EO:   I think most of the challenges are extremely nuanced, which is why I felt compelled to set up the ADBSF. Taking action and organisation is a key factor in mobilising the clear concern demonstrated worldwide through numerous protests, as well as five-point plans. I am often concerned though that we live in a society where as a woman you are far more rewarded for focusing on aesthetics, vanity and self – as opposed to doing genuine physical acts of charity. I would never criticise an individual’s right to live as they want, neither do I think that everyone should feel they have to have a sense of social responsibility, but what I disagree with is the disproportionate number of opportunities offered to those who choose not to.

We’re not sending the right message to future generations. There is no incentive to help each other, we seem to be engineering a society where we want to compete against each other rather than working together. I think that companies’ biggest challenges are creating diversity at the director and managerial level. Too often there is representation in front of the camera but not the person actually making the decision. I also work in DEI [diversity, equity and inclusion], creating frameworks and strategies for businesses. One of the biggest dangers I’ve found is people think diversity is about colour and gender – I would argue that, although that is important, what is actually integral is a diversity of ideology, experience and thought. You can have people who look different yet all share the same views. True diversity ultimately creates a better society as we can often learn more about ourselves from people who are opposite than what we can learn from someone who is already on the same page. This I feel is a trap that especially progressive people often fall into – they get comfortable in their circles and forget that it may not be a reality outside in the real world.