Q Inclusion exists to bring IDEAS to life. Translating Identity, Diversity, Equity, Accessibility, and Safety into practical, systemic change that reshapes how organisations and communities operate, lead, and embrace diverse people and perspectives.
Most organisations understand the importance of inclusion, but few have the systems, capability, and clarity to make it happen meaningfully. Tick-the-Box strategies are the outcome of this. But they don't have to be. Q Inclusion exists to bridge this gap.
We partner with organisations to design and embed inclusive systems grounded in evidence, lived experience, and co-design moving beyond performative action to create environments where people are safe, valued, and able to fully participate.
Across Australia, organisations are investing in diversity and inclusion, but outcomes remain inconsistent, fragmented, and often superficial.
Research consistently shows that inclusion succeeds not because of what organisations do, but why and how they do it. Without a clear purpose and systemic approach, even well-intentioned efforts struggle to create meaningful impact.
Our expert team combines evidence, lived experience and co-design methodologies to move beyond performative inclusion. We support organisations to dismantle barriers, shift cultures, and build psychologically safe environments.
Whether you are starting your inclusion journey or looking to deepen your impact, Q Inclusion will work alongside you to turn insight into action and ambition into change.
At Q Inclusion we believe in and value:
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evidence
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rigour
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humanity
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inclusion
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transformation
An experienced team with a genuine commitment to change.
Dr. David H. Capstick
David is the founder and co-director of Q Inclusion. He is registered clinical psychologist and has spent more than a decade supporting individuals, teams, and organisations to understand and support diversity. David is a leader in the field of psychology, having been named Australian Psychologist of the Year in 2023 for his work in diversity and mental health.
David completed his doctoral thesis on the topic of neurodiversity and founded Q Psychology, Victoria’s leading private psychology practice for LGBTQIA+ and neurodiverse communities. He brings his background and expertise in science, research, and clinical practice to all elements of his consultancy.
David's background in diversity consultancy and advisory roles spans from local organisations and governments through to peak international bodies, including the United Nations. These projects include strategic planning, policy design, clinical service design, research project design and execution, lived and living experience review and co-design, and training and education.
Parker Rettke
Parker is a strategy specialist focusing particularly on stigma and unconscious bias in Human Resources practices. Blending academic research, consulting expertise, and lived experience, they help organisations move beyond performative diversity toward meaningful, systemic change. Their approach combines organisational psychology, systems thinking, and practical HRM experience.
As a consultant, Parker leads complex workforce transformation projects for government and non-profits, designing evidence-based strategies that foster genuine equity and belonging across the employee and/or community lifecycle.
Deeply committed to community action, Parker serves as President of Geelong Rainbow Inc. and a Bluebird Foundation Board Member. They are also an award-winning tertiary educator in Human Resources Management, receiving the 2024 Vice Chancellor's Award for Exceptional Teaching, and achieved second place in the 3MT Thesis competition for their PhD on effective D&I. Parker is widely recognized for their collaborative leadership and commitment to translating research into sustainable, real-world impact.
Jessie Goldie
Jessie has over ten years’ experience working across diversity, equity and inclusion, employee wellbeing, and leadership. She has held senior roles in-house and in consulting, working across sectors including financial services, technology, healthcare, education, and the not-for-profit sector.
She was previously Group Head of Diversity, Equity, Inclusion and Sustainability at a global fintech, where she led organisation-wide inclusion strategy, including neurodiversity. Her experience also includes management consulting at Deloitte and strategy roles at Oxfam, alongside ongoing work as a consultant and facilitator supporting organisations to build more inclusive, effective workplaces.
Jessie holds qualifications in law, communications, and psychology, including a Master of Professional Psychology, and is a provisional psychologist.
Maybe you have some questions?
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Who do you work with?
We work with organisations that want to move beyond good intentions and create meaningful, embedded inclusion and inclusive practices.
Q Inclusion partners with organisations across the private and public sectors, including businesses, government departments and agencies, local councils, universities, and health services.
Whether you are developing an organisation-wide strategy, strengthening leadership capability, reviewing workplace systems and policies, designing or evaluating systems or programs, or addressing a specific challenge, we tailor our approach to your organisation, needs, and context.
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What does a DEI consultant do?
A DEI consultant helps organisations identify and address the systems, practices, policies, and workplace behaviours that influence diversity, equity, and inclusion. Effective DEI consulting goes beyond awareness training. It can include organisational assessment, strategy development, policy and process review, leadership capability, co-design, evaluation, workplace research, and the development of practical action plans. At Q Inclusion, we take an evidence-based and systems-focused approach. This means examining how organisational identities, diversity, policies, culture, and ways of working interact to create inclusion or exclusion. The objective is not simply to increase awareness, but to create measurable and sustainable organisational change.
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Why is evidence important in DEI?
Organisations have been investing in Diversity, Equity, and Inclusion initiatives since the 1950s, yet many of the core approaches and workplace interventions used today remain virtually unchanged. This persistence of legacy methods ignores the immense complexity of modern workforce and community dynamics, which are deeply driven by complex psycho-social factors such as power, stigma, human relationships, and systemic collaboration. When organisations rely on outdated, status-quo practices without questioning their efficacy, they risk implementing interventions that fail to address the root causes of inequity and systemic friction.
An evidence-led approach is critical because modern management science offers clear breakthroughs into what actually drives sustainable change—and importantly, which popular initiatives do not. Because DEI is too often treated as a "tick-the-box" exercise, decision-makers frequently prioritise superficial execution over the actual quality or impact of an initiative. As researchers Dobbin & Kalev (2016) highlighted, many standard, compulsory DEI interventions can backfire and actually worsen the diversity climate rather than improve it. Grounding strategy in rigorous evidence from the outset ensures organisations invest in high-impact, proven solutions rather than wasting resources on well-intentioned but ineffective practices.
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What is clinical health service design?
Clinical health service design is the process of developing or improving health services using clinical evidence, user needs, operational requirements, and the realities of how care is delivered.
Depending on the project, this can involve evidence review, stakeholder consultation, lived and living experience engagement, co-design, service mapping, program design, implementation planning, and evaluation.
For services supporting diverse communities, effective design also requires consideration of accessibility, psychological safety, inclusion, and the different barriers people may encounter when accessing or participating in care.
If you have more questions please get in touch.