Are you ready to create an inclusive organisation where everyone performs and everyone belongs?

Jonathan Ashong-Lamptey is a Speaker, Broadcaster & Inclusion Protagonist

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The three biggest problems leaders face on their inclusion journey

Creating a Diverse and Inclusive workplace is one of the greatest challenges facing leaders in the 21st Century. Despite billions spent every year, most initiatives have proved to be ineffective. Jonathan has interviewed hundreds of leaders, employees and academics and identified three predictable problems that leaders face on their inclusion journey. The science says that you need to address each of these issues to have an inclusive workplace.

The Solution

The Elements of Inclusion

Without a plan for change, your business is unlikely to survive in the 21st Century. Jonathan’s ongoing research has identified four drivers of inclusive transformation.

Select an element for more information.

The Service

An evidence based approach, tailored to fit your organisation

Whether you’re seeking a keynote speaker for your event, critical thinking for a boardroom discussion or a facilitator for a strategy workshop; Jonathan’s presentations are a powerful catalyst for practical, evidence-based change.

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Dr Jonathan

A globally recognised authority on Diversity and Inclusion in the workplace, Jonathan has a PhD from the London School of Economics which allows him to bring the academic rigour that his FTSE 100 clients expect.

Using a compelling blend of case studies, cutting-edge research and global perspectives, Jonathan’s original insights help business leaders to build inclusive organisations where everyone belongs and everyone performs.

He is currently writing a book to support his mission to help one million people around the world to make the workplace inclusive.


Jonathan is a trusted delivery partner with a range of business skills which complement his academic pedigree on all things Equality, Diversity and inclusion. He acted as a critical friend through the writing and execution of the Trusted Black Girl Book project which culminated in his facilitating the book launch, posing thought provoking and insightful questions and encouraging the audience to participate and to seek clarity beyond the surface messaging within the book.
Roianne Nedd
Dr Jonathan Ashong-Lamptey ranks among the very best D&I speakers and researchers I’ve ever encountered. His passion for the subject matter is compelling and infectious. Each time I have heard Jonathan speak, I have personally gained a fresh perspective on the major trends that are transforming our thinking
Maxine Goddard
Zurich Insurance

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences