Welcome to another episode of "Frustrated and Exhausted," where we talk all things women, career, and leadership without sacrificing well-being. This episode, “The Inclusion Edit,” is a special compilation celebrating two years of bold, honest, and insightful conversations. This time, we look at inclusion as more than a corporate initiative—it's a human practice, an engine for performance, trust, and belonging. Episode Highlights 1. Neurodiversity and Authentic Workplaces Guest: Susan Ball, neurodiversity champion & former tax partner Key insights: Inclusion goes beyond checklists—it's about daily behaviors and valuing differences. Susan shares her journey openly discussing dyslexia, highlighting the importance of safe spaces and the shift toward recognizing strengths over deficits. Technology’s empowering role for neurodiverse professionals and the importance of not forcing labels like “disabled” on those who may not identify that way. 2. Multi-generational Workforce and Flexible Leadership Guest: Tracy Vegrel Obe, CEO at CISI Key insights: Reflections on policy shifts and making workplaces family-friendly (like shared parental leave). Navigating hybrid and remote work—how generational expectations differ and why flexibility is more than a buzzword. Emphasis on remaining open-minded and adaptable to harness the full potential of diverse teams. 3. Allyship in Action Guest: Andrew Jacobs, learning and development leader & podcast founder Key insights: Allyship is about action and accountability, not just hashtags. Andrew shares how he uses his platform and privilege to call out imbalances, for example, refusing to speak at events without gender-diverse panels. Everyday gender biases are often invisible—recognize them, call them out, and push for change. 4. Trauma-Informed Legal Workplaces and Real Belonging Guest: Lucy Barnes, barrister & co-founder of Lawyers Who Care Key insights: The importance of community and seeing “people like you” in professions that have felt exclusive. Creating supportive and trauma-informed environments, especially for care-experienced professionals. True belonging means the legal system reflects those it serves, and lived experience is a powerful asset. Key Takeaways Inclusion isn’t a single action—it’s a leadership choice practiced daily. Designing workplaces around real people—neurodiverse, different ages, backgrounds, or experiences—amplifies performance and belonging. Allyship requires willingness to be uncomfortable and to act. Trauma-aware, community-led workplaces foster real opportunity and agency. The future of inclusion is flexible, open-minded leadership. If something in this episode resonated with you, please share it or tag someone who’d benefit. Let’s keep the conversation going! Got feedback, thoughts or your own story to share? Connect on LinkedIn or visit resonateleadership.co.uk. Thanks for joining us on “The Inclusion Edit.” See you next time! Connect with Ruth: Instagram LinkedIn Website
