We’re delighted to welcome Disha, Director, Global Strategy and Talent, Change and Enablement at Standard Chartered Bank, to this edition of ImpactExpert QT. She also serves as a Trustee and Board Member at Human and Inclusion UK.
Disha works across 50 markets and 80,000+ colleagues, shaping how global HR change lands in practice.
But what’s clear from this conversation is that scale isn’t the hard part – listening is. This is a conversation about designing with people, not for them. About what happens when you actually listen. And why, more often than not, it’s the small, consistent things that make the biggest difference.
Key Takeaways:
- Inclusion only works when it’s built in, not bolted on
- Lived experience, backed by data, is where real change happens
- Small, consistent actions drive the biggest impact
- Designing for those most excluded creates better outcomes for everyone
- Scale requires simplicity, trust, and local ownership
What was one of the best roles you’ve ever had and why?
One of the most meaningful roles I’ve had, beyond my core HR remit, has been leading employee resource groups focused on gender equity and disability inclusion. Those roles gave me the chance to turn values into something real and influence the colleague experience in a way you can actually see.
We helped shape returnship programmes for women re-entering the workforce, more equitable parental leave policies that recognise different family structures, and recruitment processes that are more accessible and less biased. On disability inclusion, we introduced adjustment passports so people don’t have to keep explaining their needs, and supported programmes to help underrepresented colleagues progress into leadership.
What I valued most was being able to influence the whole employee journey – from hiring through to progression and culture. It reinforced something I’ve seen again and again: inclusion only works when it’s built into how things operate, not added on later.
What’s one decision you’ve made that helped align your work with your own values?
Choosing to be open about my own disability.
It wasn’t easy – visibility can feel vulnerable – but it changed how I lead. Bringing my lived experience into conversations meant I could advocate more clearly for the systemic changes that were needed, and it shifted my approach – treating accessibility as something you design in from the start, not add later.
Alongside that, I’ve always grounded this work in data. Looking at representation, progression, and experience across gender, disability, and ethnicity helped us understand what was really happening. That combination of data and lived experience is what gives you a true picture – and for me, that’s what brought my work and values into alignment.
What’s the biggest thing you’ve done to improve social impact?
I don’t think there’s one big thing – it’s been lots of small things, done consistently.
Impact isn’t always visible. Often it’s the everyday actions, conversations, and the way you show up that shift culture. Outside of my HR role, I use whatever platform I have – whether that’s sharing my experience through adventure sports to challenge assumptions, or contributing to networks where these conversations need to happen.
I serve as a Board Member at Human & Inclusion UK, supporting disabled and vulnerable communities, while also contributing to the City HR Shadow Board by shaping thought leadership and advancing inclusive practices across the financial services HR community
For me, it’s not one defining moment – it’s the accumulation of small, intentional actions that, over time, start to shift mindsets and open doors.
Can you share some key milestones or proudest moments in your career?
One milestone I’m really proud of is the privilege of working as a board member with Humanity & Inclusion. It’s a global organisation supporting disabled and vulnerable people affected by poverty, conflict and disaster. For me, this feels like a very personal alignment of my lived experience, my values, and the work I care about – but also an opportunity to contribute at a different scale, far beyond the corporate environment I’m used to.
It allows me to support programmes and influence decisions that directly impact people’s safety, livelihoods, and access to opportunity in some of the most challenging contexts.
It also feels like a full-circle moment. My disability has shaped how I see the world and what I advocate for, so being able to contribute in this way feels incredibly meaningful – less like a milestone, and more like a calling.
What’s one project or piece of work that taught you a big lesson about impact?
Redesigning an early careers programme across multiple markets taught me a lot.
We went in thinking it was a straightforward talent initiative – clearer pathways, better capability building. But once we started listening – really listening – to graduates, interns, colleagues from underrepresented groups, and those who had taken non-traditional routes, it became clear the real challenges sat elsewhere. What looked like a programme issue was actually about access, support, and psychological safety.
The biggest shift for me was realising that when you design for those most likely to be excluded, you create something that works better for everyone. I also had to stay open – I went in thinking we needed a new framework, but what we actually needed was a different mindset.
Real impact isn’t about how big the project is. It’s about who you centre, how you listen, and whether you’re willing to change your assumptions along the way.
What’s one piece of strategic advice you’ve found yourself giving more than once?
Start small, stay human, and design with people – not for them.
Big strategies don’t create change – people do. And people change when they feel involved, heard, and part of the process. So I always encourage leaders to listen properly, bring some vulnerability into the room, and test small ideas before scaling.
Those small steps build trust – and trust is what drives real change. I also come back again and again to lived experience. Whether it’s workplace adjustments, recruitment, or culture, the people most affected should be shaping the solution.
And finally – impact is a marathon, not a moment. Stay consistent, stay curious, and don’t underestimate the power of small, intentional actions. Over time, they compound into lasting, human-centred change.
What’s one learning from delivering work at scale that you think others should know?
Simplicity and consistency beats complex.
When you’re working across 50 markets, 80,000 people, and different cultures, it’s tempting to design something detailed. But what actually works is clarity and flexibility. You need a strong core, but you also need to allow teams to adapt it to their context.
The most successful initiatives I’ve led have been co-created with local teams – listening to how things actually work on the ground and building in space for nuance, rather than assuming one size fits all. And I’ve learned that people don’t follow frameworks – they follow people. Storytelling and role modelling matter just as much as strategy.
Who or what inspires your approach to creating impact through your career?
A lot of it comes from my own journey.
I’ve navigated systems that weren’t designed with me in mind, and that’s shaped how I think about empathy and inclusion. It made me realise that impact isn’t abstract – it’s very human.
I’m also inspired by people who are willing to be open – those who share their stories, challenge norms, and speak up for change, even when it’s uncomfortable. That honesty is often what creates momentum.
What’s the thing that brings you the most work joy?
Seeing people feel genuinely seen, supported, and able to thrive. It’s often the small moments – when someone says, “I didn’t think this was possible for me,” or “that made a real difference.” Those are the moments that remind me why this work matters.
I also find real joy in the human side of the work – storytelling, shared learning, and connection. When colleagues open up, or when sharing my own journey helps someone feel more confident, those moments stay with you.
More broadly, I get energy from doing work that aligns with my values – across my role, networks, and external work. At its core, it’s about helping people feel empowered, included, and able to bring their full selves to work – and knowing that even small actions can have a bigger impact than we realise.
What is your favourite quote you would like us to include, and why?
“Your life is your message.” – Mahatma Gandhi.
This resonates with me because it reflects how I think about impact – it’s not something you switch on for a project or a moment, it’s how you show up every day.
My disability journey, my advocacy, and the way I live my life are all part of that message.
