The Diverse Minds Podcast

Hosted by Leyla Okhai

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320

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Sep 2026

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About the show

The podcast that talks about race equality and wellbeing for a busy modern world through inspiring stories, interviews and case studies. Brought to you by Leyla Okhai, CEO of Diverse Minds UK and former Head of the Equality, Diversity and Inclusion Centre at Imperial College London. We provide insights from diverse thought leaders in race equality, wellbeing and mental health to increase your understanding and enable you to make positive changes in your life with ease.

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September 29, 202619 min

#315: The Pay Transparency Panic: Moving from reporting on Pay Gaps to Action

Welcome to episode 315 of the award-winning Diverse Minds podcast! In this episode, I'm exploring mandatory pay gap reporting coming in 2027 for gender and potentially in 2029 for ethnicity and disability. Discover what organisations need to report, why transparency alone isn't enough, and practical steps to turn pay gap data into real action that actually closes the gaps. In today’s show on The Pay Transparency Panic: Moving from reporting on Pay Gaps to Action 01:00 What mandatory equality action plans will require from organisations with over 250 staff. 03:00 Why understanding the difference between equal pay and pay gaps matter s . 04:43 How women make up nearly half the workforce but only ten percent of CEO roles. 05:56 Why publishing pay gap figures is only the starting point for real improvement. 16:19 Examples of organisations doing good work on closing their gender pay gaps. Quotes on The Pay Transparency Panic: Moving from reporting on Pay Gaps to Action Publishing pay gap figures is only the starting point to improving equity. Barriers that hold women back are often subtle and embedded within workplace cultures rather than being explicit discriminatory rules. People come out of a programme, and all the hurdles and barriers are still there, so they often go somewhere else. Trends are really important because they show you what's actually happening in your organisation. It's not rocket science; a lot of it is common sense, and a lot of it is about building trust and explaining to people what you're doing with their data. .stk-4da79ac {margin-bottom:8px !important;} Resources for The Pay Transparency Panic: Moving from reporting on Pay Gaps to Action The Co-Op's Gender Pay Gap Toolkit CMS's Blog about Legislation RMS Blog On Equality Action Plans Closing our pay gaps Pfizer – Spotlight on Closing Pay Gaps Mining Remediation's graph and information on closing their gender pay gap Pets at Home: Promoting flexible working Episode #52: The Messy Myth of Meritocracy . Episode #29: Intersectionality and International Women’s Day. Episode #170: What is Disability and Intersectionality? Episode #180: Intersectionality for LGBTQ+ History Month. Episode #102: Beware the Tone Police! Episode #314: The Reward Disconnect: Why do the same people always get the recognition? Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

September 15, 202617 min

#314 The Reward Disconnect: Why do the same people always get the recognition?

Welcome to the 314th episode of the award-winning Diverse Minds podcast! In this episode, I'm exploring the reward disconnect and why the same people seem to get all the recognition, opportunities, and training whilst equally talented colleagues go unnoticed. In today’s show on The Reward Disconnect: Why do the same people always get the recognition? 01:13 What the reward disconnect is and how it's fundamentally about fairness. 03:25 Why some people always seem to get all the recognition and others are completely overlooked . 10:50 How to make recognition feel authentic by doing it promptly and making it a priority. 11:33 What small acts of recognition actually accomplish compared to big formal awards. 14:43 How building peer recognition and positive schemes avoids the same old biases from repeating. Quotes on The Reward Disconnect: Why do the same people always get the recognition? When the same people are constantly rewarded, this creates a poor work environment. Disabled staff and those whose faces don't fit are likely to be overlooked regardless of their talent. Personal charm can make certain contributions feel larger or more exciting than they actually are. The longer it takes to recognise employees, the less likely they'll see it as authentic and genuine. Recognition looks different for different people, and that's vital to remember. Resources for The Reward Disconnect: Why do the same people always get the recognition? Adam Bryant LinkedIn article: Your Employees Crave Recognition Employee Recognition: What It Is, How to Do It Right, and Different Ways To Do It Episode #313: Don’t ignore your staff surveys: How employee voice helps you shape a better business. Episode #273: Using the Wheel of Power Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

September 1, 202619 min

#313 Don't ignore your staff surveys: How employee voice helps you shape a better business.

