Tracey ABAYETA

What’s the one thing corporates can do to positively impact DEI in 2026? That’s the question I explored in my latest Insurance Times article, featuring insights from some of the industry’s leading voices on inclusion and leadership. 👉 Read here - https://lnkd.in/evZwP_Px 2025 was about building foundations for DEI. 2026 has to be about consistent, visible action. Because progress doesn’t come from one-off gestures - it comes from embedding inclusion into the everyday. Here are a few standout ideas from those I spoke with: 💬 Janine Heath (CNA Hardy) – Keep aligning actions with values to make inclusion real 💬 Felix Wong (iCAN: The Insurance Cultural Awareness Network) – Support your ERGs - they’re the heartbeat of culture 💬 Lauren Tyrer (Munich Re) – Make inclusive hiring the default, not the exception 💬 Michaela Gibson (The Insurance Families Network) – Tap into the power of returners 💬 Ken Kittoe (AXA XL) – Align ERG and leadership goals under one strategy 💬 Carolyn Blunt FCIPD (Sedgwick) – Move from mentoring to sponsorship 💬 Katherine Conway (Aon) – Be a visible and vocal ally If there’s one takeaway for firms in 2026, it’s this: ➡️ Pick one meaningful action, resource it properly, and deliver it consistently That’s how we move from access to acceleration - and build an industry where every voice is heard, respected and valued. Thanks to everyone who shared their perspective for this piece. Katie Scott / Yiannis Kotoulas / Phil Davison #DEI #insurance #leadership #icanaction

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Closing the Disability Employment Gap: Why Inclusive Hiring Is A Social And Economic Imperative Too many businesses still view disability inclusion as an act of charity rather than a strategic opportunity. What’s the consequence? Companies which fail to hire and support disabled employees are missing out on skilled talent and a market worth billions. The Purple Pound, the spending power of disabled people and their households, is estimated at £274 billion annually in the UK. Yet, three-quarters of disabled consumers walk away from businesses due to poor accessibility and customer service. Imagine the lost revenue from failing to create inclusive workplaces and products. Beyond customers, the business case for hiring disabled employees is undeniable: ✅ Higher productivity and retention ✅ Greater innovation and problem-solving ✅ Enhanced brand reputation and consumer trust The disability employment gap is not just an HR issue, it’s an economic problem which costs the UK economy billions. Companies which invest in inclusive hiring don’t just comply with the law; they future-proof their workforce and gain a competitive edge in an evolving market. Inclusion isn’t a cost, it’s a growth strategy. Have a read of the article “Closing the Disability Employment Gap: Why Inclusive Hiring Is A Social And Economic Imperative” published in Fe News: https://lnkd.in/ezFM_iXT #disabilityinclusion #inclusion #PurplePound #FutureofWork #skills #SEND #disabilityemploymentgap #employability Vasantha Kadigama David Courcoux Gail Scholes Natalie Barker (MCIPD) Ronan Kalinski Chiara Arrighi Jennine Oldis MSC NPQSL PGCE Sarah Legg (Cert Ed) Angelica Celinska Amy Heald Rebecca Slade Vicky O'Connor Aimee Mann Jessica Hanson Loretta Turner Debra Easter Jake Bettles Simon Brown Nikola Read Uma Dias

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'Think about it this way: it’s like men not wanting to stop and ask for directions. Women will.’ I'm delighted to be part of Marie-Claire Chappet's feature in this month's edition of Harper's Bazaar on how women can best navigate these tumultuous times. Magazine on newsstands today! "Indeed, the good news is that women tend to display an impressive degree of adaptability, and their attitude towards finances and leadership is largely more successful. ‘I have a lot of female CEOs as clients, and they all tend to be the kind of leader willing to contemplate a wide range of scenarios and assess all the risks. Because of that, they have the potential to do well out of this complex environment,’ says Fordham. ‘Think about it this way: it’s like men not wanting to stop and ask for directions. Women will.’ Today's climate is certainly a daunting one in which to lead a company. Fordham, a geopolitical advisor and the founder of Fordham Global Foresight is among those providing advice on reacting to macroeconomic shifts. She is currently assisting C-suite leaders, boards and institutional investors with developing new strategic approaches in areas such as investments, supply chains and company policy.

