I am the Global Inclusion & Diversity Lead at Kantar, based in Cape Town and working into a UK-based People team. That matters because it has shaped how I lead: I do not see “global” as something designed at the centre and handed down. I see it as something that must work for colleagues everywhere, across regions, cultures, career stages and lived experiences. Over the past year, I have focused on making inclusion more practical, more accountable and more connected to business value.
A major part of my work has been transforming how Kantar’s Employee Resource Groups operate. I have helped formalise ERGs as a leadership development pipeline with clearer governance, stronger support for volunteers, and closer alignment to business priorities. I also completed the ERG Leadership Alliance’s ERG Oversight Manager certification in 2025 and Expert Trainer qualification in 2026 to deepen that rigour. This external validation has strengthened my approach to governance, succession planning, executive sponsorship and impact measurement, and helped ensure our ERGs operate with both heart and discipline as part of the formal Inclusion & Diversity team.
One of my proudest achievements is leading Kantar’s partnership with DIVA magazine on an annual global research study into the lived experiences of LGBTQIA+ women and non-binary people. I have project-managed this flagship initiative in a way that brings together volunteer ERG leadership, robust insight and meaningful external impact. The Kantar-DIVA reports have generated media coverage, industry attention and client conversations about inclusive marketing, while also strengthening internal understanding of what meaningful belonging really looks like. For me, this is inclusion at its best: grounded in lived experience, backed by data, and capable of shaping both culture and commercial thinking.
Over the past few years I have also owned enERGise Week, Kantar’s global ERG activation that brings colleagues together across functions and geographies to learn, connect and take action. What I am most proud of is not just the scale of the programme, but its purpose: introducing new ERG leaders, sharing practical inclusion guidance, spotlighting Pride Month, and connecting colleagues to career development opportunities. Feedback has reinforced that this work is about more than internal communities of belonging. We’re also building catalysts for growth, leadership and business impact.
While inclusive tech is crucial across a global workforce, my leadership style is about what matters to our people. That means listening closely to grassroots voices, coaching volunteer leaders, helping senior stakeholders understand the organisational value of belonging, and ensuring global inclusion work can be translated locally rather than imposed from afar. I have worked in an environment where expectations are high, time is limited and cultural contexts differ widely, so resilience, judgement and consistency have been essential.
That knowledge deserves to be shared so I love contributing to wider inclusion conversations beyond Kantar. In 2026, I presented at WorkPride 2026 on measuring LGBTQ+ inclusion and in-person at the Africa Diversity, Equity, Inclusion and Belonging Summit on translating global inclusion strategy for local impact. These opportunities reflect the credibility I have built externally and allow me to share practical lessons on moving from awareness to action.
What I have achieved is a stronger, more credible and more ambitious inclusion ecosystem: one where ERGs are better supported, volunteers are better developed, leaders are more engaged, and inclusion is more clearly connected to how the business grows, innovates and understands people. I am proud to have helped reposition inclusion from a side-of-desk effort into a strategic asset.
