In a world where working practices, social priorities, and expectations are shifting faster than ever, progressive organisations are asking themselves one urgent question: what are we doing to ensure our people feel included, valued, and well?
At the 2025 Employee Engagement Summit, Charlotte Dahl sat down with Emy Rumble-Mettle, Chief People Officer at Tails.com, for an eye-opening and deeply human conversation about the real meaning of inclusion, the mechanics of wellbeing, and how leadership can hold the line when others are rolling it back.
And yes — there was an irresistible personal twist. Charlotte didn't realise until the day before their chat that she and Emy had been connected for years through Emy's husband, Duke — Creative Director at Seven Seas and someone Charlotte has long worked with and admired. As Charlotte put it: “I’ve heard about the Wonder Woman with four kids and an incredible career — and now, I get to interview her!”
Emy, whose DE&I career spans more than two decades, made her position clear from the outset: “Inclusion and belonging aren’t initiatives. They are foundational principles,” she said. “Too many organisations treat them like programmes to be launched and measured. But they are the ground everything else is built on.”
She recalled her days at GroupM, where she worked to fundamentally reshape how leadership showed up in a culture that had been viewed as performative. “It wasn’t about labels,” she said. “It was about doing what’s right — because logic, empathy, and equity should always be part of how we lead.”
With recent headlines from the U.S. deconstructing DEI and amplifying ideological divides, Emy and Charlotte discussed how the conversation around inclusion has, in some circles, become politicised — and dangerously misunderstood.
“We’re slipping into a parent–child culture,” Emy warned. “It shows up in organisations and in governments. Plans for wellbeing on the one hand — and five-day office mandates in the other. That’s not inclusion. That’s regression.”
So how do people leaders hold the line in the face of this tension?
“For me, it’s about honouring your word. If you say you're building an inclusive culture, do it. And keep doing it — even when it’s hard.”
One of the ways Tails.com is putting inclusion and wellbeing into action? A nine-day fortnight.
“It changes the dial,” Emy explained. “It gives everyone — whether you’re a parent, child-free, neurodivergent, anything — space to live life with balance. That one extra day gives people time to do what they need — and not feel like they’re failing at work or at home.”
It’s more than a scheduling quirk. It’s a symbol of how Tails.com is designing with care for the many lenses that people bring to work. “You can’t please everyone,” she added. “But if you aim for 80%, you create a workplace that has energy — and heart.”
Post-pandemic hybrid working still gets billed as progressive — but Emy argues that it comes with new challenges too. “Connection must now be intentional. You can’t rely on big-bang launches or in-person learning. It’s about timely, right-size touchpoints that connect people in ways that matter.”
One example? Regular storytelling circles and experience-sharing forums, designed to bridge empathy gaps across different lived experiences. “My team is relentless,” Emy added. “They’re always asking: What would this person need? What would that experience feel like? That level of awareness is how we build truly inclusive cultures.”
Emy’s final words were a powerful reminder of what truly drives wellbeing at work: curiosity, kindness, and humility.
“Every person in your business brings multiple identities to work each day… you can’t fully understand them all. But you can appreciate where people are coming from. And that starts with empathy over judgment.”
Her advice for leaders? Track progress obsessively — but act with humanity. “When you know better, do better,” she said, urging leaders to close the gap between survey data, insight, and real action.
And perhaps the most memorable quote of the session:
“We each get 2 billion heartbeats in a lifetime. What are we going to spend them on?”
Wellbeing and inclusion aren’t about ticking boxes. They’re about giving people a reason to show up wholeheartedly and leave lasting legacies behind them.
As Emy proves, it’s possible to do that — and build a brilliant business while you’re at it.
If you enjoyed this article, you can register your interest in attending the 2026 Employee Engagement Summit for free here.