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🎧 Episode 18: Why Family Inclusion Matters – In Conversation with Jane van Zyl In this episode of Diverse Talk Matters, Tash is joined by Jane van Zyl, Chief Executive of Working Families – the UK’s leading work-life balance charity. Jane shares powerful insights into how the organisation is removing barriers for working parents and carers through free legal advice, employer support, and campaigning for real policy change. https://lnkd.in/dcZwRSpA Together, they unpack the importance of flexible working – not just for those with caring responsibilities, but for everyone. From the role of job design and line manager training, to the influence of culture and senior leadership, Jane explores what it really takes to embed family-friendly practices in the workplace. They also discuss the Working Families Index, the need to equalise parental leave (including better support for dads), and why enhancing adoption, fostering, and surrogacy provisions matters. Jane encourages employers to make small, meaningful changes – with flexible working delivering benefits for both people and performance. Tune in to discover how your organisation can better support working families, and why campaigns like National Work Life Week are key to creating more inclusive, balanced workplaces. Watch now on YouTube https://lnkd.in/dbTRsysj, find it on our homepage or listen via Buzzsprout https://lnkd.in/digk5sDM or your favourite podcast platform. #DiverseTalkMatters #WorkingFamilies #FlexibleWorking #FamilyInclusion #Inclusion #FamilyFriendlyWorkplaces Natasha Broomfield-Reid

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📚 BOOK RECOMMENDATION — Leadership Unblocked by Muriel Maignan Wilkins Wilkins On the latest episode of YellowWood - Workplace Podcast, I had the absolute pleasure of speaking with Muriel Maignan Wilkins Wilkins, executive coach,  C-suite advisor, host of award winning Harvard Business Review podcast Coaching Real Leaders My copy is filled with highlights and sticky notes for a reason. 🔍 Why leaders should care We all talk about strategy, structure, and systems—but the biggest obstacles to leadership effectiveness often lie within ourselves. Muriel names these for what they are: hidden blockers—the limiting beliefs, assumptions and mental scripts that quietly drive our behaviours and hold us back. If you’ve ever caught yourself thinking “I need to be involved,” “I can’t make a mistake,” “I know I’m right,” “I can’t say no,” or “I don’t belong here,” this book will feel like someone finally turned the lights on. 💡 Key learnings that stayed with me Here are a few insights that make this book stand out: - Self-understanding is the starting point of leadership. Muriel shows how conflict with others often mirrors unresolved conflict within ourselves. - Name it to tame it. By identifying the belief behind a behaviour, you unlock the ability to change it. - Internal and external cues matter. Burnout, frustration, feedback, or feeling “off” aren’t random—they’re signals. A practical 3-step roadmap: Uncover → Unpack → Unblock. - A coaching process that leaders can apply daily, not just during reflection time. - You can coach yourself—and others. The transcripts and coaching tools in the book make the process accessible, and genuinely useful for managers, mediators, and senior leaders. - Organisations have blockers too. Cultures built on “I can’t make a mistake” or “I must always be involved” struggle to innovate. Changing a system starts with changing ourselves. 🌟 One immediate benefit for leaders If you struggle with saying no or people-pleasing—one of the most common blockers—Muriel’s framework helps you pause, recognise the belief driving that urge, and respond intentionally rather than reactively. Even using her simple “Let me get back to you” pause can transform your decision-making and reduce overwhelm. 🎧 Listen to the full conversation in 2026 Muriel’s wisdom, humility and honesty makes this such an insightful episode. Leaders, coaches and anyone interested in unlocking their own potential will gain enormous value. 🎙️ Listen on YellowWood - Workplace Podcast 📘 Highly recommended: Leadership Unblocked — a book you’ll return to again and again. Tagging the brilliant Muriel Maignan Wilkins Wilkins, and my colleagues  Aisling Cuffe , Sally Ashworth for their continued support of conversations that elevate leadership. #TheWorkplacePodcast #Yellowwood #LeadershipDevelopment #ExecutiveCoaching #ConflictResolution #LeadershipUnblocked #BookRecommendation #CoachingRealLeaders

