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Bring About Real, Lasting Change & Drive Performance With Inclusive Cultures, Engaged Leaders & Powerful Staff Networks To Practically Embed Diversity, Inclusion & Belonging Within Organisations: Go Beyond The Buzzwords & Create Truly Inclusive Cultures, Develop Unbiased Recruitment, Pay Reporting & Progression Strategies, Engage Leaders, Incorporate Intersectionality, Protect Employee Mental Health & Build Powerful Staff Networks & Mentoring

A VIRTUAL, One-Day, Industry-Led Diversity Conference & Networking Event, 21st April 2021. 96% Delegate Satisfaction At Our November Event! Already Attending? Find out more about our virtual platform here. Group Discounts Available! Please call +44 (0)20 3479 2299 for more details. 


33 D&I Leaders Unite To Share How They Are Further Driving Inclusive Cultures, Building Diverse Organisations With Allyship From Intern To CEO & Proving The Tangible Human & Business Impact Of Robust D&I Strategies:

  1. Ensure D&I Is More Than A Buzzword: Harness strategies that drive positive impact and lay the foundations for an inclusive future
  2. Build Cultures Which Promote Diversity, Inclusivity, Belonging & Accommodate Everyone: Break down barriers and establish a truly unified, supportive and authentic workforce
  3. Keep D&I Firmly On The Corporate Agenda: Demonstrate the business case for D&I and guarantee leadership buy-in even when times are tough
  4. Raise The Profile Of Intersectionality: Offer greater support to individuals with protected characteristics and develop holistic strategies
  5. Create An Open Dialogue Around Mental Health & Wellbeing: Remove the stigma and incorporate mental health and wellbeing into your organisation to truly support all employees
  6. Inclusive Pipeline Strategies For Unbiased Recruitment & Progression: Remove unconscious bias from the recruitment process and attract people of difference to broaden your pool of talent – and impact!
  7. Remove Pay Discrepancies & Close The Pay Gap Across The Board: Tips on how to gather data, unpick the detail, take action on inequality and communicate transparently
  8. Foster A Workplace Community – Staff Networks & Reverse Mentoring Done Right: Break down organisational barriers with powerful networks and reverse mentoring to encourage conversation, support and performance

Proudly Sponsored By...

What's New At The 3rd Annual Diversity & Inclusion Conference?


  • We've Gone Virtual With Dedicated & Practical Diversity Case Studies! Join us live from the comfort of your own home or office - no travel needed!
  • 30+ Cross-Sector HR & D&I Directors Speaking from Finance, NHS, Pharma, FMCG, Government, Travel, Public Sector, Manufacturing, Sport and many more
  • 96% Satisfaction Rating At Our Most Recent Virtual Diversity & Inclusion Conference
  • NEW! Informal Networking Lounge Discussions: More Interactivity, In-Depth Case Studies, Discussion & Debates
  • NEW! Headline Speaker! Hear Pips Bunce, Director at Credit Suisse and Winner of the Inspirational LGBTQI Leader at the British LGBT Awards, tell her inspiring story navigating through the financial services world as a person of difference
  • Capture The Momentum Of 2020 To Embed Progress In 2021!
  • NEW! European Perspectives! New Speakers From Across Europe
  • Dedicated Virtual Networking
  • One-Day, Brand-Led Event
  • Protected Characteristics & Topical Informal Breakout Discussions: Race, LGBT , Differently Abled, Social Mobility, Neurodiversity & Mental Health
  • 3 Panel Discussions: A) Powerful Networks & Reverse Mentoring B) Creating Inclusive Cultures C) Intersectionality
  • Join Us Virtually & Have Your Say! Live discussion boards, direct messaging capabilities, virtual exhibition space and peer discussions

"Thanks so much for yesterday’s event, it was really insightful and I enjoyed connecting with a number of like-minded individuals to discuss some of the current challenges we’re facing in the D&I space."
HR Support Manager, M&S (attendee from our recent Virtual D&I Conference, November 2020)

Why Attend This Virtual Diversity & Inclusion Conference - Action, Results, Impact


It’s easy! All you need is internet access and a password which we will provide. No need to download any specific software or apps. In the comfort of your own surroundings, you will be able to:

inspiring speakers

Inspiring Speakers - Listen to market-leading, brand-side speakers as they share their hard-won insights and experiences with hot topic presentations and panels

connect

Connect & Network - Networking is easy with the use of our discussion board, direct messaging facility, meeting request buttons, live polling and social media feed. Have your say and meet the other attendees

live chat

Live Chat - Pose your own questions and comment via the live chat function and interact with other delegates and speakers in real time

exhibition

Virtual Exhibition - Explore the 'virtual exhibition stands' and speak directly to our carefully-chosen exhibitors to help you tackle your business challenges directly

roundtables

Virtual Roundtables & Peer Discussions - There will be breakout discussions during the day to discuss specific areas of interest with like-minded attendees to tailor your experience

virtual face to face

Virtual Face-To-Face Meetings - Start a conversation with fellow delegates or exhibitors and discuss your individual needs and challenges one-to-one.

