What’s the most meaningful contribution you’ve made to drive social impact?
In 2011, I noticed a gap in the financial services sector when Universal Credit was introduced. Particularly around how insurance payouts affected people with disabilities. Recognising the potential for insurance payouts to negatively impact the benefits of disabled individuals, I established the Building Resilient Households group. This industry body successfully advocated for disregards from the DWP, ensuring some insurance payments wouldn’t reduce Universal Credit entitlements. This led to a role championing disability access within the financial services sector. I then set up the Access to Insurance Working Group, enrolling 150 colleagues to improve access to careers, products, services, and fairer underwriting for people with disabilities. We addressed specific issues like travel insurance and, despite the challenges of the COVID-19 pandemic, secured industry agreements to ease access.
Additionally, recognising gaps in support, I founded GAIN (Group for Autism Insurance and Neurodiversity), focusing on creating more inclusive workplaces for neurodivergent individuals in the financial services sector. I’m most proud of how these initiatives have not only improved access for people with disabilities but also sparked wider change, positioning financial services as a leader in diversity and inclusion.
What motivates you to constantly challenge the barriers faced by people with disabilities, and how do you approach creating change in both your personal and professional life?
My motivation stems from personal experience and a fundamental belief in equality. Living and working with a disability has highlighted the unnecessary hurdles faced. My constant challenge is asking, “Disabled by what?” – What are the barriers preventing individuals with disabilities from accessing the same opportunities? My personal approach involves raising awareness and challenging misconceptions.
Professionally, I adopt a collaborative and strategic approach, bringing together stakeholders to identify systemic barriers and develop practical solutions. Establishing working groups, using data to support advocacy, and fostering open dialogue are key elements. I am driven by the question, “If not you, then who?”, believing that individuals with disabilities must actively challenge barriers. Having learned from my own experiences, and from my mother, who campaigned for the Disability Discrimination Act, I believe we must challenge limitations and never accept barriers that prevent us from reaching our full potential. It’s too easy to expect others to create change, but it only happens when we take responsibility and campaign for it ourselves.
How important do you believe it is for senior leaders to actively set the tone and create an environment where disability disclosure is supported and encouraged?
It is crucial for senior leaders to actively set the tone for disability disclosure. Their actions significantly shape organisational culture. We need data and transparency to drive change, and reporting on disability employment and pay gaps is essential for improving outcomes. When leaders champion inclusion and demonstrate commitment through policies and accessible environments, it fosters psychological safety, encouraging disclosure which is vital for gathering this data.
However, there’s a concerning disconnect where, while the DWP promotes initiatives for disabled workers, regulators sometimes seem to be easing up. This sends the wrong message, especially given the significant economic contributions of people with disabilities. Rather than backing off, senior leaders and regulators should be accelerating efforts to foster true inclusivity in the workplace, creating environments where disclosure is welcomed and supported.
What did you enjoy most about ActionAble 2025?
What I enjoyed most about ActionAble 2025 was the opportunity to hear diverse perspectives and ideas around disability inclusion. Sir Charlie Mayfield’s comments were particularly insightful, and I found the discussion between Diane Lightfoot and Mark Hodgkinson both engaging and thought provoking. I appreciated the focus on challenging leadership teams within British businesses to make real, transformative changes for people with disabilities. It’s these kinds of conversations and actions that make me hopeful for a more inclusive future.
What brings you the most #workjoy?
What brings me the most work joy is celebrating the small victories along the way. Seeing improved access and hearing personal stories of empowerment are incredibly rewarding. We’re on a journey of progress, and while we may not change the world overnight, each step forward is a win. It’s important to acknowledge these moments of success, as they remind us of the impact we’re making and keep us motivated to continue pushing for change, no matter how gradual it may seem. Those little victories are what fuel the larger goal.
What is your favourite quote and why?
“You know, we need to stop pulling people out of the river. What we need to do is go upstream and stop them from falling in the first place.”- Archbishop Desmond Tutu.
This quote emphasises the importance of proactive change rather than just fixing problems after they arise. It reminds me that the real work lies in removing barriers before they even impact people, especially those with disabilities. By challenging policies early on and making systems more inclusive, we can prevent issues and create better opportunities for everyone. It’s a powerful, forward-thinking perspective that drives the work I’m passionate about.
