The conversation around equality and inclusion has grown louder in recent years, but behind every public shift are individuals who have worked tirelessly to make that change possible. Policy debates, community action, and lived experience often intersect in unexpected ways, shaping both political movements and professional careers. In the United Kingdom, few stories illustrate this connection as clearly as that of Adrian Hyyrylainen-Trett.
Adrian’s path into diversity and inclusion was never a detached professional choice. It was forged through the deeply personal and political moments that defined their early career. In 2010, Adrian introduced the equal marriage motion at the Liberal Democrat conference, a step that sparked the national campaign for same-sex marriage. Later, they broke new ground as the first openly HIV-positive parliamentary candidate to stand in a UK general election. These milestones did more than mark Adrian’s presence in politics. Adrian cemented their role as a voice for equality and gave them a platform to carry those values into every part of their work.
Since 2016, Adrian has served as Equality Research Advisor to the Liberal Democrat Lords spokesperson on Equalities, a role they continue to hold today. Adrian’s political experience opened the door to their professional career in diversity, equity, and inclusion, where they have now worked for nearly a decade. It is a journey rooted not only in policy but also in advocacy, resilience, and the belief that structural change begins with those willing to speak out.
1. Building Inclusiv Ltd and the Vision for GDDR
The story of Inclusiv Ltd began in a moment of transition. After being made redundant in 2011, Adrian chose self-employment as a way forward. In 2012, they established the consultancy as a platform that could grow when the right opportunity appeared. For several years, the company sat quietly in the background while Adrian pursued full-time roles. Then in 2023, history repeated itself. Once again facing redundancy, Adrian decided not to wait for another employer but to expand Inclusiv Ltd into something far more defined.
That decision gave shape to “Getting Diversity Data Right,” or GDDR. Drawing on their experience working with more than 50 global companies, Adrian recognized that data was often the missing link between ambition and real progress. “The key to driving cultural inclusion is knowing your workforce,” Adrian explained. “When the data is accurate and global in scope, covering all protected characteristics, you can see the trends, identify the gaps, and act with purpose.”
The consultancy now centres its mission on helping organizations understand who they employ, where inequities exist, and how to correct them. This approach supports efforts to diversify talent pools, challenge pay gap issues tied to gender, ethnicity, and disability, and ultimately create workplaces that reflect society more fully. For Adrian, Inclusiv Ltd is not just a business venture. It is the continuation of a career-long pursuit of equity, sharpened by the belief that data, used well, can drive meaningful cultural change.
2. Championing Non-Binary and LGBTQ+ Inclusion
Adrian’s professional mission carries the weight of their personal journey. Over the past four years, their advocacy has expanded to include non-binary representation alongside broader LGBTQ+ inclusion. That lived experience informs not only Adrian’s perspective but also the strategies they bring to organizations seeking to build meaningful equity programs. “My personal journey has given me both knowledge and focus,” Adrian shared. “It is what makes me most passionate about addressing these gaps.”
While non-binary and LGBTQ+ inclusion remain close to their heart, Adrian is committed to tackling inequities across all nine protected characteristics. Each organization reveals a different landscape of challenges, from overlooked communities to underdeveloped strategies. By identifying those weak points, Adrian helps companies construct frameworks that move beyond surface-level commitments and toward real cultural change.
In practice, this means positioning non-binary and LGBTQ+ advocacy within the larger context of inclusion, equity, and belonging. Adrian does not see these issues as separate threads but as part of a larger fabric that must be strengthened together. Their approach allows them to bring both sharp focus and wide perspective, ensuring that every group, whether visible or not, has a place in the conversation.
3. Designing Policies for Trans and Non-Binary Inclusion
Adrian’s work with global corporations such as Anglo American and De Beers stands out as both complex and deeply personal. Leading conversations on trans and non-binary policies in large organizations required them to balance professional expertise with lived experience, a combination that often proved difficult for senior leaders to fully grasp. “Advocating for something that affects you personally can be challenging, especially when the people you are speaking to may not have the empathy or knowledge to understand,” Adrian reflected.
The process involved more than writing policy. It meant persuading senior leadership teams and global inclusion managers that fairness had to be at the heart of the framework. Adrian focused on creating policies that considered a wide range of needs, from social recognition to medical support. The latter proved especially difficult. Financing medical transition support, even if only accessed by a small number of employees, sparked debate about cost and feasibility.
These moments of resistance became turning points. They revealed where the gaps in understanding were strongest and forced decision-makers to confront the realities of building inclusive workplaces on a global scale. Although the policy came into effect after Adrian had left the organization, the principles they fought for remained embedded in its design. For Adrian, the breakthrough was not simply in drafting a policy but in shifting conversations at the highest levels toward fairness and responsibility.
4. Launching the Global Knowledge Bank
While at ENEI, Adrian spearheaded the launch of the Global Knowledge Bank, a resource designed for companies with offices across multiple countries. The platform offered detailed information on local legislation, protected characteristics, cultural practices, language considerations, and celebratory diversity calendar dates. At its peak, it covered 76 countries.
The impact was significant. For multinational organizations, the Knowledge Bank became a practical guide to navigating the complexities of inclusion across borders. It supported internal collaboration, helping teams align their strategies despite working in different cultural and legal contexts. Beyond that, Adrian established a roundtable for global members, where leaders could share insights under Chatham House rules. These conversations encouraged the exchange of best practices, the identification of barriers, and the development of new strategies that carried weight across industries. For Adrian, the initiative proved how structured knowledge-sharing could accelerate meaningful DEI progress worldwide.
