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OUR SPEAKERS
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Madeline Nyatsanza is the Group AI Programme Lead, where she leads strategic AI/ML initiatives from vision through to measurable business impact. With a background spanning delivery management, portfolio, and programme leadership across technology, data, and AI, she focuses on deep stakeholder and user understanding - ensuring solutions solve real problems and create meaningful value.
She views diversity of thought and inclusive environments as a strategic imperative for innovation. Featured in ‘Voices In The Shadow’ Volume 5, Madeline is recognised as a voice for diversity and inclusion in the industry. Madeline mentors women entering the technology industry and co-chairs Howden’s Neurodiversity ERG, contributing to more inclusive practices within both her organisation and the wider industry.
Madeline Nyatsanza
Group AI Programme Lead
English
Languages:
Location:
London, United Kingdom
Can also give an online talk/webinar
Paid only. Contact speaker for pricing!
MY TALKS
Neurodiversity - A Strategic Advantage
General, Diversity and Inclusion, Women in Tech, Innovation, Inspirational
What if the way we define “capability” is the problem?
Most organisations measure talent through a neurotypical lens — prioritising linear thinking, communication styles, and behaviours that align with a narrow definition of performance. Through that lens, neurodivergent individuals are often seen as lacking.
This talk challenges that assumption.
Starting with a simple reframing of what diversity and neurodiversity really mean, it explores autism (ASD) and ADHD not as deficits, but as different cognitive profiles — each with distinct strengths. Using a clear visual model, it highlights how the areas where neurodivergent thinking diverges from the norm are often where the most valuable capabilities lie: pattern recognition, rapid associative thinking, crisis response, hyperfocus and problem-solving.
It then connects these cognitive strengths to real organisational outcomes — from innovation and productivity to addressing the growing skills gap in technology.
But representation alone is not enough.
The session goes on to examine what happens when neurodivergent individuals enter environments that are not designed for them — where masking becomes necessary and potential is lost. It outlines what truly neuroinclusive organisations look like in practice, across recruitment, onboarding, management, team culture and change processes.
This is not a talk about accommodation.
It is a talk about unlocking capability — and rethinking how we define it.
Thriving as a Woman In Tech
General, Data / AI / ML, Soft Skills, Diversity and Inclusion, Women in Tech, Professional Development
More women are entering the tech industry than ever before — but many are not progressing at the same rate as their peers, and a significant proportion leave mid-career. This raises an important question: how do individuals navigate and succeed within systems that are not always designed for them?
This talk explores the patterns behind progression and attrition in tech, moving beyond high-level statistics to examine the day-to-day realities that shape career outcomes. It introduces practical concepts such as the “credibility tax,” sponsorship gaps, and the difference between being visible and being recognised — and how these factors influence who gets opportunities and who advances.
Rather than focusing solely on systemic change, this session equips individuals with strategies to navigate the system as it exists today — without internalising its biases. It covers how to build credibility, position work effectively, access opportunities, and manage energy in a sustainable way.
Importantly, it also addresses how influence evolves over time. As individuals progress in their careers, they gain the ability to shape outcomes not just for themselves, but for others — creating a pathway for more inclusive progression across teams and organisations.
This is a talk about agency — understanding the system, working within it strategically, and using your position to create change over time.
Get Women in to Tech... Then What?
General, Leadership, Diversity and Inclusion, Women in Tech, Professional Development, Data / AI / ML
The technology industry has made progress in attracting more women — but representation at senior levels continues to stagnate, and attrition remains high. The challenge is no longer just getting women into tech. It’s understanding why they don’t stay and why they don’t progress.
This talk reframes the problem from a pipeline issue to a progression and retention problem — one that has direct implications for organisational performance. Drawing on industry data and research, it explores the structural patterns that shape career outcomes, including promotion gaps, sponsorship dynamics, and the compounding effects of bias in performance evaluation.
It also examines why this matters beyond fairness. In an era where organisations are building AI systems and data-driven products at scale, the diversity of perspectives in the room directly impacts decision quality, risk, and innovation.
The session provides a clear framework for leaders to diagnose where systems are breaking down — across perception, culture, and structure — and outlines practical actions organisations can take to address these gaps. From measuring progression metrics to redesigning sponsorship and promotion processes, it focuses on interventions that move beyond intention to measurable impact.
This is a talk about moving from representation to responsibility — and about building organisations where talent is not just attracted, but retained and developed.
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