08.30 Registration & Informal Networking
OPENING REMARKS
09.00 GIC Welcome & Morning Co-Chairs’ Opening Remarks
Fay Simpkins, Head of Occupational Health & Wellbeing, National Highways
Amber Evans-Jean-Baptiste, Brand Management, Nestlé
MEASURABLE IMPACT: DEI PRACTICAL IMPLEMENTATION & TAKEAWAYS
PANEL Q&A
09.10 Translate D&I Strategy Into Action By Focusing On Delivery Models That Create Measurable & Sustainable Impact
- Explore real examples that demonstrate how inclusive strategies have been embedded into everyday operations and discover what accelerated progress or created bottlenecks
- How can programmes go beyond pilot phases and embed DEI consistently across functions and geographies?
- Identify common execution challenges, including resource constraints and stakeholder alignment, and gain insight into the methods used to overcome them
Colleen Williams, Equality, Diversity & Inclusion Practice Lead for Children & Families, Birmingham Children’s Trust
Frances Corrigan, Diversity, Equity & Inclusion Network (ERG) Partner, Virgin Media O2
Jenneh Edem-Hotah, Head of Diversity & Inclusion, IntoUniversity
Yusuf Ali-Hassan, Inclusion Policy Manager, Change the Race Ratio
NEURODIVERSITY IN THE WORKPLACE
09.40 Design Working Environments That Unlock Neurodivergent Talent While Strengthening Performance & Productivity
- Review workplace systems such as recruitment and onboarding through a neuro-inclusive lens and demonstrate how adjustments benefits both individuals and teams
- Apply practical management strategies that leverage neurodivergent strengths, break down workplace stigma, and unlock untapped potential
- How can simple adjustments in the workplace bring out outstanding performance in neurodivergent colleagues while fostering loyalty and long-term team retention?
Temi Fawehinmi, Head of Diversity, Inclusion & Wellbeing, Hertfordshire County Council
CASE STUDY: D&I- A BUSINESS IMPERATIVE
10.00
Lucile Flamand, Chief Transformation Officer, Bibby Financial Services
10.20 Bonus Session; Reserved For Exclusive Conference Partner
10.50 Morning Refreshment Break With Informal Networking
TACKLING DEI FATIGUE & BACKLASH
PANEL Q&A
11.20 Maintain Credibility, Momentum & Engagement In An Environment Of Growing Resistance & Scrutiny
- Discover practical strategies to respond to changing employee attitudes and external demands, ensuring progress stays aligned with organisational missions
- How can we maintain trust across diverse audiences and understand how messaging has evolved during periods of challenge?
- Set long-term positioning in the context of social and political change, focusing on resilience over reactive responses
Jessica Dyson, Director, Performance & Culture, WHSmith
Karly Stevens, DEI Transformation lead, Product Engineering, JLR
Shereen Morgan, Associate Director Inclusion & Wellbeing, Flutter Entertainment
Doug Little (He/Him), Head of Student Equity, University of Nottingham
Munir Majid, Equality, Diversity & Inclusion Lead, Yorkshire Housing
BUILDING BUSINESS CASES FOR D&I
DOUBLE PERSPECTIVE
11.50 Connect Inclusion Investment To Commercial Performance, Accountability & Long-Term Value
- Evaluate both financial and cultural drivers using practical frameworks and learn to communicate impact in a way that resonates with senior leaders
- Innovate with creative approaches that reframe D&I language and positioning, to engage wider audiences without compromising core values or diluting impact
- Gain practical techniques for communicating impact at board level while maintaining alignment with wider business objectives
11.50 Perspective 1:
Amanda Wood, Social Sustainability Director, BAE Systems
12.10 Perspective 2:
Cheryl Samuels, People & Culture Director, Guy’s and St Thomas’ NHS Foundation Trust
AI: PRACTICAL USE CASES & ETHICAL ISSUES
12.30 Use Technology Responsibly To Improve Accessibility While Meeting Legal & Ethical Obligations
- How can AI improve accessibility across organisations whilst ensuring usage safeguards?
- Build an ethical AI roadmap that enhances critical human judgment whilst still driving inclusive and responsible outcomes
- Draw insights from technology-enabled solutions and examine the impact on productivity, retention, and inclusion
Leena Haque, Senior UX Designer, BBC
Sean Gilroy , Senior UX Principle, BBC
12.50 Lunch & Informal Networking For Speakers, Delegates & Partners
13.20 Lunchtime Peer-To-Peer Discussions
A) Employee Wellbeing
Karen Horridge, Head of Legal Engagement & Inclusion Programmes, HSBC
B) Allyship & Supporting LGBTQ+ Employees
Rachel Smallwood MBE Chartered FCIPD, Head of Talent UK&I, BAE Systems
C) Employee Experience
Daniel Chan, Senior Wellbeing and Employee Experience Manager, QBE Insurance
13.50 Afternoon Co-Chairs’ Opening Remarks
Patrick Ismond, Deputy Director – Culture, Talent & Inclusion, The National Lottery Community Fund
Rachel Brown, Director of Equality, Diversity & Inclusion, Northumbria University
CURATING COLLABORATION: INCLUSIVE LEADERSHIP
14.00 Embed Inclusion Through Leadership Behaviours That Shape Culture, Trust & Decision-Making
- Establish leadership structures and visible role modelling that embeds inclusive approaches and guarantee that organisational intent is translated into consistent action
- Identify leadership actions that influence belonging and performance and analyse how accountability is reinforced through daily behaviour rather than statements
- Consider psychological safety as a leadership responsibility and recognise signals that reinforce safe and inclusive environments
Emrean Kandola, Business Consultant Manager & ED&I Specialist, Yorkshire Water
14.20 Bonus Session; Reserved For Exclusive Conference Partner
NAVIGATING THE GEOPOLITICAL LANDSCAPE
14.35 Navigate External Political, Social & Regulatory Forces Shaping Organisational D&I Priorities
- How are global political shifts, cultural movements, and regulatory divergence impacting on workforces and diversity strategies?
