Unlock your business through
diverse leadership
from within

Not enough diverse talents and perspectives at executive levels.
Not enough recognition that diversity generates business value.
Not enough engagement to pave a better way forward that benefits everyone.

This is the status quo for many companies despite decades of evidence showing that greater diversity in leadership drives business performance, innovation and sustainability.

Companies cannot afford for this to be enough.

Complex market and technological developments are sharpening the focus on what top talent looks like.

ESG regulation is raising the bar in parts of the world, marking companies whether they follow or not.*

Employees - especially younger generations - are expecting more from workplaces and won’t stick around for change.

But the horizon is disruptive and unstable, even for companies committed to doing better. Budgetary cuts, DEI headwinds and geopolitical uncertainties all mean stark ROI choices.*

It’s time to rethink the approach to diversity.

21.5 % point drop in women of representation, from entry-level to C-suite [1]

For every woman moving into Director level, two are leaving [2]

67% and 74% drop in representation of women of colour and LGBTQIA+ women in the C-suite [3]

39% greater likelihood of financial outperformance for companies with gender-diverse executive teams [4]

3.1 – 5.8 point increase in environmental and social impact scores for every 10% increase in gender diversity in executive teams [5]

19 % point increase in revenue innovation for companies with above-average diversity in executive teams [6]

Driving greater diversity today requires prioritising interventions that truly shift the needle rather than tick boxes. It calls for engaging a broader spectrum of leaders and stakeholders, and working with the hidden drivers of human behaviour to create inclusive environments.

It’s time for diverse leadership from within.

Helen Tubb

Leadership & Diversity Advisor

Helen brings a special combination of senior executive experience and world-class organisational psychology to increase diversity in senior roles, transform leadership culture and enhance sustainability.

Her approach is rooted in her distinction-awarded research for INSEAD and proprietary Sponsorship Power Up Rings (SPUR), which provide a structured yet adaptive framework to create sponsorship interventions and processes that seamlessly integrate into leadership development, talent management, succession planning and DEI strategies.

About Helen

“Highly recommend to management teams considering what it means to do sponsorship well in your organisations, especially in the context of sponsoring women talent. Helen’s brand new INSEAD research provides you with a model and walks you through the right conversations, helping you and your teams to hone your strategies for success.”

Three ways to work with Helen

1. Keynotes & panels

Inspire leaders to think critically about sponsorship, inclusive leadership and social sustainability. Helen blends scientific data and powerful storytelling to spark new business thinking and conversation.

2. Workshops & coaching

Shape sponsorship behaviours and mindsets for aspiring professionals, as well as established leaders and mangers. Helen embeds concrete action and support through tailored follow-up and coaching.

3. Bespoke consulting

Harness the full power of sponsorship to retain and advance diverse talent. Helen develops sponsorship interventions, tools and processes - or improves existing ones - closely aligned with business, HR and ESG goals.

Learn more