Welcome to the 313th episode of the award-winning Diverse Minds podcast! In this episode, I'm exploring staff surveys and employee voice, asking why organisations spend time collecting feedback only to ignore it. In today’s show on Don't ignore your staff surveys: How employee voice helps you shape a better business. 01:05 Why surveys get ignored and buried in shared drives 02:30 The cost of silence when feedback goes unaddressed 03:45 What employee voice actually means and why it matters 05:42 Benefits of listening to your staff properly 07:57 Common survey traps organisations fall into 10:46 How to make surveys feel genuinely safe and anonymous Quotes on Don't ignore your staff surveys: How employee voice helps you shape a better business. Collecting feedback without acting on it is worse than not asking at all. Employee voice should address the gap by placing emphasis on the thoughts, concerns, and ideas of employees at all levels. If employees don't feel safe, they won't be honest, or they won't fill it in. You've got to involve employees not just in the solution, but also in the planning. Staff insights are vital as it really helps shape a positive organisation, so please don't bury the findings .stk-4da79ac {margin-bottom:8px !important;} Resources for Don't ignore your staff surveys: How employee voice helps you shape a better business. The Feedback Paradox: Why the Generation That Wants the Most Feedback Is Getting the Least Episode 312: Stop the Toxic Positivity Trap: Why You Need to Let Your Employees Complain Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

August 28, 202611 min

SUMMER SHORTS 5: Heather Hester Taking a Stand in Tough Times

Welcome to the Diverse Minds Summer Shorts, a quick-fire guest series featuring different voices on mental health and inclusion. Today, I'm speaking with Heather Hester, based just outside Chicago, who supports and empowers parents and allies of the LGBTQ+ community. She's also the author of Parenting With Pride. In today’s show on SUMMER SHORTS 5: Heather Hester Taking a Stand in Tough Times 00:54 How Parenting With Pride actually started 04:20 How to practice allyship every day 06:31 Why we need to speak up in politics 09:19 How to build a solid mental wellbeing routine 10:55 What yoga looks like in its true cultural context Quotes on SUMMER SHORTS 5: Heather Hester Taking a Stand in Tough Times People feel like they need to do some big grand gesture to be an ally, but it doesn't have to be that at all. Being honest and raw about our experiences is the only way other people feel like they're not alone in this. It's not just about being an ally for the LGBTQ community; being an ally is an ally for any marginalised community. Start where you are, use what you have, do what you can. When my days go differently when I miss my walk, that tells me something about what I need .stk-4da79ac {margin-bottom:8px !important;} Resources for SUMMER SHORTS 5: Heather Hester Taking a Stand in Tough Times Heather Hester website Book: Parenting With Pride Heather's podcast Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

August 27, 20266 min

SUMMER SHORTS 4: Suzy Sanders on Mindful Moments

Welcome to the Diverse Minds Summer Shorts, a quick-fire guest series featuring different voices on mental health and inclusion. Today, I'm speaking with Suzy Sanders, founder and franchisor of Alchemy Virtual Assistants, based in Northamptonshire, who supports entrepreneurs with operations, projects, admin, and marketing across the UK. In today’s show on SUMMER SHORTS 4: Suzy Sanders on Mindful Moments 02:00 How Suzy champions equity and inclusion through deep listening, compassionate communication, and lifelong learning. 03:30 Why active listening is draining and requires you to rebuild your energy afterwards. 05:15 What she learned the hard way starting her business: strict workflows and diary management create space to think. 07:00 How hanging washing on the line barefoot became her meditative practice and connection to nature. 08:00 Why finding joy in mundane moments is about presence, not forced positivity. Quotes on SUMMER SHORTS 4: Suzy Sanders on Mindful Moments I think there's a real call for us all to listen a little bit deeper, not just listening to respond. The more that we can listen, communicate and learn from each other, that to me is the fundamental part of how we champion each other. I've learned the hard way that I need downtime to recharge and think because my role is one of service. I prioritise myself so I can be my best for others. Finding joy in little moments means being present and not getting caught up too much in the day-to-day .stk-4da79ac {margin-bottom:8px !important;} Resources for SUMMER SHORTS 4: Suzy Sanders on Mindful Moments Alchemy Virtual Assistants Suzy on LinkedIn Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