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Who Are You, Really? The hidden cost of a borrowed identity This week, I had a powerful coaching session with a client who has built what most would call a “dream career”. She has worked for global investment banks, travelled the world, and achieved a level of professional success many aspire to. And yet, beneath the polished resumé and accolades - she has no sense of self. Every major decision she’s made has been shaped by what others wanted or expected of her - parents, peers, partners, bosses, even the unspoken standards of her culture. Her career path has been impressive, but it has never truly been her own. This is more common than you think. Many leaders, athletes, and high achievers reach the top, only to discover they don’t recognise the person in the mirror. Success without identity can feel hollow. So, what is identity? At its core, identity is the internal story we hold about who we are - our values, beliefs, strengths, and desires, independent of external labels, achievements, or roles. It’s the anchor that allows us to act with clarity, authenticity, and consistency, no matter what environment we find ourselves in. Why identity matters Identity acts as your internal compass. Without it, you drift with the tides of other people’s expectations. When you are grounded in who you are, decision-making becomes easier, clearer, and aligned. True confidence comes from living in integrity with your authentic self. 5 ways to rebuild your identity - Clarify Your Core Values: Write down 5–7 values that matter most to you (e.g., freedom, growth, creativity). Use them as your decision-making filter. - Redefine Success on Your Terms: Think about what success means to you? Craft a definition that reflects your authentic self, not borrowed expectations. - Reconnect with Forgotten Joys: Return to old passions or hobbies. They’re powerful reminders of who you are beyond your job title or achievements. - Practice Self-Authorship: Make choices because you want them, not because they’re expected. Start small, repeat often, and rebuild trust in your own voice. - Surround Yourself with Mirrors, Not Moulds: Seek people who reflect your authentic self back to you, not those who try to mould you into their version of success. Rebuilding identity isn’t about becoming someone new; it’s about peeling away the layers of expectation until the real you stands strong again. If you’re realising that much of your success has been built on other people’s expectations rather than your own identity, it might be time to change that. This is the work I do with leaders, athletes, and high achievers every day. If this resonates, let’s have a conversation. #Identity #Authenticity #ExecutiveCoaching #HighPerformance #Leadership #PersonalGrowth

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Yesterday, I had the honour of facilitating the launch of Moving Ahead’s cross-company mentoring programme, ‘Mission Include’ We were joined by conversation specialist Barra Fitzgibbon whose words resonated deeply. He spoke about the art of communication with a focus on online spaces. He skilfully articulated the power of active listening and body language during virtual meetings. One of his core messages was, when your camera is on and your body is engaged for example nodding, leaning in, responding non-verbally, you’re not just showing up, you’re sending signals of safety. As a trained somatic coach and practitioner informed by Polyvagal theory, I refer to these signs of safety as nervous system glimmers. Psychological safety isn’t just a concept it’s inherently biological. When someone sees us nod, make eye contact, or lean in (even through a screen), their nervous system receives subtle cues that show us we are seen and valued - behaviours that tell our autonomic nervous systems it’s safe to show up. These cues activate the ventral vagal state, the part of the autonomic nervous system responsible for social engagement, connection, and regulation. In that state, people don’t just feel safer, they think more clearly, contribute more, and engagement increases and improves. This is why I ask for cameras to be on during virtual meetings. Somatically, cameras off is like being in an in person meeting and sitting back to back. For some people, having the camera on can be dysregulating when self-view is on as we are not designed to be looking at our reflection for extended periods. During the session, I shared a simple tip - try turning off your self-view. When we’re in a constant state of self-surveillance, we’re more likely to become self-conscious, disconnected, or even dysregulated. Your presence matters. Whether it’s through eye contact, nodding, or even the subtle energy you bring to a meeting people feel it. Even online. When we are able to be present without being preoccupied with how we perceive ourselves, we create spaces where others can do the same. Our micro signals can be nervous glimmers that promote psychological safety. #psychologicalsaftey #nervoussystemaware #mentoring

