With a background in mechatronics engineering and an MBA that broadened their perspective on business and leadership, the founder of Includership spent nearly nine years at Google in a variety of roles, including significant work in Diversity and Inclusion. This experience in a large, global company highlighted both the strategic importance and everyday challenges of creating more inclusive workplaces. Recognizing that smaller organizations often lack the resources and guidance to implement effective DEI initiatives, they established Includership to make inclusion more accessible and actionable for a wider range of organizations.
- What was your background before you created Includership?
I started out as a mechatronics engineer and then went on to do an MBA, which broadened my perspective on business and leadership. After that, I joined Google, where I worked for almost nine years in a variety of roles. One of the most impactful areas I worked in was Diversity and Inclusion. Being part of that work in a large, global company helped me see both the strategic importance and the everyday challenges of making workplaces more inclusive.
- Why did you create the company? What gap in the market do you think that you are filling
While working at Google in Dublin, I saw firsthand how thoughtful, well-resourced DEI initiatives can positively transform workplace culture. But I also realised that smaller companies or those just beginning their DEI journey often lack the tools, guidance, or experience to create lasting change. I created Includership to bridge that gap, sharing what works, adapting it to different contexts, and making inclusion more accessible and actionable for a wider range of organisations.
- Could you tell us more about your PhD research? What areas of DEI is the research focused in and what attracted you to this field?
My PhD research sits at the intersection of behavioural economics and diversity and inclusion. I’m currently focusing on charitable giving, particularly how social norms and identity-based nudges can influence donation behavior toward LGBTQ+ causes. I was drawn to this topic because it connects human behaviour, values, and impact and it gives me a way to explore how inclusive messaging and design can change real-world outcomes.
- How do you see the intersection of behavioural economics and diversity, equity, and inclusion (DEI) shaping the future of workplace culture?
Behavioural economics helps us understand the small, often unconscious factors that shape our decisions and behaviours. When applied to DEI, it’s incredibly powerful. It allows us to design systems and environments that nudge people toward more inclusive behaviors not through mandates, but through thoughtful design. Whether it’s reducing bias in hiring or encouraging allyship, these insights can help organisations move from intention to action in a sustainable way.
- What prompted you to develop the Inclusion Cards, and how do you envisage them being used by organisations and individuals?
The Inclusion Cards were born out of a need I saw again and again: teams wanted to talk about inclusion, but they didn’t always know where to start. The cards provide prompts for reflection, discussion, and learning, covering a range of themes like identity, bias, and allyship. I designed them to be flexible, you can use them in team meetings, workshops, or even one-on-one conversations. The goal is to spark meaningful dialogue in a safe, accessible way.
- From your experience working at Google and now with Includership, what are the most common challenges organisations face when implementing effective DEI initiatives?
One of the biggest challenges is moving from performative to transformative action. Many organisations start with good intentions but struggle to embed DEI into their culture and operations. There’s often a fear of “getting it wrong,” or a lack of clarity on where to begin. Another common hurdle is sustaining momentum, DEI should not be treated as a one-off project, it’s a long-term commitment that needs continuous learning and accountability.
- What role do intercultural competence and intersectionality play in building genuinely inclusive workplaces?
They’re absolutely essential. Intercultural competence helps us understand and navigate differences in a respectful and curious way, especially in globally connected teams. Intersectionality reminds us that people don’t fit neatly into one category; our identities overlap and impact how we experience the workplace. When organisations acknowledge and value that complexity, they create space for everyone to thrive and be celebrated.
- Having worked internationally, how do DEI challenges vary across different regions, and what lessons can be shared on a global scale?
While the language and focus of DEI might differ by region, for example, race and ethnicity may be central in one place, while caste or religion may be more relevant elsewhere, there are common threads. Inclusion, respect, and equity matter everywhere. One key lesson is to localise your approach while staying connected to universal values. Listening to local voices, understanding historical contexts, and adapting your strategy accordingly is crucial.
- Looking ahead, what are your hopes and plans for Includership and your work in the DEI space over the coming years?
My vision for Includership is to continue growing as a trusted partner in Ireland and abroad for organisations who want to make meaningful progress on inclusion. I’d like to expand our offerings, from strategy and training to tools like the Inclusion Cards, while staying grounded in evidence-based approaches. I’m also excited about building more partnerships across sectors and bringing insights from my research into real-world practice.
- Are there any other people, companies or programmes in DEI in Ireland that you are a big fan of?
Yes, there are some great people and initiatives doing important work in this space. I really admire the work of DiverseIn, as well as smaller grassroots organisations like Outhouse LGBTQ+ Centre, and of course Focusondiversity.ie. They’re doing incredible work on community engagement and inclusion. I also think Business in the Community Ireland has been instrumental in helping companies think about inclusion as part of their sustainability and CSR strategies.