6.9% for full-time employees and 12.8% for all employees in April 2025 (down from 7.1% full-time in April 2024).
- **15.2% — The gap is widest at the top** (Office for National Statistics — Gender pay gap in the UK: 2025, 2025): Among the highest-paid tenth of employees the gender pay gap was 15.2% in April 2025 — more than double the gap at the median (6.9%).
- **8% — Women on boards vs in the top job** (FTSE Women Leaders Review — 2026 report, 2026 (data as at end-2025)): Women occupy around 43% of FTSE 350 board positions, and 88% of FTSE 350 companies have reached or are near the 40% board target — yet women hold only 8% of CEO roles and 17% of Chair roles.
- **2.3% — Ethnic-minority representation on boards** (Parker Review 2026 (with the Department for Business and Trade; sponsored by EY), 2025 data (published March 2026)): At December 2025, 98 FTSE 100 companies had at least one ethnic-minority director (up from 47 in 2015) and ethnic minorities held 20% of FTSE 100 board positions — but Black directors held only 2.3% of directorships, against 3.9% of the UK population aged 30–69.
- **39% — Diverse leadership and performance** (McKinsey & Company — Diversity Matters Even More, 2023): Companies in the top quartile for gender diversity on executive teams were 39% more likely to financially outperform bottom-quartile peers; the same 39% likelihood held for top-quartile ethnic representation (dataset: 1,265 companies, 23 countries).
- **23% — Managers trained in inclusive management** (CIPD — Resetting EDI and reaffirming inclusion, 2025): Just 23% of UK organisations are training line managers in fair and inclusive people management — even though managers are where inclusion policy succeeds or fails.
- **£6,287 — The class pay gap** (Social Mobility Foundation — Class Pay Gap, 2024): Professionals from working-class backgrounds are paid on average £6,287 (12%) less per year than colleagues from professional-managerial backgrounds in the same occupations — rising to £7,774 in the private sector.
- **29.7pts — The disability employment gap** (Department for Work and Pensions / ONS — The employment of disabled people 2025, 2025 (updated March 2026)): 52.8% of disabled people were in employment versus 82.5% of non-disabled people — a gap of 29.7 percentage points, which widened year on year in the most recent data.

### Recruitment and progression
- **31% — Inclusive hiring is still minority practice** (CIPD — Resourcing and talent planning report 2024, 2024): 31% of employers ensure a diverse interview panel or hiring team, 28% train all interviewers on legal obligations and objective interviewing, 27% remove biographical details from initial selection, and 25% adjust selection processes for neurodivergent or disabled candidates.
- **64% — Employers can’t find the people they need** (CIPD — Resourcing and talent planning report 2024, 2024): 64% of organisations attempting to fill vacancies had difficulty attracting the right candidates, and 69% reported increased competition for skilled workers.
- **36% — Older workers feel disadvantaged** (Centre for Ageing Better — Too Much Experience, 2021): More than a third (36%) of 50–69-year-olds feel at a disadvantage applying for jobs due to their age.

### Wellbeing and psychological safety
- **9.4 days — Sickness absence at a 15-year high** (CIPD / Simplyhealth — Health and wellbeing at work 2025, 2025): UK employees averaged 9.4 sickness-absence days per year — up from 7.8 in 2023 and 5.8 pre-pandemic (2019); the highest level the CIPD has recorded since 2010.
- **41% — Mental ill health leads long-term absence** (CIPD / Simplyhealth — Health and wellbeing at work 2025, 2025): 41% of organisations cite mental ill health among their top three causes of long-term absence — the single biggest cause — and it is the second main cause (29%) of short-term absence.
- **£51bn — The cost of poor mental health** (Deloitte UK — Mental health and employers: the case for investment, 2024): Poor employee mental health costs UK employers around £51bn per year — presenteeism £24bn, turnover £20bn, absenteeism £7bn.
- **£4.70 — The return on wellbeing investment** (Deloitte UK — Mental health and employers: the case for investment, 2024): Employers see an average return of about £4.70 in improved productivity for every £1 spent on employee mental health and wellbeing.
- **63% — Burnout is a majority experience** (Deloitte UK — Mental health and employers: the case for investment, 2024): 63% of respondents exhibited at least one sign of burnout (exhaustion, mental distance from the job, or declining performance) — up from 51% in Deloitte’s previous survey.