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If you had 60 seconds to introduce yourself… what would you say? 🎤 Last week on the Women in Leadership Programme as part of our Executive Presence module, we were mastering the art of the Elevator Pitch. I shared mine, and then delegates stepped up and practised their own. Shout out to Madalyn Plant, Ashleigh Daniel, Ann H., Bolatito (Tito) Bez-Idakula (ACCPH Accredited Coach), Sarah Greenwood, Sinéad Healy and Kate Twomey for delivering incredible pitches! 🙌🏼 An elevator pitch is a 30–60 second introduction that clearly communicates who you are, what you do, and why it matters. It’s designed for those brief, unexpected moments of opportunity that can change the trajectory of your career or business. Being able to speak about yourself or your work clearly, confidently, and without apologising is a leadership skill every woman in business deserves to master. Opportunities don’t always announce themselves in advance. Maybe you’re chatting with a colleague or mingling at a networking event when your ideal stakeholder suddenly joins the conversation and asks what you do. Or perhaps there’s a spontaneous call from the stage inviting you to share for two minutes—and in the room are people who could become your next boss, collaborator, or client. And instead of owning the moment, you shrink a little. You answer quickly, mumble through it, or downplay your impact. I know that feeling well; I’ve been there too. That’s exactly why I make sure I’m always prepared to talk about myself and my work with clarity, grace, and power—because that’s what Cahla Limited is all about. The key things to consider when preparing your elevator pitch are:  
 ✨ Context – where are you most likely to use it? (networking event / interview / boardroom) 
 ✨ Magic Message – what do you want to be known for? (what makes you unique / impactful) 
 ✨ WIIFM – what’s in it for me? (why should the listener be interested / what’s your call to action)
 ✨ Communication Pie – be mindful of your words (succinct and interesting) tone (confident and varied) and body language (open and grounded) On my newsletter this week I shared 3 versions of my own elevator pitch: the 1 minute stage pitch, the 30 second networking pitch and the micro pitch! If you’d like to hear it and receive more content like this, join my free newsletter The Cahla Edit for weekly tools, news, insights and tips! 💫 (see comments). 📷 Beth Halford #elevatorpitch #womeninleadership #womeninbusiness #executivepresence #executivecoaching

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In the latest episode of the Quietly Visible Podcast I ’m joined by Yvonne Okiyo — EDI specialist and holistic menopause coach — for a rich and inspiring conversation on leadership, well-being, and gender equity. Yvonne shares her journey into equity, diversity and inclusion work, her passion for supporting marginalised groups, and how her lived experiences shaped her commitment to helping women thrive. She also opens up about embracing her strengths as an introverted leader, showing how qualities such as deep thinking and empathy are invaluable in driving change. We explore menopause in depth — at work and beyond, highlighting why supportive policies and awareness are vital, and Yvonne shares practical steps women can take to advocate for themselves, along with valuable insights into holistic nutrition, lifestyle, and stress management. 💡 Key takeaways: • Why introverted leadership strengths such as empathy and reflection are powerful assets • The importance of equity, diversity, and inclusion in leadership and well-being • Practical ways employers can support staff going through menopause • Holistic nutrition and lifestyle habits to ease menopausal symptoms • How confidence, influence, and authenticity enable women to lead and flourish This episode is perfect for introverted women leaders, HR professionals, and anyone passionate about supporting women’s well-being and leadership impact. Below is a snippet of our conversation. Watch on YouTube or listen on Spotify or Apple Podcasts – search for the Quietly Visible Podcast.

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