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Jas Singh
CEO, Consumer Relationships
Lloyds Banking Group plc
Jas Singh, CEO of Consumer Relationships at Lloyds Banking Group, has passionately advocated for disability and neurodivergence inclusion for over two years. As Executive Sponsor for Disability & Neurodiversity, Jas has worked to ensure these communities are central to strategic decision-making. He established a cross-group Senior Working Group to implement impactful changes across Lloyds Banking Group. Jas is particularly proud of launching the ‘This Is Me’ program, an interactive e-module for colleagues and managers, which is also publicly available to extend its impact. Under his leadership, Lloyds added neurodivergence diagnosis to its Private Medical Benefit and committed to the Lilac Review to support entrepreneurs with disabilities. Jas’s initiatives, including workplace adjustments and training programs, have fostered a more inclusive environment. His dedication to amplifying the voices of neurodivergent and disabled individuals has made a meaningful impact on colleagues, customers, and the broader community.
Jenny West
Lead People Partner
Allianz
With Jenny West’s leadership, Allianz has made significant strides in disability inclusion. As People Partner, Jenny co-leads the organization’s employee network focused on disability inclusion, spearheading impactful awareness campaigns such as Deaf Awareness Week and Neurodiversity Celebration Week. She has developed and delivered neuro-inclusive training for executives and senior leaders, emphasising their role in fostering supportive environments. Jenny co-founded a neurodivergence working group to review policies and processes, including redesigning recruitment practices to share interview questions in advance. She successfully advocated for British Sign Language (BSL) interpreters in company-wide communications, securing an ongoing contract with a BSL provider. Jenny also led Allianz’s membership to the Hidden Disability Sunflower, creating internal processes and communication plans. Her efforts extend to inclusive communication training for HR teams, providing feedback on office designs, and organising volunteering days to support autistic students with interview skills and sensory outdoor spaces.
Miguel Carrasco
Managing Director and Senior Partner
Boston Consulting Group (BCG)
Miguel Carrasco is Managing Director and Senior Partner at Boston Consulting Group (BCG), who has championed disability inclusion within the firm and across industry. As executive sponsor of BCG’s AccessAbility@BCG Pillar, Miguel fosters safe spaces for colleagues and mentors through programs like the Valuable 500. Under his guidance, BCG in Australia adopted its first Disability Inclusion Action Plan, introducing initiatives such as workplace adjustments. Miguel supported the Australian Human Rights Commission in launching IncludeAbility, a national program addressing employment gaps for Australians with disabilities. He co-authored a landmark BCG report exposing stigma and under-disclosure of disability while offering practical inclusion strategies. He also led the development of BCG’s Neurodiversity Playbook and leads BCG’s work with the National Disability Insurance Scheme. Miguel also actively supports other organisations such as Inclusively Made and the Australian Disability Network. His leadership has driven meaningful change, fostering inclusion and belonging for all employees
Rhys Kiff
Group Chief Risk Officer
Bank of Ireland
Since joining Bank of Ireland as Group Chief Risk Officer, Rhys Kiff has embraced his role as Accessibility Group Executive Sponsor with passion and dedication. Rhys has shared his personal journey at accessibility network events, including Hearing Loss community webinars, and supported the launch of initiatives such as SignVideo, which enables sign language communication for customers. He played a key role in the Disability Confidence campaign, ‘Part of Me,’ in honor of Global Accessibility Awareness Day. Rhys has normalized conversations around accessibility, encouraging colleagues to advocate for their needs and fostering a culture of inclusion. His leadership has inspired many across the organization, ensuring accessibility is woven into the fabric of Bank of Ireland’s operations and empowering colleagues to thrive in a supportive environment.
Natalie Kirby
UKI Regional Management – People and Culture
Deutsche Bank
Since joining Deutsche Bank, Natalie Kirby has driven workplace inclusion for individuals with disabilities and neurodivergent employees. As chair of the UKI Deutsche Bank workplace adjustment working group, Natalie created and implemented a comprehensive employee workplace adjustment guide, resulting in increased adjustment requests and faster implementation times. She developed an Assistive Technology guide to help employees access approved tools and support. As part of the Global Neurodiversity working group, Natalie documented the benefits of neurodivergence tools for conditions such as Autism Spectrum Disorder, ADHD, and Dyslexia, advocating for further investment in accessibility resources. Her work has improved workplace support for neurodivergent individuals and employees with disabilities, ensuring they feel empowered and included. Natalie’s efforts reflect her commitment to fostering an inclusive environment where all employees can thrive, making her a key advocate for diversity and inclusion at Deutsche Bank.