### Neurodiversity
- **3 in 10 — The autism employment gap** (The Buckland Review of Autism Employment (DWP, with Autistica), 2024): Only around 3 in 10 working-age autistic people are in employment, compared with around 5 in 10 for all disabled people and 8 in 10 for non-disabled people — and autistic people face the largest pay gap of any disability group, receiving about a third less than non-disabled people on average.
- **20% — Harassment of neurodivergent staff** (CIPD — Neuroinclusion at work report 2024, 2024): 20% of neurodivergent employees say they have faced harassment or discrimination at work because of their neurodivergence; only around half feel their organisation (52%) or team (54%) has an open, supportive climate for talking about it.
- **51% — Neurodivergent staff taking time off** (City & Guilds Foundation — Neurodiversity Index Report 2025, 2025): 41% of neurodivergent employees face challenges in the workplace most days; 51% have taken time off work because of their neurodivergence; roughly one in three is dissatisfied with the adjustments provided.
- **55% — Disclosure is getting safer** (City & Guilds Foundation — Neurodiversity Index Report 2025, 2025): 55% of people who disclosed their neurodivergence at work received an “OK” or “good” response, up from 42% the previous year; senior-leader disclosure has also risen.
- **32% — Manager training on adjustments** (Acas — Employers are failing to support neurodiversity at work, 2026): Just 32% of workers think their organisation effectively trains managers to make reasonable adjustments for neurodivergent colleagues; another 32% don’t know how effective their employer is at all.

### Trans inclusion
- **50.7% — Half have no formal trans policy** (Beyond Compliance survey (2025–26), SEE Change Happen / The Trans Inclusion Toolkit, 2025–26 (frozen as published)): 50.7% of UK organisations report no formal trans or non-binary inclusion policy.
- **6.1% — Trans inclusion tied to leadership KPIs** (Beyond Compliance survey (2025–26), SEE Change Happen / The Trans Inclusion Toolkit, 2025–26 (frozen as published)): Just 6.1% of organisations tie trans inclusion to executive KPIs — leaving it discretionary under pressure.
- **69.2% — No openly trans leaders** (Beyond Compliance survey (2025–26), SEE Change Happen / The Trans Inclusion Toolkit, 2025–26 (frozen as published)): 69.2% of organisations report no openly trans or non-binary leaders at middle management or above.
- **41.4% — Pushback is now normal** (Beyond Compliance survey (2025–26), SEE Change Happen / The Trans Inclusion Toolkit, 2025–26 (frozen as published)): 41.4% of organisations have faced pushback on trans inclusion — internal, external, or both.
- **36.4% — The paper shield** (Beyond Compliance survey (2025–26), SEE Change Happen / The Trans Inclusion Toolkit, 2025–26 (frozen as published)): Of organisations that do have a trans-inclusion policy, 36.4% give managers no guidance to implement it.
- **30.6% — Few would feel safe disclosing** (Beyond Compliance survey (2025–26), SEE Change Happen / The Trans Inclusion Toolkit, 2025–26 (frozen as published)): 30.6% of organisations estimate that only 0–10% of their staff would feel safe disclosing a trans identity.
- **79% — Bullying of trans workers** (TUC — Bullying, harassment and discrimination of LGBT people in the workplace, 2025): Eight in ten (79%) trans respondents had experienced bullying at work, against just under half (48%) of the full LGBT+ sample; 29% of LGBT+ people are not open about their identity with anyone at work.
- **39% — LGBTQ+ employees hiding at work** (Stonewall, 2025): Almost two in five (39%) LGBTQ+ employees feel they need to hide who they are at work; 12% believe they have been dismissed because of their identity. (This release reports LGBTQ+ people as a whole and does not break out trans respondents separately.)