August 26, 20267 min

SUMMER SHORTS 3: Christian F Nunes on challenging work in challenging times

Welcome to the Diverse Minds Summer Shorts, a quick-fire guest series featuring different voices on mental health and inclusion. Today, I'm speaking with Christiane F. Nunes, founder and CEO of Equity Bound Solutions, a consulting firm focused on anti-oppressive and anti-racist solutions, and founder and president of Saving Ourselves Foundation, a nonprofit eradicating gender-based violence. In today’s show on SUMMER SHORTS 3: Christian F Nunes on challenging work in challenging times 01:00 Christiane's two strands of work: organisational equity consulting and ending gender-based violence. 03:30 How her lived experience as a Black woman, first-generation college graduate, and single parent drives everything she does. 05:00 The current anti-DEI pushback in the US administration is emboldening racism, homophobia, and Islamophobia in organisations. 08:00 Why she stays committed to the work even when the world feels on fire and fear is everywhere. 09:30 How she protects her mental wellbeing by setting boundaries and taking breaks without guilt Quotes on SUMMER SHORTS 3: Christian F Nunes on challenging work in challenging times Political is personal for me, and I can't separate the two things. The same things I need for my life, I feel I have to represent in the work that I do. Racism is being excused, homophobia is being excused, and that makes it very challenging to do this work. We have to have people willing to be activists and leaders, 10 toes down in that commitment. I can't change everyone, but I can change somebody, and I have to make sure I'm protected so I'm my best self. Take your break and don't have guilt about taking a break, knowing you need space and you need to not read the news today. .stk-4da79ac {margin-bottom:8px !important;} Resources for SUMMER SHORTS 3: Christian F Nunes on challenging work in challenging times Equity Bound Solutions Saving Ourselves Foundation Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

August 25, 202610 min

SUMMER SHORTS 2: Jenny Chen on navigating identity and culture

Welcome to the Diverse Minds Summer Shorts, a quick-fire guest series featuring different voices on mental health and inclusion. Today, I'm speaking with Jenny Chen, CEO and founder of Catalyst Consulting based in Ottawa, Canada, who helps organisations redesign their workplace systems so business performance and people strategy actually work together. In today’s show on SUMMER SHORTS 2: Jenny Chen on navigating identity and culture 00:55 Jenny's immigration story. 01:30 How we find identity and true belonging 02:52 Why COVID pushed us to reconnect 04:13 Why we must fix systems, not the people in them 05:27 How to handle pushback without losing your cool 07:13 How setting boundaries protects your wellbeing Quotes on SUMMER SHORTS 2: Jenny Chen on navigating identity and culture My cultural heritage shaped my view on how complex identity really is, and how much I actually hid to fit in. We were trying to fix the people, but what I actually do is fix the system itself Unless you have lived experience, you cannot possibly have the full human empathy and compassion required to understand someone else's lived experience. My husband says money is a renewable currency, but our time and energy are something we can't ever get back. Learning how to prioritise, learning boundaries, not saying yes to everything, has definitely been a game changer. Resources for SUMMER SHORTS 2: Jenny Chen on navigating identity and culture Catalyst Consulting Jenny's podcast: Tune Up Your Warrior Jenny's LinkedIn newsletter - CEO Corner Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

August 24, 202611 min

SUMMER SHORTS 1: Kate Gaskell on making change for social mobility

Welcome to the Diverse Minds Summer Shorts, a quick-fire guest series featuring different voices on mental health and inclusion. Today, I'm speaking with Kate Gaskell, CEO of FlexLegal, an alternative legal services provider that supports aspiring solicitors and company secretaries from underrepresented socioeconomic backgrounds. In today’s show on SUMMER SHORTS 1: Kate Gaskell on making change for social mobility 02:15 Why Kate left large law firms to join a smaller, more agile organisation 03:30 Her lived experience growing up in a low-income family shaped her commitment to social mobility. 05:45 FlexLegal's three-week readiness program teaches both technical and unwritten professional skills. 08:30 The power of peer networks and seeing role models who look and sound like you. 11:00 Why she feels optimistic about change even though the legal profession is moving backwards on diversity data. 13:45 How she supports her own wellbeing through yoga, breathwork, and finding moments in the micro. Quotes on SUMMER SHORTS 1: Kate Gaskell on making change for social mobility I grew up in a low-income family and thought getting the big law firm role would make it all easier. I quickly realised it wasn't. We really recognise that getting into an organisation is just the beginning, not the end of the journey. You need to see people a few steps ahead of you who look and sound like you do. Progress happens in the micro. It's important to stop and take stock of what you've achieved rather than just rushing to the next thing. A one or two-minute breathwork practice while waiting for the kettle to boil has a compounding effect. Don't be put off by time limitations. .stk-4da79ac {margin-bottom:8px !important;} Resources for SUMMER SHORTS 1: Kate Gaskell on making change for social mobility FlexLegal Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

