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Meet the enei team. If you have any questions, please get in touch with us.
Denise launched enei in 2011 in response to Members asking for a coordinated offer that helps employers to create inclusive workplaces. She is responsible for leading enei’s strategic development, driving the operational plan, setting the budget and managing risk. Denise leads on membership engagement, determining key campaigns and maintains a close relationship with government stakeholders and the media.
Denise was instrumental in creating the (now former) Employers Forum on Age in 1996 and served as a Board Director and Trustee between 2002 -2009. Denise was appointed Chief Executive in May 2009 and brought with her a wealth of experience in diversity and significant commercial experience across many sectors.
Previously, Director at BGL Group, Denise realigned HR and Communications to focus on delivering efficient services that improved business performance. As a Board Director for Craegmoor Healthcare, she was their HR, Communications IT & Clinical Governance Director. Previous roles included Head of People Proposition at Marks & Spencer and Head of Corporate HR at Nationwide Building Society, where she worked on change programmes that positioned both organisations as employers of choice.
Dan works with the CEO to develop the organisation’s Training & Consultancy Strategy, supporting Member’s through delivery of training and consultancy products and services. He also works with the business community to promote and share good practice.
Dan has 12 years’ experience working across public and private sector organisations in the field of Diversity and Inclusion Management. Before joining enei, Dan worked as a Senior Consultant for a national diversity specialist consultancy firm, where he supported a range of national organisations on their diversity and inclusion programmes. Dan also led on the design of ILM accreditation programmes and a Diversity in Business Accreditation standard.
Alan offers expert advice to enei Members on interpreting the law and delivering best practice policies. Alan is also responsible for developing policy responses and works closely with stakeholders on technical issues.
He has extensive experience as a human resources professional in financial services, manufacturing and consultancy. Between 1994 and 2001 he held senior roles in HR within the Credit Suisse Group and previously in the Merrill Lynch European HR team.
Peter joined enei in June 2017, to develop and lead their global diversity function. Prior to joining enei, Peter was head of talent consulting for a management consultancy, where he worked with global business leaders to deliver their strategic talent agenda. He specialised in global diversity and inclusion projects but worked with clients across all elements of organisational design, strategic workforce planning, talent management, and talent acquisition.
Peter’s previous roles include the Head of Talent, Resourcing, and Diversity at Legal & General, Partner and Head of Talent at Alexander Berkeley, Executive Search Consultant at Heidrick & Struggles, HR Business Partner at Bankers Trust, and a Bomb Disposal Engineer with the British Army. Peter has an international background, as a child he lived in France, Kenya, Malta, Hong Kong, and the United Kingdom, before moving to Zimbabwe when he was 16. During his career, he has worked in Argentina, Bahrain, Bosnia, China, Dubai, France, Hong Kong, Iraq, Kuwait, New Zealand, Oman, Peru, Qatar, Rwanda, the United Kingdom, and the United States of America.
Becky is responsible for recruiting and engaging our Members to ensure their continued support for enei’s strategy, benchmarking, campaigns and network events. She also helps to develop, deliver and promote our training and consultancy to members and non-members.
Becky has over 30 years’ experience in senior HR roles in blue chip companies in the UK, including BAA Heathrow, Royal Bank of Scotland, Experian, AIG Insurance and TK Maxx. Her most recent HR role was at Spirit Pub Company. She has also run her own business, specialising in team building and training using baking to engage participants
Joan is responsible for recruiting and engaging enei Members in Scotland to ensure their continued support for enei’s strategy, benchmarking, campaigns and networking events. Joan is also responsible for helping to develop, deliver and promote enei’s training and consultancy to Member and non-Members.
Joan has over 25 years’ Human Resources experience - both as a generalist and as an employee relations specialist. Working in the retail sector with Thornton’s in an operational role, she then moved to the National Health Service. More recently Joan was at ScottishPower, where she held a number of operational and strategic HR roles. Latterly she led the Diversity and Inclusion strategy for ScottishPower, translating this into practical and workable solutions for the workplace. Actively involved in the community, Joan has held Board positions with several charitable organisations.