5. Why Getting Diversity Data Right Matters
For Adrian, diversity data is not just a tool but the foundation of any credible DEI strategy. The challenge, they explained, lies in the fact that global workforces operate under different laws and cultural expectations. “Asking the right questions is paramount,” Adrian noted. “In some countries, questions about race, religion, disability, or sexual orientation may not even be permitted by law. In others, the wrong question could put someone at risk.”
This reality makes careful planning essential. Developing a global strategy requires input across departments, regions, and legal teams. Every question must be tested for compliance, sensitivity, and safety. Confidentiality becomes a central concern, especially when collecting personal data that falls under special protections. Adrian emphasizes that without this level of attention, surveys risk harming the very people they are meant to support. For Adrian, getting diversity data right is about trust, security and lasting impact.
6. A Defining Achievement in Activism
Among Adrian’s many milestones, one stands out as both personal and political. Choosing to disclose their HIV-positive status while standing as a parliamentary candidate was a moment of deep honesty. It made Adrian the first openly HIV-positive candidate in the UK, a decision they did not take lightly. “For me, being open in politics has always been a principle,” Adrian said. “I wanted to raise awareness, even if it meant carrying the weight of stigma.”
Adrian’s choice highlighted a larger issue within political life. Many candidates had waited until after the election to share their personal histories. Adrian reversed that pattern, proving that transparency could be a strength. By speaking openly, they also drew attention to gaps in sex education, the need for medical (not judicial) approaches to health challenges, and the importance of mental well-being. For Adrian, activism has always meant sharing their truth so that others might feel less alone.
7. Overcoming Career Challenges
Adrian’s career has been marked by resilience in the face of discrimination. Being openly LGBTQ+, HIV-positive, and non-binary brought persistent challenges, particularly when interacting with senior global leaders who saw their presence as risky for major organizations. Adrian faced periods of extreme difficulty, including being made redundant or resigning from roles because the level of homophobia or workplace persecution became unbearable.
Despite these obstacles, Adrian persevered. “I have had to battle my way back from the brink on several occasions,” they shared. These experiences strengthened their commitment to diversity, equity, and inclusion. Adrian’s work is guided not only by professional expertise but also by personal understanding of the barriers that employees face. By advocating for inclusive cultures, they help organizations learn from the mistakes of the past while ensuring that policies and practices genuinely support every individual, rather than silencing them.
8. The Role of AI in Diversity, Equity, and Inclusion
Adrian views artificial intelligence as both an opportunity and a risk for DEI. They participate in global discussions, including through Liberal International, on how AI interacts with politics and inclusion efforts worldwide. “You cannot stop the uptake of new technology,” they said, “but there are real concerns about who builds it and whose perspectives are represented.”
Adrian points out that if AI is designed predominantly by one demographic, such as white heterosexual males, it risks creating a narrow, monolithic view that excludes cultural, racial, religious, sexual, and disability perspectives. This limitation reinforces groupthink and undermines inclusive outcomes. Recent discussions at business forums, like the Nexus Group breakfast, highlighted another challenge: global regulation is fragmented. With the EU, UK, and US all pursuing different rules, companies must navigate a complex and inconsistent legal landscape while ensuring AI supports genuine inclusion.
9. Looking Ahead
As Adrian approaches 50, they see the next chapter of their life as a critical period for diversity, equity, and inclusion. With governments around the world at times rolling back hard-won rights for minority communities, they believe the work of DEI is more urgent than ever. “The next three to four years are pivotal,” Adrian said. “Supporting organizations in building inclusive cultures is what fulfils me the most.”
Adrian’s focus remains on consulting, helping companies design strategies that create meaningful change. They are excited about projects that develop structures and practices with lasting impact, and they are always open to collaborations that advance inclusion in the workplace. For Adrian, the work is not just professional; it is a personal mission to ensure that equity, representation, and belonging remain central to the organizations they touch.
10. Staying Grounded and Inspired
Outside of their DEI work, Adrian stays energized through a mix of voluntary roles, hobbies, and physical activity. They hold several positions within the Liberal Democrats, including elected Member of the Federal International Relations Committee, Vice Chair of the Liberal International British Group, and spokesperson on LGBTQ+ rights. Adrian’s involvement extends globally as Vice President of External Relations for the Federation of Gay Games and President of the LGBT Powerlifting Union.
Physical activity is central to their routine. Adrian is a powerlifter, golfer, dancer, occasional footballer, wrestler, and a 5- and 10-kilometre runner, all of which help maintain their mental health and focus. Adrian also serves on the council of the National Liberal Club and is the Co-Vice Chair of the Metropolitan Police LGBT+ Advisory Group. For Adrian, these roles and activities are not just pastimes; they are ways to recharge, stay connected to communities, and bring lived experience into the work they do professionally.
11. A Message to Readers
For Adrian, openness and authenticity are at the heart of their work. Their personal mantra is simple but powerful: be honest and genuine about your lived experience, even when it attracts stigma, judgment, or criticism. “Sharing your story can support others and serve as a role model for those facing similar challenges,” Adrian said.
Adrian believes that occupying visible positions in global politics and organizational leadership amplifies this message. By speaking openly about their own experiences, Adrian creates space for others to find their voice, fostering understanding and empathy across communities. For them, being a Global Inclusion Leader is not just a professional title; it is a responsibility to lead by example, showing that authenticity and courage can drive meaningful change in workplaces, societies, and beyond.
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Also Read: Global Inclusion Leaders : The Most Prominent Leaders, 2025