Darlene Doubert
EVP, Director of Client Services
Havas
As EVP and Director of Client Services at Havas, Darlene Doubert has spearheaded groundbreaking initiatives to advance disability inclusion and inclusion for neurodivergent employees. She leads the team working on Neuroverse, powered by Havas, an innovative program dedicated to embedding accessibility, empathy, and neurodivergent insights into customer and employee experiences. Darlene helps brands design inclusive customer experiences that go beyond compliance, creating campaigns that resonate with diverse human needs and drive innovation. Internally, she applies the same principles to workplace culture, ensuring diverse cognitive styles and mental health are supported. Neuroverse also reimagines employee journeys, from recruitment to leadership development, fostering environments where individuals feel seen, supported, and empowered. Neuroverse has transformed customer and employee experiences, embedding inclusion as a core value at Havas. Darlene’s leadership bridges inclusion and creativity, making accessibility a driver of differentiation and innovation. Her efforts have created a culture where neurodivergence and mental health are prioritized, unlocking human potential and fostering collaboration.
David Hynam
Chief Executive
LV=
Under David Hynam’s leadership, LV= has made significant progress in advancing inclusion for individuals with disabilities, neurodivergence, and mental health needs. As Chief Executive, David raised DEI targets, embedding them into the company’s Balanced Scorecard for measurable impact. As CEO sponsor of LV’s five DEI networks, including Diversability, David champions initiatives that foster an inclusive culture. He introduced unconscious bias training for managers, partnered with Diversity Jobs Boards, and enhanced the carers leave policy to support employees balancing multiple responsibilities. LV= achieved Disability Confident Leader Level 3 Employer status under David’s guidance, signaling a commitment to accessibility. David also collaborated with Auticon to implement recommendations supporting neurodiverse talent, including developing the workplace needs passport, My LV= Passport. This initiative facilitates access to Healthy Working Assessments and Flexible Working Requests, ensuring accessibility and inclusion are central to LV’s workplace culture. David’s leadership has made inclusion a measurable and impactful priority.
Maeve Monaghan
CEO
nowgroup
Maeve Monaghan is a trailblazing CEO of NOW Group who has spent 25 years creating inclusive opportunities for individuals with learning difficulties, autism, and neurodivergence. Starting as a Project Officer, Maeve transformed NOW into a leading social enterprise, supporting over 2,000 people with disabilities into jobs with a future. Under her leadership, NOW operates Loaf cafés that provide hands-on experience and skills training, helping 150 participants secure paid roles. Maeve developed the Social Value Partnership model, enabling businesses to meet ESG requirements while delivering significant social impact. She expanded the JAM Card initiative, empowering 195,000 users globally and training 80,000 staff across 3,000 businesses. Maeve’s advocacy extends to programs that generate £23 in social value for every £1 invested. Recognized for her contributions, Maeve was awarded an MBE in 2022 and named Visiting Professor at Ulster University in 2025. Her work continues to transform lives and challenge perceptions about disability and employment.
Nick Ratcliffe
Customer Experience Director
Volkswagen Group UK
Nick Ratcliffe, Customer Experience Director at Volkswagen Group UK (VWG), is the Board Sponsor of the “Enable” Employee Network Group (ENG), which aims to create a welcoming and accessible environment for employees with disabilities and neurodivergent colleagues. Nick drove the initiative to add Enable to VWG’s existing suite of network groups in 2021, and since then the group has driven impactful changes, including streamlining workplace adjustment processes, launching a new careers website, and improving recruitment practices to attract diverse talent. Under his leadership, self-reflection and relaxation spaces have been established at VWG’s UK offices and accessibility features including new lifts have been installed. In addition VWG’s employee healthcare coverage has been expanded to include neurodivergence assessments for employees and their families. Thanks to Nick’s support and encouragement, Enable has increased awareness of disability and neurodivergence through lived experience sharing, formal training for managers, and external speaker events. These developments have led to a significant increase in employee disability declarations, and with VWG achieving Disability Confident Level 2 Employer status in 2024. Nick’s leadership has fostered a culture of inclusion and accessibility across the organization.
Marie Eleonor Militante
Manager, Business Process Analysis
S&P Global
Since embracing the role of President of REACH, S&P Global’s People Resource Group advocating for Persons with Disabilities (PWDs), Marie Eleonor Militante has been a driving force for inclusion. As a founding board member of REACH’s Philippine chapter, she has led initiatives such as the Deaf Mentorship Program in partnership with Virtualahan, volunteer engagements with Best Buddies Philippines and Special Olympics Pilipinas, and Disability Sensitivity Trainings for employees and leaders. Marie has championed autism awareness through participation in the Angels Walk for Autism and organized annual Mental Health Week celebrations to prioritize employee wellness. Her advocacy focuses on creating employment opportunities for people with disabilities and improving workplace accessibility within S&P Global Philippines. Through her leadership, Marie has fostered a culture of empathy and inclusion, ensuring that individuals with disabilities, neurodivergence, and mental health conditions are supported and empowered to thrive in their professional journeys.