Go Virtual - It’s Easy! All you need is good internet access and a password which we will provide. No need to download any specific software or apps. Presentations and panels are live, and you can type in questions or comments to our Q&A section, live polling or social feed. If you would like to participate in any breakout discussions, it’s just a normal zoom call. You can also direct message or request a meeting with any of the other attendees on the online platform. Sessions will be recorded and will be available as on-demand content for a short while after the event.

You'll Be In Safe Hands. Here's What Previous Attendees Have To Say:


'Very interesting, of the moment and great food for thought!' Standard Life

'A good mix of industry sectors represented and a great set of informative speakers.' Vodafone

‘Thought provoking, engaging and insightful.’ United Utilities

30+ Diversity & Inclusion & HR Directors Give Powerful, Practical & Inspiring Case Studies In 1 Day! Ensure D&I Is More Than A Buzzword ● Embed Inclusive & Supporting Cultures ● Build The Business Case For D&I ● Intersectionality ● Protect Employee Mental Health ● Unbiased Recruitment & Progression ● Transparent Pay Gap Reporting ● Powerful Networks & Reverse Mentoring

Bring About Real, Lasting Change & Drive Performance With Inclusive Cultures, Engaged Leaders & Powerful Staff Networks To Practically Embed Diversity, Inclusion & Belonging Within Organisations: Go Beyond The Buzzwords & Create Truly Inclusive Cultures, Develop Unbiased Recruitment, Pay Reporting & Progression Strategies, Engage Leaders, Incorporate Intersectionality, Protect Employee Mental Health & Build Powerful Staff Networks & Mentoring

A One-Day, Practitioner-Led Virtual Diversity Conference & Networking Event, 21st April 2021. Download The Complete Agenda Here >>

08.50 Log In, Watch The GIC Welcome Video & Explore The App

09.05 Morning Chair’s Welcome & Opening Remarks

Pamela Brown, Head of Diversity & Inclusion, West Midlands Ambulance Service

INTRODUCTION - 2020 LESSONS LEARNT

09.15 Going Beyond The Buzzwords: Embed D&I Into The Organisation

Following 2020, diversity and inclusion is on every company’s “bucket” list. It is being incorporated into employer branding strategies and is seen as an approach to boost approval ratings and company image. BUT, how can we, as D&I and HR professionals, ensure that it is so much more than just a buzzword? How do we ensure our work really becomes part of the organisational DNA, makes a significant positive impact on individuals in our business and lays the foundations for the working world of tomorrow?

Tiger de Souza, Volunteering, Participation & Inclusion Director, National Trust

CREATING INCLUSIVE CULTURES – PANEL DISCUSSION & Q&A

09.35 Proactively Advance Your Inclusion Strategies & Build Open Cultures Which Support & Engage Every Employee

  • All about the “right fit”… prove this “fit” works two ways by considering the needs of your current, and future, employees to build a business that accommodates everyone
  • Create business cultures where people of difference can not only bring their authentic selves to work, but thrive, contribute, and shape organisational direction
  • Strong allies and advocates are not made overnight! Develop D&I initiatives which are open to all colleagues to battle indifference, break down barriers and establish unified workforces

Marta Pajon-Fustes, Head of Technical, Inclusion & Diversity, innocent drinks

Michael Anaman, Head of Service Delivery & Inclusion, NOW

Nicole Zube, Senior HR Director, European Supply Chain & Inclusion & Diversity, Kellogg Company


Sarah McPake, Head of Talent, Insights & Inclusion, TSB Bank

Aidan Healy, Business Psychologist & CEO, Lexxic

SNAPSHOT: PROTECTED CHARACTERISTIC CASE STUDY

10.05 Exploring The Complexities Of Trans, Gender Identity, Intersectionality & Authenticity & The Role Of Allies

  • From realisation to rewards, hear from Pips Bunce, Director at Credit Suisse and her inspiring journey, navigating the financial services world as a person of difference 
  • Trans 101: one size doesn’t fit all! Explore the complexities within the transgender umbrella and the nuanced spectrum of gender identity, expression, biological sex and sexual orientation
  • Allyship: make the uncomfortable comfortable, celebrate courage and challenge the conventional to build the foundations of a supportive work environment
  • The value of valuing diversity: celebrating and championing diversity doesn’t just have a human impact but a business impact too
  • We know it’s important to further education, understanding and support diversity, but what are the tangible steps we can take?

