Designing inclusion architectures that drive performance, innovation, and purpose
Why inclusion?
Because it is central to the success of organisations.
I ground my practice in this definition of inclusion:
“Inclusion isn’t about the warm and fuzzies. It’s about creating an environment where every team member can fully contribute — in meetings, decision-making, customer service, supplier relations, and planning. There’s nothing more central to the bottom line or the employee experience.” (Harvard Business Review, 2024)
About Me:
Roshni Mooneeram
I am a strategy consultant, inclusion architect, leadership coach, international keynote speaker, writer.
I design and help implement inclusion architectures that drive high performance and innovation and create sustainable value for organisations, society, and the economy. Inclusion architecture refers to the systematic design of organisational cultures, leadership, workforces processes, environments.
My portfolio of services
My Approach
A number of factors make my approach unique. I take a strategic steer, as opposed to a programmatic one to inclusion (see Insights). I draw from global insights, inhouse leadership roles, lived and professional experience to help organisations develop bespoke strategies on representation and inclusion that are directly aligned with and support their organisational mission. I focus on the systemic dimensions of representation and inclusion, and take an evidence-based approach to identify gaps and devise targeted actions accordingly. My approach combines strategic insight with practical tools, enabling organisations to embed inclusive excellence as a driver of innovation, growth, and social impact.
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I research and develop strategies and policies that create and sustain inclusion systemically at these three levels: organisational, national and regional levels. By collaborating with leadership teams, I craft tailored policies and strategies that align inclusion with the mission of the organisation and its core business objectives.
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I provide specialist advice to develop the building blocks of inclusion around behavioural and structural changes that are outcomes driven. Whether navigating cultural shifts or designing new processes, such as inclusive recruitment, I provide strategic insights and actionable plans to enhance organisational performance and purpose-driven outcomes.
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I have found that making inclusive leadership the norm is the catalyst for change in organisations. As leaders become proficient in inclusive behaviours and practices, and become agents of change, they trigger a culture reset. I design and implement bespoke Inclusive Leadership Programmes that aim at triggering and enhancing both behavioural change and process changes.
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The success of transformation journeys relies on the concept of distributed leadership in organisations. Inclusive Leadership programmes work optimally when supported by Learning and Development programmes across all hierarchies to create a holistic change ecosystem incorporating both top down and bottom-up approaches.
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I have over a decade of coaching practice, supporting leaders in research institutes and international organisations. My practice focuses on enabling leaders to build clarity, resilience, and sustainable impact through systemic coaching approaches. I have particular expertise in coaching leaders who are poised to play a transformational role in their organisations.
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I am invited to engage audiences across diverse platforms and leadership retreats, including research institutes, the European Union institutions, flagship science organisations, and Fortune 500 companies.
Oneness: driving results through inclusion architecture
At the heart of my work is the richness of being human and the dividends that this represents for organisations. Diversity realises its full potential as a driver of organisational success only when anchored in inclusion architecture.
I chose oneness as a metaphor for the interconnection of diverse groups of people in any one organisation. Inclusion architecture transforms differences — such as generational or functional diversity — into complementary strengths that drive higher performance, stronger results, and greater innovation.
What are the building blocks of inclusion?
What my clients say:
My clients
Latest insights
Get in touch to begin your journey
Let’s have a conversation to start making a difference in your organisation.