Caroline Turner-Inskip
Partner, Real Estate
Simmons & Simmons
Caroline Turner-Inskip, Partner in Real Estate and Global Head of Wellbeing at Simmons & Simmons, has been instrumental in embedding wellbeing and neuro-inclusion into the firm’s business strategy. She developed a comprehensive wellbeing strategy informed by a firmwide survey, enabling tailored local action plans. Caroline launched the Wellbeing Champion program, with over 85 champions globally, who promote initiatives such as Men’s Talk Club and seminars on topics like Imposter Syndrome and Beating Burnout. She introduced a partner-specific wellbeing program to equip leaders with tools to support their teams effectively. Caroline has also spotlighted neurodivergence and mental health through personal story-sharing sessions and workshops, destigmatizing these topics within the workplace. Externally, she represents Simmons & Simmons at panel events, sharing best practices for inclusion. Her efforts have created a workplace culture where wellbeing and neuro-inclusion are prioritized, fostering open dialogue and empowering employees to thrive in a supportive environment.
Rachael Taylor
Senior Installer Development Manager
Wickes
Rachael Taylor is a passionate advocate for diversity, inclusion, and wellbeing at Wickes, where she serves as Senior Installer Development Manager. She leads the Installations Feel at Home Committee, organizing monthly wellbeing events and promoting external initiatives such as International Women’s Day and National Inclusion Week. As a member of the Wickes Ability Committee, Rachael has driven awareness of disability and neuro-inclusion, creating resources like the Wickes “Guide to Disability” to support colleagues with visible and invisible disabilities. She is currently leading a project to help line managers better support neurodivergent colleagues, ensuring everyone feels at home at Wickes. Rachael’s efforts have helped Wickes achieve Disability Confident Employer Level 2 accreditation, with work underway to reach Level 3. A qualified mental health first aider, she collaborates with CALM to create suicide prevention materials and advocates for mental health awareness. Her leadership has fostered a culture of inclusion and wellbeing.
Scott Nelson
CEO
BraunAbility
Scott Nelson, CEO of BraunAbility, has dedicated his leadership to empowering individuals with disabilities through mobility solutions. BraunAbility manufactures ramps, lifts, and restraint systems that enable wheelchair access to consumer and commercial vehicles, providing freedom, dignity, and inclusion for customers navigating daily life. With 275 dealer locations, including 43 BraunAbility-owned retail stores, Scott ensures customers receive consistent support. Since its inception, BraunAbility has positively impacted the lives of nearly 1.6 million customers and their families. Scott’s commitment to accessibility extends beyond products, as he works to create a society where individuals with disabilities can fully participate. His leadership has solidified BraunAbility’s reputation as a global leader in mobility solutions, transforming lives and fostering inclusion for people with disabilities across Europe and the United States. His passion to serve the special needs community extends outside of his profession as his oldest son, Ryan, has Angelman’s Syndrome.
Mustafa Hadi
Managing Director and Leader, Asia-Pacific Region
BRG
Mustafa Hadi, Managing Director and Leader of the Asia-Pacific Region at BRG, is a committed advocate for disability inclusion in the legal and arbitration sectors. Mustafa has championed clear guidance to accommodate individuals with disabilities in arbitral procedures and events, while working to erase social stigma. Within BRG, he serves as an executive sponsor for the Network of People with Disabilities and Caregivers, advancing policies and practices that foster inclusion and engagement. Mustafa collaborates with disability organizations such as ART:DIS Studio, Foreword Coffee, and Minds Singapore, integrating their work into client events to normalize inclusion. He has also shared his personal story as a keynote speaker at the Asia-Pacific launch of the ICC’s Guide for Disability Inclusion in International Arbitration and ADR. Mustafa’s leadership has created spaces where individuals with disabilities and neurodivergence are empowered, supported, and celebrated in professional and community settings.