## Self-checks (free two-minute diagnostics)
- [Am I an active or passive ally?](https://joannelockwood.co.uk/diagnostics/allyship): When it matters, do you lean in — or quietly look away?
- [Do you feel safe — and like you belong?](https://joannelockwood.co.uk/diagnostics/psychological-safety-belonging): An honest read on whether you feel safe — and truly belong — at work.
- [Do you use AI responsibly and inclusively?](https://joannelockwood.co.uk/diagnostics/ai-inclusion): How responsibly and inclusively you use AI in your work.
- [How confident are you with inclusive language?](https://joannelockwood.co.uk/diagnostics/inclusive-language-confidence): How confident and skilled you are with inclusive language, day to day.
- [How culturally intelligent are you?](https://joannelockwood.co.uk/diagnostics/cultural-intelligence): How well you understand, adapt to and bridge across cultural difference.
- [How emotionally intelligent are you?](https://joannelockwood.co.uk/diagnostics/emotional-intelligence): How well you read and manage emotions — your own and other people's.
- [How neuroinclusive are you?](https://joannelockwood.co.uk/diagnostics/neuroinclusion): How well you include and get the best from neurodivergent colleagues.
- [How well do you handle challenging conversations?](https://joannelockwood.co.uk/diagnostics/challenging-conversations): How well you handle the conversations most people avoid.
- [What kind of hirer are you?](https://joannelockwood.co.uk/diagnostics/inclusive-recruitment): How inclusively you hire, across the six stages where talent quietly leaks.
- [What kind of leader are you?](https://joannelockwood.co.uk/diagnostics/inclusive-leadership): The kind of leader you are, and how inclusively you actually lead.
- [What kind of mentor are you?](https://joannelockwood.co.uk/diagnostics/mentoring): The kind of mentor you are — and how to be even more useful.
- [What kind of trans ally are you?](https://joannelockwood.co.uk/diagnostics/trans-ally): An honest, personal look at the kind of trans ally you are — and your next step.

## Fees
- Keynote (virtual): from £3,000
- Keynote (in-person, standard): from £3,795
- Keynote (in-person, premium): from £4,995
- Workshop: from £1,995
- Fireside chat / panel / lunch & learn: from £2,995
- Consulting & advisory: from £400/hour or £2,795/day
Indicative and exclude VAT. Concessions are available for charities, community groups and the public sector. Every engagement is scoped through a free discovery call.

## Podcast
Inclusion Bites — 240+ episodes, on Spotify, Apple Podcasts, YouTube, Substack. https://joannelockwood.co.uk/podcast

## FAQ
### What does Joanne Lockwood speak about?
Joanne speaks on inclusion, belonging, inclusive leadership and the human side of AI. Her flagship keynote is "AI, Belonging and the Human Future of Work", alongside topics on inclusive culture, inclusive leadership, inclusive recruitment, DEI, and LGBTQIA+ inclusion. See /topics.

### What is the Trans Inclusion Toolkit?
The Trans Inclusion Toolkit is an AI-supported governance and risk-management platform created by Joanne Lockwood (a SEE Change Happen product) — underpinned by more than a decade of specialist, subject-matter-expert work in this field, and in wider inclusion and culture consulting. It brings together curated legislation, case law, implementation frameworks and expert analysis — decision frameworks, scenario stress-testing, EqIA/DPIA wizards and the Quinn AI assistant — so UK organisations can make lawful, defensible, trans-positive decisions. Overview at /toolkit; the platform lives at https://thetransinclusiontoolkit.co.uk, including a free 50-question diagnostic. Joanne also works with organisations directly to develop guidance, review policies and support practical, inclusive implementation.

### How much does it cost to book Joanne?
Keynotes start from £3,000 for virtual and from £3,795 / £4,995 in person; workshops from £1,995; fireside chats and panels from £2,995; consulting from £400/hour or £2,795/day. Fees exclude VAT, with concessions for charities and the public sector. Full detail at /rates-fees, and every engagement is scoped on a free discovery call.

### How do I book Joanne?
Book a free discovery call at /contact, or message +44 7802 215457 on WhatsApp. It is a relaxed conversation about your event and audience, after which Joanne sends a proposal.

### Does Joanne speak virtually and internationally?
Yes — Joanne delivers in person, virtually and hybrid, across the UK and internationally, and uses a professional broadcast setup for online events.

### How long is a keynote?
Keynotes typically run from 15 to 60 minutes (the flagship AI keynote can flex within that), with workshops available as half- or full-day sessions. Format and timing are tailored to your event.

### What is the "AI, Belonging and the Human Future of Work" keynote about?
It explores what AI really means for people — belonging, leadership and the changing nature of work — and how organisations keep humans at the centre. It is grounded in Joanne's hands-on AI work, so it is neither hype nor doom. See /topics/ai-belonging-future-of-work.

