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New Inspirations From 25 D&I, Gender, Equality & Mental Health Champions In Financial Services Share Their Fresh & Innovative Approaches In 1 Inspiring Day!

Power Momentum & Awareness & Champion Inclusion & Belonging: Impactful & Inclusive Gender, Diversity & Mental Health Strategies For Financial Services.
Drive Practical ED&I Action With Refreshed & Strategic Initiatives Which Tackle The Gender Imbalance, Prioritise Mental Health & Wellbeing, Represent Ethnic & Racial Minorities, Empower Diverse & Inclusive Leadership & Embed A True Culture & Sense Of Belonging For All

A One-Day Conference & Networking Event, 23rd November 2022, Central London. Group Discounts Available! Book 4 For 3.

08.30 Registration, Informal Networking & GIC Welcome

09.00 Morning Co-Chairs’ Opening Remarks

Paras Sood, Strategy & Transformation Director, Deutsche Bank

Cairene Gilbert, Head of Development & Inclusion, Handelsbanken

ETHNICITY & RACE

09.10 Translate Constructive Conversations Into Real Action & Change & Promote A Culture Of Growth To Represent & Retain Ethnic Minorities In Financial Services

  • Encourage productive conversations to embed the correct terminology in the workplace, reduce fear around topics of discussion, and develop an inclusive environment
  • What tools and systems can really tackle microaggressions and unconscious bias in the workplace, and across Financial Services today?
  • Broaden you selection criteria and train hiring managers to think differently to make sure that you do not miss out on top candidates from disadvantaged socio-economic backgrounds

Natasha Baugh, HR Manager, Revolut

GENDER: WOMEN IN FINANCE - Q&A PANEL

09.30 Engage, Retain & Support Women In Financial Services To Excel, Develop & Climb The Corporate Ladder With Refreshed, Impactful & Innovative D&I Strategies Guaranteed To Power Momentum & Deliver Real, Lasting Change

  • Progress is being made but the gender pay gap continues to be reinforced across Financial Services by the lack of female representation at the top… the time is now to proactively ensure women are supported in strategy and business decisions and are given real opportunities to succeed
  • Take the ‘Women In Finance Charter’ a step further by setting organisational goals which go beyond public targets to get ahead of the curve and truly showcase long-lasting progress and results
  • Tackling the increase of hybrid and flexible working: how can you ensure that you are not reinforcing gender stereotypes in your hybrid workforce?

Lucinda Wakefield, Head of Diversity, Equity & Inclusion, BNY Mellon

Elise Sabran, UK Head of Governance & Culture & Conduct, Société Générale

Maria Spooner, Head of Partnership Consultancy – Responsible Business, St. James’s Place

Charlotte Cobb, Head of HR, Smith & Williamson

Laura Cole, Managing Director, Head of HR UK & Europe, Standard Chartered

Jess Hardy, Inclusion Manager, AXA UK & Ireland

10.00 Bonus Session; Reserved For Exclusive Conference Partner

10.30 Morning Refreshment Break With Informal Networking

MENTAL HEALTH & WELLBEING - Q&A PANEL

11.00 Drive Mental Health & Wellbeing Awareness Across Financial Services, Move Away From The Burnout Culture & Strive To Make Removing Stigmas & Taboos A Business Priority With Proactive Strategies

  • Capture psychological safety in the workplace to drive inclusion and ultimately boost creativity to further your D&I mission across Financial Services
  • Where burnout has historically been seen as a badge of honour, move away from the toxic culture of overworking to ease imposter syndrome, stress, burnout and increase mental wellness, engagement, and productivity
  • From first aiders, awareness weeks, and specialised services, what are employees across the Financial Services expecting today from their organisation to tackle mental health and wellbeing in the workplace?
  • Create an open dialogue and ensure the onus and emotional labour to make change is not on the ones affected so everybody feels heard and is able to ask for support when needed

Drew Gibson, Head of Inclusion & Wellbeing, Santander

Carla Henison, Diversity & Inclusion Business Partner, Hymans Robertson

Camilla De Santis, HR Consultant, Bank of Baroda

DIVERSE & INCLUSIVE LEADERSHIP

11.30 Fuel Business-Critical Change From The Top Down & Overcome Preconceptions Of What Leaders In Finance Look & Act Like To Encourage Progression

  • Prove the value of your D&I programmes to secure that all-important executive buy-in and guarantee D&I as a critical part of your overall business strategy
  • Role models, sponsorship schemes, mentoring… what leadership behaviours best drive inclusion and create opportunities for everyone to flourish and grow in the company?
  • The D&I conversation will always be relevant, so what can the Financial Services be doing as an industry to maintain consistent leadership support for long-term initiatives with meaningful impact?
  • Empower diversity and change champions within senior leadership and support inclusive and genuine leadership to hit representation targets and true diversity at the top level

Natalie Saunders, Head of Colleague Proposition & Inclusion, Leeds Building Society

CULTURE, VALUES & ENGAGEMENT

11.50 Champion An Open, Supportive & Change-Ready Culture By Establishing A Culture Of Belonging In Financial Services Where All Colleagues Feel They Can Bring Their Whole Selves To Work

  • It all starts with a conversation! Overcome fears, stigmas and break down taboos with open channels of communication where everyone feels heard, understood and accepted in your organisation
  • Being celebrated, not just tolerated: promote employee networks and collaborate with resource groups to drive real cultural change and boost engagement across the FS industry
  • Build upon allyship, foster inclusivity and promote openness with credible strategies in place and authentic D&I initiatives

