Kasia Zduniak (Assoc Cipd) Email and Phone Number

I am delighted to join the DEI Team as a Member of the Management Board. In this role, I will help deliver our objectives of advocating for a holistic approach to diversity, equity, and inclusivity within organisations and communities, striving to achieve ESG (Environmental, Social, and Governance) goals and other forms of sustainable development.Leveraging my extensive DEI experience from the UK, I aim to create a more inclusive, accessible, and equitable employment market in Poland.We are looking for partners who share our passion for cultivating a holistic DEI approach. If you would like to join our mission and contribute to building a better tomorrow together, please don't hesitate to reach out to me or to hello@deiteam.org------------------------------------------------------------------------------------------------------------------------------------------------------------------------Jako Członek Zarządu DEI Team będę pomagać w realizacji naszych celów stautowych promowania holistycznego podejścia do różnorodności, równości i inkluzywności w organizacjach i społecznościach, dążąc do osiągnięcia celów ESG (Środowiskowych, Społecznych i Ładu Korporacyjnego) oraz innych form zrównoważonego rozwoju.Wykorzystując moje bogate doświadczenie w dziedzinie DEI zdobyte w Wielkiej Brytanii, zamierzam stworzyć bardziej inkluzywny, dostępny i sprawiedliwy rynek pracy w Polsce.Poszukujemy partnerów, którzy podzielają naszą pasję do kultywowania holistycznego podejścia do DEI. Jeśli chcesz dołączyć do naszej misji i przyczynić się do budowania lepszego jutra razem z nami, proszę, nie wahaj się skontaktować ze mną lub napisać na hello@deiteam.org

At Be More Human, I work alongside a purpose-driven team dedicated to making a social and human impact. In my role, I help organisations and individuals navigate change by developing bespoke learning and development programs that enhance Diversity, Equity, Inclusion, Belonging, and Wellbeing. My focus is on creating high-impact outcomes by leveraging evidence-backed innovations in Human Behaviour, Social Psychology, and Person-Centred Leadership.I collaborate with clients to design and implement tailored solutions that foster resilience, inclusivity, and strengths-based cultures. Whether it's building capacity for young people, helping teams thrive, or coaching leaders through transformative growth, I guide organisations to learn, unlearn, and relearn in today’s dynamic world. My approach is always practical and unique to each client's circumstances—ensuring sustainable, long-term success.Through my work, I aim to empower workplaces to become more accessible, equitable, and supportive of neurodiverse and underrepresented individuals. Additionally, I support leaders in navigating uncertain times, all while ensuring that organisational values and human-centered approaches are at the forefront of change.

Neurodiversity in Business (NiB) is an industry forum that seeks to improve the inclusion of neurodivergent people in the workforce. Led by neurodivergent experts and those with direct experience of neurodiversity from across the business community, NiB works with leading global businesses by sharing best practice. Importantly, those who are actually neurodivergent are key to this organisation to ensure that NiB keeps true to the aims of the neurodivergent community.NiB’s mission is to help develop a more inclusive workplace. Whether it is ensuring a better hiring process that does not exclude neurodivergent candidates, to helping identify easy modifications to the workplace environment that can support sustainable employment opportunities.By ensuring a more neurodiverse workforce, businesses are not simply fulfilling some corporate social responsibility programme; they materially and commercially benefit. Those from a neurodivergent background can contribute in meaningful ways to business growth through their single-mindedness, attention to detail, innovative thinking patterns, diligence and creativity. They do however require better support than is currently available – and that is where NiB can help.We know that businesses are under pressure as never before to do more for the world they operate in. But we also know that by bringing businesses together, this can be addressed effectively and ensure that everyone benefits: businesses; neurodivergent individuals and society at large.Websitehttp://Www.NeurodiversityinBusiness.org

At em-paóer, we are dedicated to fostering the growth and development of employee networks and the people who lead them. Our program is designed by employee network leaders, for employee network leaders, with a focus on ensuring both leaders and organisations understand how to manage and leverage effective, successful employee networks. We also offer consultancy services aimed at integrating holistic equity, diversity, and inclusion (EDI) strategies into business practices, extending beyond the traditional HR-led approach.As an Advisor to the Board I play a crucial role in supporting the business by providing expertise in various domains including Strategic Planning, Business Development, Financial Management, Technology and Innovation, Human Resources & Talent Management, Legal & Compliance, Marketing & Branding, and Thought Leadership.

Open Door Scotland, Registered Charity No SC008533, is working with homeless and vulnerable young people in West Lothian (Scotland) to provide supported accommodation and wraparound care – I've been supporting the charity on all DEI related aspects and I’ve also been engaged in the work on their new strategy of growth and development that focuses on a sustainable approach by becoming an SQA accredited canter in order to deliver training and learning opportunities for young people and care workers, to develop their skills and experience, and working with local stakeholders to explore opportunities to acquire and repurpose under-utilised and vacant community assets with the view to transforming these into suitable accommodation and community hub.

As a DEI Learning and Development Officer with Police Scotland, I contributed to a groundbreaking initiative aimed at fostering a truly anti-racist organisational culture. I was part of a historical pilot training course that will eventually be rolled out across the organisation, designed to embed anti-racism principles at every level of Police Scotland. This role enabled me to work directly with officers and staff, guiding them in understanding systemic issues and developing practices that uphold inclusivity, respect, and equality for all communities in Scotland.Through this role, I was supporting Police Scotland’s commitment to becoming an organisation that actively combats racism, both internally and in its interactions with the public. This transformative training initiative reflects a significant step towards creating a safer, more inclusive Scotland and aligns with my passion for social equity and inclusive practices in public institutions.

