Could you spot the signs of radicalisation in an employee’s home life?

In this moving and eye-opening episode, Toby Mildon talks to Sarah Hardy from Exit Hate, a charity helping individuals disengage from extremism and supporting affected families. Sarah shares her personal journey after her teenage son was radicalised by a far-right group and how that experience impacted her work, wellbeing, and relationships.

They explore the vital role of HR professionals and line managers in recognising signs of distress, showing empathy, and supporting employees dealing with radicalisation at home. Sarah provides practical advice on how workplaces can become safe spaces during difficult times.

Key takeaways include:

• Early warning signs of radicalisation affecting family life.
• The emotional and professional toll on parents in the workplace.
• Practical ways managers can support affected employees.
• Why compassion and non-judgemental conversation matter.
• The critical importance of early intervention and signposting to support.

Guest highlight:
Sarah Hardy, Family Support Programme lead at Exit Hate.
Website: https://www.exithate.com/
Visit Exit Hate page on LinkedIn

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If you're enjoying this episode and looking to boost equity, inclusion, and diversity in your organisation, my team and I are here to help. Our team specialises in crafting data-driven strategies, developing inclusive leaders, designing fair recruitment processes, and enhancing disability confidence. With a blend of professional expertise and lived experience, we're ready to support you on your journey. Reach out to us through our website.

If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.

You deal with conflict at work every day, and rising polarisation makes this harder. This episode gives you a straightforward way to strengthen your inclusive leadership and keep your team steady when views clash.

You’ll hear:

• How political, economic and tech pressures shape your people’s behaviour.
• Why psychological safety and brave spaces matter.
• A clear four-step method to manage difficult conversations.
• How to calm the room, set simple rules, model curiosity and close well.
• The six inclusive leadership behaviours that build trust: empathy, relationship building, learning orientation, open-mindedness, composure and flexibility.
• How to move from unconscious or performative inclusion to intentional, everyday actions.
• A quick self-check you can use to spot strengths and gaps in your culture.

If you want support applying this work in your organisation, you can reach me at toby@mildon.co.uk.

Send us a message

If you're enjoying this episode and looking to boost equity, inclusion, and diversity in your organisation, my team and I are here to help. Our team specialises in crafting data-driven strategies, developing inclusive leaders, designing fair recruitment processes, and enhancing disability confidence. With a blend of professional expertise and lived experience, we're ready to support you on your journey. Reach out to us through our website.

If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.

How do we move from performative diversity to real inclusion?

In this episode of The Inclusive Growth Show, host Toby Mildon welcomes inclusion enabler and new associate Fiona Daniel. Drawing on her extensive career and deeply personal experiences, Fiona shares why real inclusion begins with asking, “Do I see myself here?”

This conversation goes beyond the surface, challenging exclusionary myths and exploring the emotional impact of systemic bias. Fiona also shares practical tips and outlines the strategic workshops she delivers to help organisations embed inclusion into their business goals—not just HR policies.

Key takeaways:

• Why seeing yourself represented is the foundation of inclusion.
• The myth that inclusion excludes others—and why it’s harmful.
• How to align DEI with business strategy using PESTLE analysis.
• The crucial role of leadership accountability in driving inclusion.
• Simple questions to ask for more inclusive decision-making.

Guest highlight:
Fiona Daniel, Founder of FD2i, brings decades of EDI expertise from her time in banking and now through her consultancy work.

Send us a message

If you're enjoying this episode and looking to boost equity, inclusion, and diversity in your organisation, my team and I are here to help. Our team specialises in crafting data-driven strategies, developing inclusive leaders, designing fair recruitment processes, and enhancing disability confidence. With a blend of professional expertise and lived experience, we're ready to support you on your journey. Reach out to us through our website.

If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.

Are you using your voice to its fullest potential in the workplace?

In this episode of the Inclusive Growth Show, Toby Mildon sits down with Clinton Jordan, a vocal coach and performer who has sung with the likes of Mariah Carey and Tina Turner, and even performed at a royal wedding. Clinton now dedicates his work to helping professionals find their true voice and use it to lead with confidence and impact.

Together, they explore how the voice shapes our workplace presence, the concept of sonic impact trauma, and why many of us are held back by early negative experiences with speaking. Clinton shares practical strategies for moving from convincing to conviction in communication and how leaders can cultivate a truly inclusive environment by mastering empathy and sound.