Kieron is responsible for recruiting and engaging enei Members to ensure their continued support for enei’s strategy, benchmarking, campaigns and networking events. He also helps to develop, deliver and promote enei’s training and consultancy to Members and non-members. Kieron leads on gender equality and apprenticeships. Kieron began his career in talent acquisition and management in 1999 working within the financial and professional sectors as well as public health.
He designs and implements practical work based programmes that address the issues causing under-representation of talent groups in the workforce, drawing together cost effective solutions that drive productivity. Experienced in carrying out diversity audits, he also has project management experience of delivering inclusion strategies that deal with cultural, systemic and process change.
Maxine is responsible for recruiting and engaging enei Members to ensure their continued support for enei’s strategy, benchmarking, campaigns and networking events. She also helps to develop, deliver and promote enei’s training and consultancy to Members and non-members.
Prior to joining enei, Maxine successfully delivered equalities solutions for the Royal College of Nursing, where she worked on initiatives such as a Dignity at Work programme that helped position the organisation as an employer of choice. With over 10 years’ experience as an equalities specialist, a skilled facilitator and international trainer, Maxine was honoured by the Health Service Journal in their inaugural top 100 BME Pioneers in healthcare list.
Peter is responsible for recruiting and engaging Members to ensure their continued support for enei’s strategy, benchmarking, campaigns and networking events. He also helps to develop, deliver and promote enei’s training and consultancy to Members and non-members.
Peter has worked with senior business leaders across all sectors in formulating and executing innovative and customised diversity strategies and providing advice to individuals and groups. Peter has over 18 years of public and commercial experience as a diversity and inclusion practitioner. He has held various roles across the Civil Service and local authorities as well as being an Independent Hate Crime Ambassador and accredited ‘Officer’ Peer Assessor, EFLG.
Sabina is responsible for engaging and sustaining positive relationships with Members for the purpose of ensuring their continued support for enei’s strategy, benchmarking, campaigns and networking events. Sabina leads our agenda on Employee Resource Groups and works closely with our Members in the Pharmaceutical, Science, Police & Probation and Football League sectors.
Before joining enei, Sabina was an account manager for a leading employer membership organisation responsible for over 80 organisations. She is passionate about enabling inclusivity in organisations and providing pragmatic support.
Sabina has worked as a recruiter and as an account manager in several sectors and in a previous role helped to create a community focused carbon footprint project.
Alaba is responsible for delivering enei’s equality and inclusion training and consultancy products and services to both Members and non-Members.
Prior to working for enei, Alaba gained 15 years of public and commercial experience as a Diversity and Inclusion training consultant. He brings a varied work background as a college lecturer, NHS Foundation Trust non-Exec Director, Home Secretary’s representative on a Police Authority and older adult psychology care specialist.
Anne-Marie is responsible for delivering enei’s equality and inclusion training and consultancy products and services to both Members and non-Members.
Anne-Marie has 20 years of D&I experience in the public and private sector. She has designed and delivered innovative training and consultancy around diversity and inclusion, unconscious bias and equality analysis.
Other areas of expertise include leadership and team development and change management focused on the delivery of excellent customer service. She is also a Trustee Board member of two Hertfordshire-based charities.
Flora is responsible for delivering enei’s equality and inclusion training and consultancy products and services to both Members and non-Members. She is a trained facilitator, coach and presenter.
As People Development for a Global Supply Chain business, she designed first line management and executive level coaching. Prior to that, Flora worked for the Department for Work and Pensions (DWP) for 20 years, including a role as Benefits and Performance and Training Manager. Flora supported the DWP Lean programme as a Lean consultant for the Southern Region, building and sustaining the Lean Practitioner capability and promoting the Lean ethos across the region. Flora is an Associate CIPD member specialising in learning and development.
Magali leads the marketing and communications activity for enei, working with the Chief Executive and team to promote equality and inclusion in the workplace. She has over a decade of experience working with international associations across technology, transport and general business.
Before joining enei, Magali set up the Marketing & Events department of DIGITALEUROPE in 2009, the association for the digital technology industry in Europe. Responsibilities included the design and implementation of political communications and marketing plans, the production of events programmes and all external and internal communications.
Magali previously worked as Communications Manager at UNIFE, the Association of European Rail Industry, where she was in charge of communication activities and membership recruitment.
Ben is responsible for enei’s PR, marketing, press (professional, national and local), and social media. He delivers the weekly news and events and manages our customer database.