Claire Davies, HR Director GGB – Europe, Middle East, Africa & Asia, Gallagher

12.10 SPOTLIGHT SESSIONS

A) Gender

B) Disability

C) LGBTQ+

Pips Bunce, Director, Investment Banking Technology, Credit Suisse

D) Transgender

Joanna MacCann, Senior Manager, Group Inclusion & Diversity, Lloyds Banking Group

12.30 Lunch & Informal Networking For Speakers, Delegates & Partners

12.50 Informal Breakout Discussions

A) Belonging

Pierre Harscouet, DEIB Specialist, Checkout.com

B) Psychological Safety

C) Social Mobility

D) Equal Ops

E) Networks & Sponsor Schemes

F) Education

G) Financial Exclusion

13.30 Afternoon Chair's Opening Remarks

Iain Brumpton, Head of People Commercials & Performance, Zurich UK

13.40 Bonus Session; Reserved For Exclusive Conference Partners

INTERSECTIONALITY - Q&A PANEL

14.10 A Holistic Approach To Inclusion: Unite The Silos Across Your Organisation By Truly Understanding Your Workforce Mosaic To Capture Intersectionality, Equality & Drive A Real Sense Of Belonging Across Financial Services

  • What does it mean to be truly intersectional across the Financial Services today, and how can you prioritise intersectionality whilst recognising the nuances and different experiences of underrepresented groups?
  • Shift the focus from tackling single strands of diversity to addressing inclusion as a whole to foster a true sense of belonging amongst all employees and prevent alienation
  • Boost collaboration by encouraging and empowering staff networks to foster a genuinely open and supportive environment with EDI schemes that are built with everyone in mind

Jonny Briggs, Diversity, Inclusion & Resourcing Director, Aviva

Maninder Bahra, Former Chief Control Officer, Barclays UK

Lavaun Crowther, Human Resources Generalist, Asante Capital Group

Samantha Owo, Senior Inclusion & Diversity Manager (Race Action Plan Lead), Lloyds Banking Group

HYBRID & FLEXIBLE WORKING – IMPACT & VALUE

14.40 Reignite Engagement & Empower Your Hybrid Workforce By Adapting Strategies To Maintain Your Company Culture & Continually Advance & Drive Forward D&I Initiatives

  • Reflect and adapt to guarantee inclusion as a top business priority no matter the working location of your employees! Top tips on how to harness fundamental societal changes to re-engage your team and promote inclusion inside and outside of the office
  • Whilst working from home has created further opportunities and increased freedom for some, others have struggled – how can we support everyone’s wants and needs moving forward?
  • Part-time, job shares, flexible working… with the increased demand for a more flexible work-life balance in Financial Services, how can you ensure you are providing unrestricted development opportunities for all?

Emma Francis, Global Inclusion Lead, Ageas Group

15.00 Bonus Session; Reserved For Exclusive Conference Partner

15.30 Morning Refreshment Break With Informal Networking

DISABILITY, NEURODIVERSITY & ACCESSIBILITY

16.00 Tap Into Refreshed, New & Diverse Ways Of Thinking To Combat Barriers To Engagement By Prioritising & Shining The Spotlight On Accessibility, Neurodiversity & Visible & Hidden Disabilities

  • Unlock the potential of those who feel excluded from the Financial Services due to disability to ensure your products and services suit the needs of a diverse workforce and customer base
  • Think outside of the box: key steps your organisation needs to take today to include different ways of thinking to reach new heights of transformation and change
  • How can you pinpoint and identify where people continue to feel excluded? Ensure you are thinking about accessibility and looking properly into internal mobility across your organisation to truly diversify and improve representation across the Financial Services

Anouski Roberts, Head of Engagement & Inclusion & Diversity, NewDay

FS REGULATORY APPROACHES

16.20 Tackle The Lack Of Representation & Diversity In Financial Services By Exploring The Evolving Regulatory Landscape & Restrictions To Future-Proof Your DE&I Initiatives

  • What exactly does the BoE/PRA/FCA’s ‘Diversity and Inclusion in the Financial Sector’ discussion paper really mean for the industry as a whole? Are we really ‘working together to drive change’ to the full extent?
  • The roadmap to regulative diversity: get ahead of the curve by publishing your representation statistics and pay-gap reports beyond existing requirements and expectations of firms to ensure meaningful change and assess the progress of your D&I journey so far
  • D&I is not a box-ticking exercise! Look beyond reports and translate schemes and ideas into real action to champion diversity within Financial Services

Georgina Phillippou, Senior Advisor for Equality Financial Conduct, Authority

DATA: TRUST, COLLECTION & REPRESENTATION

16.40 Capture & Translate Critical Data Into Actionable Insights To Monitor Inclusion, Evidence Impact & Set Ongoing D&I Targets & Goals Across The Financial Services To Truly Celebrate Successes & Pinpoint Progress Areas

  • Tackling sensitivity and regulative issues surrounding data collection: explore best practice on how to build and encourage a culture of trust so that employees feel safe enough to disclose their sensitive data
  • Benchmark against fellow FS organisations and unearth pitfalls in your D&I strategies by developing initiatives and policies which specifically target these progress areas
  • Ensure high response rates and returns on your data collection efforts by maximising engagement through transparent communication about what the data is being used for, and by ensuring the platforms are accessible for all
  • Across the Financial Services progress is being made gradually around the gender pay gap, but how can we replicate these improvements to tackle other equally important underrepresented areas for bottom-line results?

Tamar Hughes, Group Head of Talent Development & Inclusion, The Phoenix Group

17.00 Afternoon Chair’s Closing Remarks & Official Close of Conference

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