### What makes Joanne different from other inclusion speakers?
Two decades in IT and STEM before moving into inclusion means Joanne brings a technologist's grounding to the human side of AI, combined with lived experience as a transgender woman and the craft of a Fellow of the Professional Speaking Association. She informs, entertains and moves audiences to act.

### Can Joanne run workshops, panels or fireside chats?
Yes. As well as keynotes, Joanne delivers workshops, fireside chats, panels, Q&A sessions and acts as a subject-matter expert — in person, virtual or hybrid.

### What is Inclusion Bites?
Inclusion Bites is Joanne's podcast — 240+ episodes of conversations on inclusion, belonging and culture, available on Spotify, Apple Podcasts, YouTube and Substack. See /podcast.

### How do I get on the podcast, or invite Joanne onto mine?
To be a guest on Inclusion Bites, apply at /be-a-guest. To invite Joanne onto your podcast or live stream, see /podcast-guesting.

### What AV and technical setup does Joanne need?
For in-person events: a lapel or headset microphone, a confidence monitor and a screen suitable for the room. For online: she joins on all major platforms with a broadcast-quality setup. Full detail at /technical-requirements.

### Are there concession rates for charities or the public sector?
Yes — concessions are available for charities, community groups and the public sector. Mention it on your discovery call and Joanne will tailor a proposal.

### What is belonging in the workplace?
Belonging is the felt experience of being accepted, valued and able to be yourself at work — beyond being merely present or "included". It is where diversity and inclusion efforts ultimately land: people do their best work when they feel they belong. Joanne speaks and runs workshops on building cultures of belonging.

### What's the difference between diversity, inclusion and belonging?
Diversity is the mix of people; inclusion is making sure that mix is invited in and can participate; belonging is whether they actually feel they fit and are valued. You can be diverse and even inclusive on paper yet still have people who do not feel they belong — which is why Joanne focuses on belonging as the real measure of culture.

### How do you create a sense of belonging at work?
Belonging is built through everyday behaviours, not one-off events: inclusive leadership, psychological safety, fair processes, visible role models and small consistent signals that people are valued. Joanne helps leaders and teams move from intention to these practical habits through keynotes and workshops — see /topics/inclusive-culture-belonging.

### I’m looking for a diversity and inclusion speaker for a conference or event — can I book Joanne?
Yes. Joanne Lockwood is a professional diversity, equity and inclusion keynote speaker booked for conferences, corporate events, leadership programmes, awaydays and Pride events across the UK and internationally — in person, virtual or hybrid. Her flagship keynote is “AI, Belonging and the Human Future of Work”, alongside belonging, inclusive leadership, allyship and LGBTQIA+ inclusion. Book a free discovery call at /contact.

### Do you run inclusion workshops or training — are you available as a facilitator or trainer?
Yes. As well as keynotes, Joanne facilitates interactive workshops and training on inclusive culture, inclusive leadership, allyship and belonging, as half- or full-day sessions, in person or virtual. See /topics and book a free discovery call at /contact.

### Can I book Joanne as a podcast guest, or to interview on inclusion?
Absolutely. Joanne is an experienced and engaging podcast guest and interviewee on inclusion, belonging, transgender and LGBTQIA+ inclusion, allyship, culture change and the human side of AI — and hosts the Inclusion Bites podcast herself. Invite her onto your show or podcast at /podcast-guesting.

### Who can speak on transgender or LGBTQ+ inclusion at our event?
Joanne Lockwood speaks on transgender and LGBTQIA+ inclusion from lived experience, with warmth, humour and practicality — for Pride events, conferences and leadership audiences. See /topics/lgbtqia-inclusion-pride and book at /contact.

### We need an AI and inclusion or future-of-work speaker — does Joanne cover that?
Yes — Joanne’s flagship keynote “AI, Belonging and the Human Future of Work” explores what AI really means for people, belonging and leadership, grounded in her hands-on AI work, so it is neither hype nor doom. See /topics/ai-belonging-future-of-work and book at /contact.

## Contact
Book a free discovery call at https://joannelockwood.co.uk/contact. Phone/WhatsApp +44 7802 215457.