Coaching is everywhere – but what actually has real career impact? Led by Professor Rebecca Jones, we dive into: - Why evidence-based coaching delivers deeper, measurable outcomes - How specialist expertise, like gender equity and industry knowledge, transforms impact - What separates good coaching from game-changing coaching Rebecca is a leading expert in coaching effectiveness, with a PhD in Work & Organisational Psychology. A Chartered Occupational Psychologist and Professor in Coaching and Behavioural Change, who specialises in evidence-based coaching, inclusive leadership, and lasting behaviour change.

Inclusion doesn’t happen by accident. It’s the result of intentional, well-designed systems. As many organisations struggle to maintain momentum on EDI, talent strategy can be a powerful lever to protect progress, embed equity into decision-making, and ensure that inclusion is built in, not bolted on.

In this session, we explore how to: - Design inclusive talent systems that safeguard EDI gains - Evaluate how policies and programmes impact different genders and identities - Use workforce segmentation to better meet diverse needs - with real-world examples

As organisations navigate a rapidly shifting landscape, EDI strategies are being tested like never before. Regulatory pressures, budget constraints, and shifting stakeholder expectations are forcing business leaders to make difficult choices.

This raises the question: how do we sustain meaningful progress on EDI and navigate these challenges with confidence?

Rising costs of living, bill increases, high childcare costs and limited support means it’s increasingly challenging to be a working parent or carer. It can feel that the barriers facing those with caring responsibilities are too tough to break through. There are organisations, such as Working Families, that are championing working families and working to remove the barriers that people with caring responsibilities face in the workplace. Working Families CEO, Jane van Zyl, joined us to explore developments in UK policy and what they might mean for working families.

As external pressures and political shifts continue to challenge corporate EDI strategies, many organisations are finding themselves at a crossroads. Do they stay the course, or do they quietly roll-back their efforts to protect key business contracts? For multinational companies, the complexity grows — balancing the expectations of UK and European markets with the constraints facing their US operations. Shape Talent is excited for this upcoming thought-provoking podcast aimed to help decision makers and EDI leaders navigate the complex world of EDI today.

With Mark Zuckerberg sparking a debate on the need to embrace masculinity in the workplace, we disucss its impact on workplace gender equity with guest speaker, Dr Matt Jacobs, organisational development and EDI consultant to explore what masculinity has to do with gender equity in the workplace.

Released in time for International Women’s Day 2025, this episode tackles the urgent and ongoing challenge of achieving gender equality that works for ALL. Despite progress, the gap remains, and closing it requires action.

In this insightful conversation, we sit down with Sharon Peake, Shape Talent’s CEO, and Mary Ann Sieghart, author of The Authority Gap, to explore:

• The persistent gender equality gap through an intersectional lens
• Actionable strategies to ensure progress is inclusive for ALL women and girls
• What organisations must prioritise this International Women’s Day, and beyond

Designed for CPOs, EDI leaders, and HR professionals, this episode is packed with practical takeaways to help you drive measurable, meaningful change in your workplace.

Listen now and be part of the movement toward true gender equity.

Beyond representation: Designing workplace systems through the lens of intersectionality.

With special guests: Arlene Rahn, Joulie Gindi (MSc), Simon Houghton and Shape Talent's Ailish Breen. Why is intersectionality so crucial? Women’s experiences in the workplace are shaped by a tapestry of intersecting identities – including race, ethnicity, sexual orientation, age, life stage and more. These dimensions of identity create unique challenges and opportunities, and understanding them is essential for creating inclusive and equitable workplaces. For leaders, the stakes are high. Without an intersectional lens, we risk overlooking the most underrepresented women – and missing out on their invaluable talents and perspectives. By embracing this framework, organisations can build solutions that work for all women, driving innovation, inclusion, and progress.