- How can professionals navigate employee expectations and reputational risks during turbulent times and balance competing priorities?
- Review key legislative developments shaping D&I policy globally and understand implications for cross-border operations
- Draw strategies for long-term decision-making that protect credibility and consistency rather than relying on reactive change
Dr Rebecca Loy, Diversity & Inclusion Partner, National Museums Liverpool
INCLUSION METRICS, ROI & INDUSTRY COLLABORATION
14.55 Measure What Matters: Demonstrate Impact, Bring Meaning To Metrics & Position D&I As A Catalyst For Growth
- Examine measurement approaches that go beyond surface-level reporting and discover how insight informs strategy and accountability
- Identify industry-wide challenges as shared responsibility and see how collaboration accelerates progress
- Deep-dive into frameworks for data, standards, and partnerships that demonstrate results and determine the roadmap for scaling programmes
Helen Cooke, Head of Culture & Inclusion, Metro Bank
15.15 Afternoon Refreshment Break With Informal Networking
INCLUSIVE TALENT PRACTICES & UNBIASED RECRUITMENT
15.45 Remove Structural Barriers To Opportunity Through Fair & Inclusive Talent Practices
- How can teams assess their recruitment and progression practices through the lens of social mobility and ensure guardrails against biases entering decision-making?
- Consider practical methods for widening access to talent and understand how inclusion strengthens workforce capability
- How can we measure the long-term impacts of inclusive talent practices to maintain reputation and drive positive performance and retention?
PSYCHOLOGICAL SAFETY, ORGANISATIONAL CULTURE & WELLBEING
16.05 Shape Your Organisation Beyond D&I Initiatives, Imbed Psychological Safety & Cultivate Environments Where Everyone Thrives
- Explore the relationship between psychological safety, decision-making, and performance to fuel inclusion and drive competitive advantage
- Develop frameworks that align D&I with wellbeing and health and safety priorities, recognising that psychological and physical safety are interconnected foundations of organisational success
- Uncover key new strategies to move beyond traditional D&I approaches and reconnect with the lived experiences that drive real change
- Cultivate leadership behaviours that build trust and equip leaders with the skills and tools to confidently support employees in times of tension
Dante Frederick, Diversity & Inclusion Partner, Greater for Dante
CASE STUDY: BEYOND INITIATIVES
16.25 Inclusive Culture (Exploring how inclusion can move beyond standalone initiatives to become embedded within organisational culture)
Stephanie Garforth, Head of Culture Change, ASOS
INTERSECTIONALITY IN ACTION
PANEL Q&A
16.45 Shape Organisational Structures To Support Intersectionality For A Diverse, Multi-Dimensional & Evolving Workforce
- How can we open pathways for underrepresented talent and tackle structural and cultural barriers within industries?
- What approaches can we take beyond ERG’s to advocate intersectional thinking at work?
- Making small changes! Harness the power of language around diversity, with key adjustments that can make inclusion work more accessible while maintaining meaningful progress
- Navigate workforce expectations across generations, from emerging talent to late-career employees
Dante Frederick, Diversity & Inclusion Partner, Greater Thameslink Railway
Safrina Ahmed, DEI Partner, Save the Children UK
BAT CASE STUDY: DATA & INCLUSION
17.15
Fran Fisher, Global Head of Employee Listening, BAT
Emily Heath, Global Diversity, Equity, Inclusion & Belonging Manager, BAT
DISABILITY & ACCESSIBILITY IN THE WORKPLACE
17.35 Design Inclusive Environments & Experiences That Work For All Employees
- Explore organisational barriers to accessibility across digital, physical, and communication channels and see how gaps affect performance and engagement
- Apply inclusive design principles to internal systems and external touchpoints to support efficiency and trust
- Engage in accountability frameworks that move beyond compliance tick-boxing and drive sustained, collective ownership
Gill Thomas, Diversity & Inclusion Lead , Balfour Beatty plc
17.55 Afternoon Co-Chairs’ Closing Remarks & Official Close of Conference
Patrick Ismond, Deputy Director – Culture, Talent & Inclusion, The National Lottery Community Fund
Rachel Brown, Director of Equality, Diversity & Inclusion, Northumbria University