Before joining enei Ben worked as a Team Leader in the John Lewis Partnership responsible for merchandising stock, coaching and training staff, and managing day to day operations.
Vicky manages the enei office and is responsible for Membership, Accounts, Office and HR Administration. She is experienced in organising high profile events such as enei’s Annual annual conferences, the parliamentary networking reception, and our prestigious annual awards, where best practice is recognised and celebrated.
She has a CIPD Certificate in HR Practice as well as four A Levels, and she is trained in Adobe Creative Suite 6. Vicky’s previous roles were in retail and goods distribution where she provided customer service and administrative support.
Sarah supports the Training & Consultancy Team by co-ordinating diaries and projects. Before taking a career break to have a family, Sarah worked for Bank of America Merrill Lynch for ten years. After completing the Management Internship programme she became a Strategic Partner Relationship Manager working with Virgin Money, Abbey (Santander) and Alliance and Leicester. She delivered marketing plans for both acquisition and customer marketing, whilst building partnerships and managing contractual commitments.
Daniel joined enei in August 2016 and is enei’s first apprentice. He is responsible for making diary appointments, assisting in recruitment, answering the phones, filing, events and other administrative duties. Previously Daniel had studied Level 3 Sports at college for two years and decided to take his career in a different direction. Daniel has always had a passion for football which he currently still does as a hobby. Daniel is now studying for a Level 3 CIPD certificate in HR practice.
Alison Broomfield has been an associate consultant since January 2011. She has delivered solutions on gender, young people in employment and Equal Pay and is responsible for the publication of case studies. Alison works with the Government’s Equality Office, the Equality and Human Rights Commission and has supported most employer-led diversity networks. She was invited to become a member of the CIPD’s Senior Diversity Network and the CBI’s Equal Opportunities Forum. Alison is a HR professional with experience in Shell’s oil, shipping, chemicals and facilities management businesses, DAC Beachcroft, NHS Trusts and the finance and fast food sectors.
Catherine delivers training and consultancy on inclusive communications and has written best practice guidance for employers on how to deliver inclusive communications campaigns. She is the Director of Big Voice Communications, a specialist inclusive communications consultancy. An accredited PR practitioner, she is also Chair of the Chartered Institute of Public Relations Diversity and Inclusion Forum.
Catherine has worked across the private and public sectors and was part of the communications advisory panel for the government’s Disability Confident campaign. Previously, Catherine was Director of Communications at Business Disability Forum, where she lead an award-winning rebrand in 2012. She has also been chief executive of Networking for Industry and commercial attaché at the German Embassy in London.
Dawn is responsible for delivering enei’s equality and inclusion training and consultancy products and services to both Members and non-members. She has worked with the Top 200 managers of a National Health Care Agency, management teams in a number of Local Authorities and Housing Associations as well as with several large private sector clients in the banking, legal and property sectors. She has ten years of coaching experience and over fifteen years lecturing experience in further and higher education, working mainly as a lecturer in law, business studies and, more recently, in teacher training.
Dawn has delivered equality and diversity training in both the public and private sector, providing consultation services for organisations and leadership teams, reviewing policies and procedures and designing e-learning materials. She helps managers think creatively and pragmatically about leveraging diversity to deliver performance and focuses on the day-to-day aspects of managing performance and delivering service. She designs, delivers and facilitates training, workshops and webinars across the UK and Europe.
Debbie has been involved with enei (formerly the Employers Forum on Age) since 2010. During this time she has led strategic projects, including the change of scope from Employers Forum on Age to enei, project managed member-led research and developed best practice diversity and inclusion approaches and documents.
Debbie has extensive HR experience in fast paced commercial environments demonstrating the value of good people management to business success.
Previously as Group HR Director at Craegmoor, Debbie realigned HR practices to drive down staff attrition, resulting in more efficient working and improvements to service. Prior to this, she worked in various HR roles at Marks & Spencer Plc.
Dr Pete Jones is a Chartered Psychologist, Chartered Scientist and Psychometrician. He is widely regarded as the UK's leading practitioner expert in the application of the models and concepts of unconscious bias and stereotype threats at work. He has presented numerous conference papers and workshops, both nationally and internationally, on measuring and reducing unconscious bias in the workplace.