mission

Especially in today’s environment, where polarisation and volatility seem to be the norm, true inclusion inspires confidence, passion and loyalty. It also has the power to unlock boundless potential, either from an individual, or an organisation as a whole. My mission is to show that, if we make changes to be more inclusive, there are so many advantages to be gained.

We all now have a collective responsibility to strive for more, to make efforts to ensure that now more people from different backgrounds are being given a seat at the table, that they are also being given the space for their opinions and experiences to be heard, too, in order to inform decision-making.

So creatives, organisations and corporations alike can future-proof their work to the best extent possible — to ensure longevity in the meaningfulness of projects and/or the running efficiency of imbedded systematic processes. Most often, the most valuable perspectives to be offered come from people one already knows or interacts with, or if not, these people likely know someone who can shed light on sensitivities that one may not be aware of. Consultation is needed to facilitate openness.

Ryan Zaman (@ryan_zaman) is a disabilities advocate, writer and model. During his time working within the fashion industry, he’s noticed that there is a great push for outward-facing messages about diversity. This is great for a number of reasons. However, Ryan has begun to think about the teams behind these projects and how ways of working can be improved.

You can find out more about Ryan’s story by watching the youtube video at this link

Formally an employee of the UK Government, Ryan was well-known across government in the Diversity and Inclusion space. As Vice Chair of the staff Disability Network at the Department for International Trade (DIT), and a Member of the cross-government Civil Service Disability Network, he worked hard to improve the day-to-day experiences of colleagues whether it be with physical access to work and buildings, securing reasonable adjustments for individuals, or making changes to language and culture of an organisation to help eliminate imposter syndrome. As part of this work, he also engaged frequently with central HR on policy and external stakeholders in an advising capacity

Consequently, Ryan has great experience in bringing the efforts of members of different communities together within the workplace (ethnic minority, disabled, LGBTQIA+, gender, age, parents & carers, neurodiverse people, religion, different socio-economic backgrounds etc). Here, he played an integral part in the work of a cross-government task-force which focussed on Intersectionality — how someone’s experience can significantly differ if they belong to more than one protected characteristic group — and what this can mean for someone at work. Reporting to Ryan senior officials across government, Ryan was able to make lasting cultural change to help him and his colleagues fulfil their potential.

All of this, when linked to his experience with advocacy in the creative field, means he has invaluable, intersectional insight on d&i across multiple fora.

Through alloy, Ryan is bringing all of his experiences of d&i from different sectors to share his perspective with creatives and businesses alike.

Increased awareness of disability-related barriers which can be faced in the workplace will enable organisations to continuously self-improve with agility. This will strongly reinforce the foundations of creative projects and working environments for all.

Alloy is also a way to connect network of individuals who have valuable insights to offer on disability/neurodivergence and long-term health conditions to further enhance a project or a work model.

Want to know more? Please get in touch with us via email at hello@alloyworldwide.com