Rachael Millson

South Africa

Rachael is passionate about enabling social and environmental change. A participatory facilitator for over 15 years, she has been a founder and Board Director for two social enterprises, and has supported social enterprises in the UK, South Africa and Asia.


Following a range of leadership roles in the private and not-for-profit sectors here in the UK, Rachael spent a year in Tanzania, supporting the growth of micro businesses set up by women affected by HIV / AIDS. On her return in 2008 she founded Kilmorie, providing bespoke leadership training, coaching, facilitation and consultancy services to social enterprises and third sector organisations.

Rachael is a founder and Board Member of Tweedgreen, a community organisation working towards environmental sustainability and community resilience. She currently co-leads on the Eco-Hero Challenge, an environmental programme created by Tweedgreen for primary schools in the area, and has been instrumental in the set-up of the Secret Garden, a community garden in Peebles.

Rachael is a trainer of facilitators for Carbon Conversations in Scotland, a 6-session programme that supports participants to develop an individual and community response to climate change. She is also a Director for You Can Cook, a social enterprise that organises cookery classes, demonstrations and workshops on nutrition and food related issues all over Scotland.

1. Ensure the set up and delivery of our learning programmes are fully inclusive and accessible, stress testing them through an anti-racism and discrimination lens

2. Ensure the content, theories and models used in our programmes reflect a wider range of culturally diverse global thinkers. 

3. Actively support the feature equity diversity and inclusion as a topic on our leadership programmes, supporting our facilitators to deliver this.

4. Ensure our recruitment and facilitator selection processes operate in a way that attracts and provides opportunities for more people from culturally diverse backgrounds.

5. Robustly monitor the demographics of our learners to ensure we are attracting learners that are more culturally representative of the communities we serve.

6. Provide ongoing support for staff and facilitators during our EDI journey, in particular to those who might come from diverse backgrounds. 

7. Support all facilitators, staff and board members with their ongoing learning and development around equity, diversity and inclusion. 

8. Engage with and learn from individuals and organisations locally and globally tackling systemic racism and injustice.

9. Share learning from the Equity, Diversity and Inclusion working group internally and with other organisations.

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