Dr. Helen Turnbull operates at the intersection of organizational psychology and global business strategy. Her current focus areas include:
"The most effective inclusion strategies are those that become invisible - woven into the fabric of daily operations rather than treated as special initiatives."
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Turnbull's journey began at Britain's Open University, where she earned degrees in Psychology and Sociology while serving as Student Association President. Early encounters with systemic barriers fueled her research into stereotype threat and internalized oppression across cultures.
"True inclusion requires dismantling invisible architectures of exclusion that even well-meaning organizations perpetuate through unconscious patterns."
Turnbull's 2013 TEDx talk dissects how organizations mistake diversity metrics for genuine inclusion. Through case studies from JP Morgan Chase and Lockheed Martin, she demonstrates how unconscious bias creates "glass walls" that limit talent mobility. The talk's viral success led to her book of the same name, now required reading in MBA programs globally.
This 2011 manifesto introduced the concept of "permeable forces" in organizational culture. Turnbull analyzes failed diversity initiatives at 23 multinational corporations, identifying common pitfalls in leadership training programs. Her proposed solutions helped Spotify redesign their hiring processes, increasing female engineering hires by 40% within 18 months.
Published in the Academy of Strategic Management Journal, this award-winning paper established measurable criteria for inclusion competencies. Turnbull's team spent 3 years validating assessment tools with 15,000 employees across 14 countries. The methodology now underpins ISO 30415:2021 human resource diversity standards.
Turnbull prioritizes cross-cultural case studies like her work with Australia's Department of Defence. Pitch stories exploring how collectivist vs individualist societies approach bias mitigation differently, citing her ISM Profile research [6].
Her Citigroup Europe project demonstrated 27% faster team problem-solving in inclusive groups. Propose data-driven analyses of diversity initiatives, referencing her Gender Gap Assessment metrics [4].
Turnbull's Commonwealth Bank strategy addressed gender, age, and indigenous status simultaneously. Suggest stories examining multi-axis discrimination in tech or finance sectors.
Recent work with Microsoft's Autism Hiring Program adapted unconscious bias training for neurodiverse teams. Pitch case studies on inclusive design for cognitive differences.
Turnbull critiques "diversity theater" like mandatory training without structural change. Focus pitches on systemic interventions rather than awareness campaigns.
One of only 33 professionals worldwide awarded this lifetime achievement honor by the Global Speakers Federation. Recognizes Turnbull's 650+ keynotes across 42 countries since 2005.
The Commonwealth Bank credited Turnbull's Cognizant® tool as pivotal in winning this prestigious gender equity honor. Her methodology increased female executive retention by 22%.
American Psychological Association honored Turnbull's longitudinal study tracking 8,000 employees through organizational culture changes. Findings revolutionized succession planning in male-dominated industries.
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