We covered topics

- Your journey into EDI

- What impact do you want to create?

- When EDI work is done well inside an organisation, what productivity signal improves first?

- Why is it impossible to build inclusion while avoiding uncomfortable conversations?

- How does psychological safety influence innovation and problem-solving capacity?

- When you think about the organisation where your EDI work had the biggest impact, what actually changed in their performance or output?

- Where does exclusion quietly drain productivity inside organisations?

- You work with emotional intelligence in EDI. How does EI translate into measurable performance?

- What does that ripple effect look like in tangible business outcomes?

- Was there a moment where you thought, ‘If they could see this in metrics and money, the buy-in would be easy’?

- What’s the hardest part of getting budget signed off for EDI work when you frame it as productivity?

- When leaders avoid complex EDI issues, what productivity costs are they unknowingly paying?

- What have you seen happen to a team when they finally feel safe enough to have honest conversations?

- What does the ROI of DEI mean to you?

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Important Links

Guest - LinkedIn ( https://www.linkedin.com/in/heeralgudka/ )

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Click here⁠ → ROIofDEI.ai⁠