Pips Bunce, Director/ Head of Investment Bank Technology Strategic Programs, Credit Suisse

10.25 Morning Coffee Break & Informal Networking

ENGAGE LEADERS, PROVE IMPACT

10.55 D&I Has Been Making The Headlines, But How Can You Prove D&I Is Not An Optional Extra, Even In A Recession, & Ensure It Stays Firmly On The Corporate Agenda?

  • During difficult economic times, and as businesses tighten belts, how can you guarantee leaders commit to ongoing D&I support and allocate budget, resources and time?
  • Produce passionate inclusion champions amongst your leaders who go above and beyond to empower employees and push D&I initiatives forwards
  • The business and human impact: demonstrate the positive correlation of high inclusion to employee wellbeing, retention, performance and business success

Shelley Bishton, Head of Creative Diversity, News UK

BONUS SESSION

11.15 Embedding Diversity and Inclusion throughout the Talent Lifecycle

  • Building diverse talent pipelines
  • Removing bias in your recruiting through leveraging AI matching
  • Engaging with diverse candidates, creating diverse talent networks

Andreea Wade, Portfolio Director AI/ML, iCIMS


Amber Brown, Product Solutions Manager, iCIMS

INTERSECTIONALITY - PANEL DISCUSSION & Q&A

11.35 One Size Doesn’t Fit All! Raise The Profile Of Intersectionality To Drive Holistic D&I Strategies

  • Increase awareness of intersectionality to fully incorporate it into your existing D&I strategy
  • What are the steps to take existing, established, initiatives or staff networks and open them up to include individuals with multiple protected characteristics?
  • From laser focus to holistic approach: what can we do to offer greater support to individuals who may be carrying a greater ‘emotional tax’?

Misel Ahom, Global Diversity & Inclusion Director, Beiersdorf

Paul Deemer, Head of Diversity & Inclusion, NHS Employers

Alvine Trémoulet, Global Diversity, Equity and Inclusion Lead, Pfizer

Sarah Gosiewska, Culture, Inclusion and Engagement Lead, Thames Water

Janet Tidmarsh, Head of Diversity & Inclusion, Whitbread

BONUS SESSION

12.05 The Future Of Inclusion: Why Behavioural Science Is The Future Of D&I

  • Why traditional DEI initiatives don’t always succeed - wasting resources and goodwill
  • Why the wrong approach, with the best of intentions, can lead to polarisation, resentment and harm DEI progress
  • How to use behavioural science to build a successful DEI programme
  • How to measure progress in D&I

Dr Janet Ahn , Chief Behavioural Science Officer, MindGym

12.25 Lunch Break & Informal Networking

12.45 Informal Networking Lounge Discussion Conversations

A) How To Transcend Diversity Through Inclusion & Belonging

Anna Mouchref, Head of Culture & Diversity, Siemens Digital Industries

B) Building The Business Case For D&I

Åsa Nilsson Billme, Head of Business Diversity & Inclusion Strategy & Planning, Nordea

C) Psychological Safety & Inclusion

Liz Douglas, Head of HR – Corporate Functions, Inclusion & Diversity, Anglo American

13.25 Afternoon Chair’s Welcome & Opening Remarks

Theresa Palmer, Global Head of Diversity & Inclusion, BAE Systems Applied Intelligence

FACILITATED BREAKOUT DISCUSSION

13.35 Facilitated Breakout Discussion

A) Protected Characteristic Discussion – RACE

Paulette Balson, Chairperson of BAME, Tesco

B) Protected Characteristic Discussion – LGBT

C) Protected Characteristic Discussion – DIFFERENTLY ABLED

Kevin Bowsher, Equality, Diversity & Inclusion Lead, Mace

D) Protected Characteristic Discussion – SOCIAL MOBILITY

Silke Heinrichs, Head of Diversity & Inclusion, Roche Diagnostics GmBh

E) Protected Characteristic Discussion – NEURODIVERSITY

Helen Townend, Technical Director for Inclusion, Amey

MENTAL HEALTH

13.55 As The Pandemic Shines A Spotlight On Employee Mental Health & Wellbeing, How Can We Create An Open Dialogue To Support Staff & Shake The Mental Health Taboo?