Piotr Siuda
Head of Financial Services Poland
Capgemini
Piotr Siuda, Delivery Executive at Capgemini, has steadfastly advocated for inclusion, particularly for neurodivergent individuals and people with disabilities. As sponsor of the NeuroAbility Community in Poland, Piotr has supported event promotion, represented the group during board meetings, and helped shape its strategic direction. He organized the NeuroInspiratorium workshop series in Kraków, focusing on building inclusive workplace cultures for neurodivergent individuals. Piotr also supported Diversity Days in the Financial Services unit, broadcasting webinars featuring experts in disability inclusion, such as Agata Roczniak of the Diversum Foundation. His advocacy extends to amplifying the voices of those with lived experiences, ensuring their work is visible and supported at the leadership level. Piotr’s commitment to fostering inclusion has strengthened Capgemini’s culture, creating a workplace where neurodivergent individuals and employees with disabilities feel empowered to thrive.
Andrew Hayden
Director
Carne Group
Since joining Carne Group, Andrew Hayden has been a driving force for inclusion as Director and founder of the Neurodiversity Network. Motivated by his personal experience as a parent to three neurodivergent children, Andrew created a safe space for colleagues affected by neurodivergence, disability, or mental health challenges. The network provides resources, fosters connections, and supports parents, carers, and allies. Working closely with the Diversity, Equity, and Inclusion Council, Andrew has delivered initiatives such as awareness sessions, open conversations, and inclusive workplace adjustments. His leadership is grounded in empathy and authenticity, ensuring colleagues feel safe, supported, and valued. Andrew’s efforts have sparked cultural change at Carne, creating a workplace where neurodiversity, disability, and mental health are recognized, respected, and embraced.
Emily Natale
VP Technology, Data & Innovation Regulatory Adherence
Deutsche Bank
As VP of Technology, Data & Innovation Regulatory Adherence at Deutsche Bank, Emily Natale has been a champion for disability, neurodivergence, and mental health inclusion. As Vice Chair for dbEnable US, an Employee Resource Group, Emily has worked on initiatives such as rolling out an autism internship program and creating a lateral hiring program to provide full-time opportunities for neurodivergent candidates. She hosts monthly Neurodiversity Lunch Clubs and working groups to improve programming and support for neurodivergent individuals. Emily also co-chairs the Triangle Neurodiversity Advisory Council, collaborating with local companies to reduce unemployment rates for neurodivergent individuals. Her efforts include organizing events like Autism 101, Neurodiversity Parents Panels, and Mental Health First Aid sessions, as well as creating guides for managers on neurodivergence. Emily’s work has fostered a culture of understanding and inclusion, both within Deutsche Bank and the broader business community.
Kathleen Healy
Partner – People and Reward
Freshfields
Kathleen Healy is an accomplished Partner in People and Reward at Freshfields who has played a pivotal role in advancing inclusion for neurodivergence, disability, and mental health. She was instrumental in launching the firm’s Neurodiversity Working Group (NWG), part of the Enabled Network, which supports neurodivergent colleagues and carers of neurodivergent family members. Kathleen helped grow the group’s visibility and influence, encouraging engagement across the firm and expanding its reach to client-facing events. Her personal experience as a parent of a neurodivergent child informs her advocacy, enabling her to challenge misconceptions and promote a culture of empathy and support. Kathleen also represents Freshfields on the Legal Neurodiversity Network, sharing best practices and raising awareness. As a trained mental health first aider, she mentors colleagues navigating mental health challenges, furthering her commitment to fostering an inclusive and supportive workplace.
Christine De Marco
Vice President
Morgan Stanley
Under Christine De Marco’s leadership, Morgan Stanley has strengthened its commitment to disability and neuro-inclusion. As Vice President and co-chair of the Enable Network, Christine has launched initiatives such as inclusive coffee connects for diverse and inclusive groups, creating safe spaces for employees to share lived experiences. She leads a neurodivergence working group, advocating for inclusive practices and delivering on the firmwide diversity and inclusion strategy. Christine has introduced neurodivergence training for managers, hosted awareness sessions and panel events, and promoted inclusive ways of working for neurodivergent employees. Outside of work, Christine champions inclusion at her son’s school, enhancing practices such as creating sensory rooms and identifying vendors for psychological support services. Her leadership has fostered a culture of belonging and understanding, ensuring employees and their families feel supported and valued
Julio Roman
Executive Director
Pacific Pride Foundation
Driving inclusion for disability, neurodivergence, and mental health is at the heart of Julio Roman’s leadership as Executive Director of Pacific Pride Foundation. As a queer Puerto Rican leader, Julio is committed to centering the needs of individuals whose voices are often overlooked. At Pacific Pride Foundation, Julio has created spaces where people with disabilities, neurodivergent identities, and mental health challenges can thrive without masking or minimizing themselves. He has implemented hybrid counseling services and trauma informed programs, trained staff in accessible communication and trauma-informed care, and ensured community events are designed with accessibility in mind, including wheelchair access, quiet zones, and mental health crisis support. Julio’s leadership fosters a culture of radical acceptance, celebrating neurodivergent expression and creating environments of dignity and connection for all. His work has transformed Pacific Pride Foundation into a beacon of inclusion and empowerment.