In Aegon UK (AUK) I’ve conducted an audit and created a solid foundation that enabled a sustainable progress on the DEI Maturity Roadmap – I’ve defined the business case and Inclusion and Diversity (I&D) Vision and Strategy that was fully incorporated in the AUK overall strategy with a key focus on a purpose led culture. I’ve been running the DEI programme in AUK while dealing with global pandemic, and I managed to maintain the momentum and even further accelerate and expand it. I was instrumental in creating the framework to make sure that our approach to DEI and Wellbeing, and assistance that we provide to our colleagues, is consistent and accessible for everyone and I also managed to further expand the DEI programme by launching two new employee resources groups. I’ve also created the I&D Council, which is a forum to connect everyone involved in DEI work to ensure we focus on inclusion by considering all intersection aspects of diversity in everything that we do.I was instrumental in creating the AUK Wellbeing Strategy and I lead the work on obtaining the Menopause Friendly Employer accreditation. I'm also the Mental Health First-aider, so I'm equipped with skills to support all my colleagues.I also launched the Equality Data Collection project and I was instrumental in launching AUK new long-term target for 50/50 gender diversity within senior management and at all levels of the organisation.Through all these actions I believe that I managed to make a sustainable change by creating a culture of psychological safety in the organisation where people feel valued, supported, heard and that they belong. This is especially evidenced in continues improvement of AUK Employee Survey results - in 2023 the results in the Diversity and Equity section improved by 6% and in the Openness & Inclusion section by 5%. 84% of our colleagues said that they can be their authentic self at work, 87% think that AUK values diversity and 92% feel included by their direct manager.

Accountable for designing, leading, and delivering DEI agenda.- Development and delivery of Inclusion and Diversity (I&D) Strategy. - Coordination of the I&D Programme.- Engagement with the Executive Committee. - I worked on creation and delivery of the Global DEI strategy.- I was instrumental in creating the Wellbeing Strategy.- I was involved in creation of the new Sustainability Strategy with inclusion and diversity being one of two main objectives.- I established the I&D Council, as a forum to connect everyone involved in I&D and to focus on intersectionality.- I led and supervised a number of Communities’ initiatives.- I designed and delivered various I&D trainings.- I was instrumental in setting up a new ambitious target for 50/50 gender diversity within senior management.- I played an instrumental role in the design and delivery of the first Global I&D Survey.- I’ve been working with colleagues from TA team on a regular basis to ensure that I&D is fully embedded in all selection and recruitment processes.- I’ve supported L&D function in embedding inclusive leadership approach and creation of sustainable pipeline of diverse talent. - I led the work on obtaining the Disability Confident employer accreditation. - I was instrumental in AUK signing the Race at Work Charter and in creation of the Race and Cultural Diversity Allies scheme.- I led the work on obtaining the Menopause Friendly Employer accreditation.- I’ve conducted a comprehensive review of age inclusivity using the Age Inclusive Matrix with Age UK.- I was instrumental in launching the equality data collection project. - I worked on a regular basis with colleagues in Responsible Investment, Procurement and Distribution to ensure that I&D is incorporated in these aeras of our business and that we are making a positive impact in our society.- I represented Aegon in various communication and consultation exercise conducted by FCA.

I was accountable for all aspects of equality, diversity, and inclusion (EDI) within the SCTS:- Preparation of the four year EDI strategy in the form of the Equality Outcomes supported by relevant actions and governance on delivery of this strategy.- Data analysis and reporting on the bi-annual basis on the mainstreaming of the EDI within the SCTS in the form of the SCTS Mainstreaming Equality Reports.- Reviewing existing and creating new policies in line with equality, diversity, and inclusion regulations and preparation of Equality Impact Assessments.- Facilitating the work of the Equality Steering Group, which was chaired by the CEO, and the staff equality network.- Creating the EDI communication plan.- Creating the pilot scheme of reverse mentoring.- Creating the pilot scheme of work placements for people with autism.- Improving accessibility of services.- Preparation of the British Sign Language (BSL) Authority Plan.- Data analysing and preparation of evidence for external benchmarking exercises - the Stonewall Workplace Equality Index and for the Employers Network for Equality and Inclusion (ENEI) Talent Inclusion and Diversity Evaluation (TIDE). - Providing an expert advice in the content of the EDI e-learnings and introducing new courses.- Providing expert advice on all complaints or other enquires when EDI matters are raised.- Producing the appropriate guidelines - e.g. The Use of Assistance Dogs in the Court and Tribunal Buildings.- Consulting the EDI matters with the wide range of internal and external stakeholders - judiciary, the SCTS Equality Advisory Group and number of equality networks and organisations.- Supporting the SCTS Wellbeing Initiative - introducing of the Work and Wellbeing Passport.- Cooperation with other justice sector partners to assure that EDI is safeguarded on every stage of the proceedings.- Facilitating improvement of assistance in communication for people with learning disabilities and neurodiverse conditions.

ICMS Development Team Member

general assistance to the Judge in preparation and running of the court.

Coordination of ministerial duties related to the implementation of EU laws and issues related to proceedings of European Commission in the field of implementation of EU public health laws.Preparation of positions of Polish Government in front of European Court of Justice, preparation of legal acts concerning health care in accordance with the European Union regulation mainly in the field of European pharmaceutical law and food supplements.