  • How can we remove the stigma at work and create a culture of trust to empower staff to speak up, disclose their mental health needs and receive support?
  • With more than 1 in 5 employees having resorted to calling in sick due to workplace stress, what are the proactive measures D&I and HR professionals can take to improve employee wellbeing and increase productivity?
  • As remote working endures, what can we do to replace those ‘watercooler chat’ moments and spot colleagues struggling to actively reach out for help?

Dr. Stephanie Fitzgerald, Senior Business Partner - Mental Health, Rolls Royce

UNBIASED RECRUITMENT & PROGRESSION – DOUBLE PERSPECTIVE

14.35 From Job Posting To Interviews, To Onboarding & Progression: Increase Workplace Diversity With Inclusive Recruitment & Talent Pipelining Strategies

  • Social mobility in action! Review your selection criteria to widen the talent pool and refresh internal perception of which attributes the “best person for the job” actually has
  • You can’t just expect people to come to you! Write inclusive job adverts which proactively appeal to people of difference and demonstrate how your organisation could be their next career step
  • Take advantage of software to remove human unconscious bias from recruitment, pool a strong, diverse list of candidates and train hiring managers on how to see the individual, not their characteristics
  • Not just for the grassroots: recruitment and progression strategies which achieve tangible career development and champion visible difference in leadership roles
  • Pivot recruitment and onboarding strategies to ensure that the remote hiring process still promotes inclusivity and allows new starters to bring their whole selves to work
  • What does success look like? Benchmark progress to review your recruitment and talent strategies to drive ongoing improvement

14.35 Perspective One

Nerys Thomas, Head of Inclusion & Diversity, Leonardo


14.55 Perspective Two

Mark Lomas, Head of Equality, Diversity & Inclusion, HS2 Ltd.

PAY GAP REPORTING

15.15 Equal Work, Equal Pay? Drill Into The Detail Of Your Organisational Pay To Unearth Discrepancies, Report Transparently & Identify Opportunities To Close The Pay Gap Across The Board

  • Following the publication of the gender pay gap report, what impact have you seen on your organisation’s culture, reputation and the wider industry?
  • If you haven’t historically captured data on broader protected characteristics - what steps can you take to gain the trust of your workforce to disclose their characteristics and prepare your organisation for pay reporting on race and disabilities?
  • With so much sensitivity around pay reporting, how can you communicate this effectively to staff?
  • As awareness of intersectionality increases, how can we address the problem for people who may be disadvantaged by the pay gap in multiple ways?

Loraine Martins, Director of Diversity & Inclusion, Network Rail

USING DIVERSITY & INCLUSION TO IMPROVE THE PERFORMANCE OF YOUR ORGANISATION

15.35 AssessFirst Case Study

  • Understanding Diversity: What are we (really) talking about?
  • How Soft Skills can boost Diversity: Hiring more than a pedigree…
  • Results you can expect: How Diversity impacts the bottom-line

David Bernard, CEO, AssessFirst

Derek Redmond, Former British, Commonwealth, European and World Champion
And 2 time Olympian. Motivational, Inspirational Speaker. Business Performance Coach
International Best Selling Author.

15.55 Afternoon Coffee Break & Informal Networking

POWERFUL NETWORKS & REVERSE MENTORING - PANEL DISCUSSION

16.25 Create A Workplace Community! Develop Supportive Staff Networks Which Drive Inclusion & Reverse Mentoring Which Fosters Education & Breaks Down Organisational Barriers

  • HR or staff led? Top tips for setting up, and maintaining, successful staff networks and reverse mentoring
  • How can you encourage everyone to get involved – from senior leadership to allies and inclusion champions?
  • What benefits have organisations and individuals seen from introducing networks and reverse mentoring?

Ama Ocansey, UK Head of Diversity & Inclusion, BNP Paribas

Laura Heeley Archer, Senior Governance & Planning Manager, HomeServe

Kevin Bowsher, Equality, Diversity & Inclusion Lead, Mace

Claire Parker, Senior Diversity & Inclusion Manager, Britvic Soft Drinks Ltd

Kate Richardson, Head of Inclusion & Wellbeing, Quilter

16.55 Afternoon Chair’s Closing Remarks

17.00 Close Of Conference


Global Insight Conferences is a rapidly-expanding and highly entrepreneurial conference company with a number of graduate job vacancies. We only employ individuals who are passionate about conferences, passionate about their personal growth and performance and passionate about being the best. Please send your CV with a covering letter to hr@globalinsightconferences.com


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