August 18, 202612 min

#312 Stop the Toxic Positivity Trap: Why You Need to Let Your Employees Complain

Welcome to the 312th episode of the award-winning Diverse Minds podcast! In this episode, I'm exploring toxic positivity and why "good vibes only" culture is damaging mental health and masking serious workplace problems. In today’s show on Stop the Toxic Positivity Trap: Why You Need to Let Your Employees Complain 01:00 What toxic positivity actually is and how it differs from real happiness 03:00 How toxic positivity forces people to repress emotions and disconnect from themselves. 04:00 Why ignoring problems in the name of positivity masks harassment, fraud, and failures. 06:36 What you can do to create safe spaces for people to air grievances. 09:44 How training managers on their own baggage helps them handle difficult conversations better. Quotes on Stop the Toxic Positivity Trap: Why You Need to Let Your Employees Complain Toxic positivity takes positive thinking to an extreme. How do we flag up any kind of operational failures, if everything's all positive? There is a difference between toxic positivity, positivity, joy, happiness, and constructive feedback. Toxic positivity is unhelpful because it pushes things down under, makes people feel repressed, and can have a significant negative impact on mental wellbeing. When comfort is prioritized over truth, people have to blow the whistle because internal processes aren't listening to them. .stk-4da79ac {margin-bottom:8px !important;} Resources for Stop the Toxic Positivity Trap: Why You Need to Let Your Employees Complain Episode 311: AI in HR: Are We Automating Bias Into HR Processes? Episode 186: Celebrating the International Day of Happiness Bonus Episode: Why Resilience Isn’t A Sticking Plaster Toxic positivity at work: Examples and ways to manage it Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.

August 4, 202616 min

#311 AI in HR: Are We Automating Bias Into HR Processes?

Welcome to the 311th episode of the award-winning Diverse Minds podcast! In this episode, I'm exploring the rapid rise of AI in HR and asking a critical question: are we automating the very biases we're trying to eliminate? In today’s show on AI in HR: Are We Automating Bias Into HR Processes? 02:30 - How AI is changing HR and why it matters 07:40 - Why AI isn't neutral, and it's only as good as the data it's trained on. 09:54 - How AI should actually be used in HR 13:00 - Why transparency and consent matter right now 15:00 - What HR leaders can do to audit and implement AI ethically Quotes on AI in HR: Are We Automating Bias Into HR Processes? AI in HR specifically: are we automating bias into our processes? These benefits assume that AI is neutral, but they're not. If humans aren't, why on earth would AI be? AI systems are only as good as the data they're trained on, and if that data reflects historical biases, AI will perpetuate or even amplify those biases. Candidates and employees don't really know how decisions are being made or why they're being rejected, and I don't think that's transparent. It feels like we're sleepwalking into something really, really horrible. .stk-4da79ac {margin-bottom:8px !important;} Resources for AI in HR: Are We Automating Bias Into HR Processes? CIPD Article: How people professionals can develop, deploy and use AI in an ethical, legal and sustainable way CIPD Article: Navigating the generative AI middle ground through co-creation in a not-for-profit organisation Join my Mailing List and receive a white paper on mental health and inclusion here Check out my TEDx talk: The Connection between Culture, Race and Mental Health Leave me a message on my SpeakPipe .stk-ec55c3e {margin-bottom:0px !important;} Work with me Have a look at my online work-life balance course on Thinkific. You can access it here: http://bit.ly/DMMHPONC One-hour focused Sessions £250 1-2-1 Power Hour Sessions for Organisations Complete the form to discuss your training needs: https://forms.gle/hgnYtmTu33Zeem489 Check out my coaching FAQs or learn more about how 1:1 coaching can support your wellbeing. Subscribe to the podcast If you enjoyed this episode, then consider subscribing on Apple podcast , Spotify or wherever you access your podcasts from. If you enjoyed it, why not leave a review? You can also connect with me on Facebook , Twitter , and LinkedIn. Remember to tune in next week, where I’ll bring you more insights on mental health and inclusion.