Madhavi Reddy Pellakuru
Senior Director – Operations
S&P Global
As Senior Director of Operations at S&P Global, Madhavi Reddy Pellakuru has championed inclusion for individuals with disabilities, neurodivergent employees and those with mental health conditions. Her approach is rooted in empathy and a commitment to equitable opportunities for all. Madhavi collaborates with HR and leadership teams to improve inclusive hiring practices, ensure workplace accessibility, and foster a culture of understanding. She mentors individuals to build confidence, develop skills, and thrive in corporate environments. Externally, Madhavi works with schools, community groups, and non-profits to prepare individuals for corporate careers through tailored guidance, interview preparation, and confidence-building initiatives. She also advises organizations on creating inclusive environments by reducing stigma and implementing accessible practices. Madhavi’s work bridges the gap between talent and opportunity, driving awareness and cultural change to create workplaces that value diversity and empower individuals to succeed.
Katarina Stasova
Business Development Director UKI
Swift
Katarina Stasova is a passionate advocate for disability and neuro-inclusion at Swift. As founder of the “It’s All About Ability” Employee Resource Group, she grew the community from 4 members to over 50 worldwide, creating a safe space for colleagues to share experiences and drive change. Katarina champions neurodivergence, leading initiatives like Neurodiversity Celebration Week and Autism Awareness Month. She developed a SharePoint hub, launched a Teams support channel, and partnered with HR to create an inclusive hiring guide. Her work introduced identity questions in surveys to inform data-driven strategies. Beyond policy, Katarina organizes sensory-friendly and mindfulness events, fundraises for the National Autistic Society, and mentor members on career growth. As chair of the Disabilities ERG, she has strengthened Swift’s DEI program, ensuring disability inclusion is embedded in culture, priorities, and long-term strategy. Through her leadership, Swift fosters openness, support, and belonging.
Ellen Scott
Digital Editor
Stylist
Ellen Scott, Digital Editor at Stylist, has used her platform to amplify voices and stories around mental illness, disability, and neurodivergence. She launched the Frame Of Mind series, commissioning and editing first-person pieces on autism, physical disability, and ADHD, as well as practical guides for better mental health, particularly in the workplace. Ellen recently wrote a Stylist cover story about her personal experience with depression, further destigmatizing mental health conversations. As a manager, she prioritizes inclusive practices and provides a supportive space for her team’s mental health concerns. Living with depression, OCD, and exploring a diagnosis of autism, Ellen’s advocacy is deeply personal, ensuring that Stylist remains a significant platform for women to share their experiences and foster understanding around these important issues.
Magdalena Pekalska
Western Europe Head of Information and Digital Technology
British American Tobacco
Magdalena Pekalska, Western Europe Head of Information and Digital Technology at British American Tobacco, is deeply committed to advancing neuro-inclusion. As a mother of a neurodivergent child, Magdalena reflects on the workplaces we are shaping today and how they can empower the next generation. She has worked closely with neurodivergent colleagues to create environments where everyone feels safe, seen, and supported. During Inclusion Week, Magdalena hosted a session for all Western Europe colleagues at BAT, sharing her personal story, building awareness and encouraging others to open up. The session fostered meaningful connections and highlighted the importance of vulnerability in driving change. Magdalena is now working on initiatives for Mental Health Awareness Month to support employees further and ensure inclusion is a lived reality at BAT. Her leadership is defined by empathy and a commitment to creating workplaces that value diversity and empower individuals to thrive.
Carolyn Pepper
Partner and Chair of LEADRS, Reed Smith’s disability Business Inclusion Group
Reed Smith
As Partner and Chair of LEADRS, Reed Smith LLP’s disability Business Inclusion Group, Carolyn Pepper has been a trailblazer in advancing disability inclusion in the legal profession. In 2012, she co-founded LEADRS, Reed Smith’s groundbreaking disability Business Inclusion Group, at a time when disability was often overlooked in inclusion efforts. Under her leadership, the group has grown from a small team to over 200 employees worldwide, hiring talented lawyers and professional staff with disabilities and opening doors to discuss barriers and opportunities for disabled professionals. Reed Smith now has a Mental Health Task Force, and neurodiversity and accessibility committees to address employees’ diverse challenges. Reed Smith has won numerous awards from organizations such as the Law Society and the National Organization on Disability. Carolyn’s work and that of the Reed Smith team has helped to transform the firm into a leader in disability inclusion, creating a supportive and empowering environment for all employees.