Key takeaways:

• How sonic impact trauma affects workplace confidence
• Techniques for speaking with conviction, not just persuasion
• Why inclusive leaders must understand the musicality of communication
• The role of breathwork in boosting team performance and trust
• What comedians can teach us about tone, timing, and connection

Send us a message

If you're enjoying this episode and looking to boost equity, inclusion, and diversity in your organisation, my team and I are here to help. Our team specialises in crafting data-driven strategies, developing inclusive leaders, designing fair recruitment processes, and enhancing disability confidence. With a blend of professional expertise and lived experience, we're ready to support you on your journey. Reach out to us through our website.

If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.

Breaking down barriers to real disability inclusion.
In this episode of the Inclusive Growth Show, host Toby Mildon speaks with Ruben Carol—Mildon’s newest associate consultant—about his powerful journey from stroke survivor to actor and disability inclusion expert. Ruben brings a wealth of experience working with major organisations such as Transport for London and C2C Rail to remove barriers and create inclusive environments.

Together, they explore how the social model of disability transforms organisational thinking, why “treating everyone the same” is a dangerous myth, and how a culture of equity—rather than compliance—enables true belonging. Ruben also highlights why asking (not assuming) is key to inclusive practice, and outlines practical training offerings that help embed inclusion across teams.

Key takeaways include:

• Why equity means more than treating everyone the same
• How to make workplace adjustments that go beyond compliance
• The importance of psychological safety in inclusive leadership
• Why employers must create space for employees to express their needs
• Practical tips to foster belonging and dismantle assumptions

Guest: Ruben Carol
Associate Consultant at Mildon
🔗 Ruben's LinkedIn Profile
🔗 Ruben's Website

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If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.

Why values-led leadership creates truly inclusive growth

In this inspiring conversation, Gillian Drakeford shares her journey from management trainee to leading IKEA UK & Ireland, and her deep insights from helping IKEA expand into China.

She reveals how formative experiences shaped her leadership style, including a key moment when asking “why” was discouraged — an attitude she actively challenged throughout her career.

Gillian discusses how cultural intelligence, values-based recruitment, and inclusive leadership fostered sustainable business growth and stronger emotional connections with customers and colleagues alike.

In this episode:

• The leadership lesson Gillian learned at 18 that stayed with her for life
• How she helped IKEA thrive in China through cultural sensitivity
• Rebuilding IKEA UK’s values and reconnecting teams with purpose
• Why inclusive leadership drives emotional connection and commercial success
• Her practical advice for leaders seeking inclusive growth

Send us a message

If you're enjoying this episode and looking to boost equity, inclusion, and diversity in your organisation, my team and I are here to help. Our team specialises in crafting data-driven strategies, developing inclusive leaders, designing fair recruitment processes, and enhancing disability confidence. With a blend of professional expertise and lived experience, we're ready to support you on your journey. Reach out to us through our website.

If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.

Neuro-inclusion isn’t just good practice - it’s smart business.

In this episode of The Inclusive Growth Show, host Toby Mildon chats with Andy Ryan, neurodiversity specialist and a new associate at Mildon. With a background in social care and a passion for reshaping how organisations view neurodivergence, Andy shares his journey into inclusion and offers practical ways to build neuro-affirming workplaces.

You will learn:

• Why inclusive workplace adjustments are often simple and low-cost
• The myths that hinder neurodivergent inclusion
• How communication shifts can improve workplace culture for all
• Why designing flexible systems supports individual success
• How to adopt a mindset of continual inclusion

Andy also offers a glimpse into his workshops, including training for line managers of neurodivergent staff, and shares his personal strategies for staying well while working in the EDI space.

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If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.

Is your organisation truly inclusive, or just ticking boxes?
In this episode of the Inclusive Growth Podcast, Toby Mildon introduces new associate Dr. Christopher Owen - an expert in intersectional systemic oppression and founder of the consultancy Coliberate. Together, they explore what it really means to drive equity, diversity, and inclusion from the inside out.

Christopher shares insights drawn from his lived experience and academic background, challenging traditional approaches to inclusion that stop at internal metrics. Instead, he advocates for a shift towards co-liberation - building workplaces that support both internal culture and external community.

Key takeaways:

• Why true inclusion must consider the world beyond your office walls.
• How systemic oppression affects recruitment and workplace equity.
• A practical mantra to build resilience in EDI work: What is true, what is right, what is next.
• The importance of questioning “what are we including people into?”

Send us a message

If you're enjoying this episode and looking to boost equity, inclusion, and diversity in your organisation, my team and I are here to help. Our team specialises in crafting data-driven strategies, developing inclusive leaders, designing fair recruitment processes, and enhancing disability confidence. With a blend of professional expertise and lived experience, we're ready to support you on your journey. Reach out to us through our website.

If you want to build a more inclusive workplace that you can be proud of please visit our website to learn more.