Don’t Settle For Incremental Change, Be The Catalyst Of Action! Move From Transactional To Transformative & Put Your ED&I Policies Into Practice – With Impact!
New, Practical Strategies, Actionable Change & Evidence-Led Diversity, Equity & Inclusion Initiatives To Achieve Inclusion For All
REGISTRATION OPENS
08.15 Registration, Informal Networking & GIC Opening Remarks
09.00 Morning Co-Chairs’ Opening Remarks
Sanchia Alasia, Diversity & Inclusion Lead, Transport for London
Ifem Onoura, Head of Race, Equality & Inclusion, FA Premier League
MULTIPLE PERSPECTIVE
DIVERSE, EQUITABLE & INCLUSIVE LEADERSHIP
09.10 Lead With Integrity, Heart & Impact To Become The Leader People Want To Follow By Shifting From Passive Support To Proactive Change, Developing Tailored Leadership Programmes & Equitable Career Prospects
- Give your leadership team the tools to lead with integrity, making sure every voice is heard and empowered and fostering allyship from the top for equitable workplace cultures
- Authentically build trust and loyalty with your employees to boost morale and retention by tangibly demonstrating the value of ED&I initiatives and guaranteeing D&I as a critical part of your overall business strategy
- Utilise the full spectrum of your workforce’s experiences in leadership decisions to prioritise meaningful and inclusive outcomes
- Programmes, sponsorship, mentoring: what actionable steps can senior managers take to diversify their leadership structures today?
09.10 Perspective 1
Nicola Johnson, Director HR Centre of Excellence, Bentley Motors
09.30 Perspective 2
Natasha Snyders, Performance & Talent Lead & Organisational Psychologist, Centrica
PANEL Q&A
TRANSFORM INCLUSIVE CULTURES & MENTAL HEALTH & EMPLOYEE WELLBEING
09.50 Uncover Brand New & Refreshed Strategies To Promote A Highly Collaborative & Supportive Environments Where Employees Feel Connected, Understood & Valued With Their Mental Health & Wellbeing Protected
- To the modern employee, ‘casual Fridays’ and ‘pizza parties’ aren’t always seen as the best ways to boost employee morale and wellbeing. So, what does? Uncover what wellbeing truly means to your employees and how you can prioritise the balancing act between business requirements and employee expectations
- Do your employees feel comfortable enough speak about their wellbeing? Nurture a supportive and open culture which encourages conversations around their mental health and wellbeing
- Deep dive into ways organisations can truly respect their employee’s wellbeing and their time to create a work environment worth coming into every day
- How are organisations helping and supporting their employees’ workloads in order for them to be effective and maintain a sense of wellbeing?
- How can you improve culture right across the board at capacity and at scale?
Alistair Whittle, Vice President of Diversity & Inclusion, Citi
Ali Aslam, Deputy Director of EDI – Education & Training Portfolio, NHS England
Amy Pandazis, Inclusion Lead, DFS Group
Liza Khadjinova, Diversity, Equity & Inclusion Manager EMEA, Kao Corporation
Sarah Bohn, Global Head of People Experience, Pret A Manger
Phil McQuillen, Culture, Diversity & People Lead, E. ON UK
Shareen Pavaday, Deputy Director of EDI – Mandated Standards, NHS England
Nicola Cross, Client Relationship Manager, CMP
Dr Kul Verma, CEO, Deep Insight
CONFERENCE PARTNER
IT'S TIME TO FLIP DEI ON ITS HEAD
10.20 This session will explain how leaders need to understand that to be successful, DEI must be treated as a subset of organisational culture and cannot be handled simply as a matter of compliance for HR departments. Successful organisations have inclusive cultures which are led from the top, and cascade through their everyday activities. After all, inclusion is for everyone.
Sandi Wassmer, CEO, Employers Network for Equality and Inclusion (ENEI)
10.35 Morning Refreshment Break With Informal Networking
11.05 Bonus Session: Reserved For Exclusive Conference Partner, Evenbreak
DISABILITY & ACCESSIBILITY: A BUSINESS PRIORITY!
11.20 Translate Awareness Into Action, Cater To All Employee Needs & Dismantle Barriers By Strengthening Strategies & Reviewing Internal Processes To Ensure A Disability-Inclusive Workplace
- Accessibility is important for driving innovation, but it’s more than physical accommodations… discuss how to best accommodate and respect hidden and invisible disabilities as well to take practical steps and facilitate the provision of adjustments needed
- With over 1 billion people globally with visible and hidden disabilities, how can you build upon a company culture which prioritises employee’s differing needs and reflect a commitment to inclusion for all?
- When it comes to digital accessibility, how can you advocate for your people on a global level through employer resource groups?
- How can organisations improve disclosure rates by building upon employee trust and nurturing a culture with a willingness for open conversations?
Julie Thomas, Global Director of Inclusion, Diversity, Equity & Accessibility, Coca-Cola Euro Pacific Partners
Mohammad Koheeallee, QESH Co-ordinator & Lead Accessibility Ambassador GB, Coca-Cola
SOCIAL MOBILITY AS A CATALYST FOR CHANGE
11.40 Turn Your Organisation Into A Powerhouse Of Opportunity By Going From Transactional To Transformative & Responsibly Prioritise New Initiatives & Strategies To Recognise & Value Diverse Backgrounds
- Position your company as a trailblazer in social mobility and earn the respect and recognition that comes with being a truly responsible business by safeguarding employees from unfair prejudices because of their backgrounds
- Implement game-changing initiatives that create pathways for underrepresented groups, setting new standards for inclusion which are socially inclusive to all
- Build a brand that not only excels in business but impacts social communities by reframing exclusionary narratives and cementing social mobility and socioeconomic inclusion into your D&I agenda
PANEL Q&A
EMPOWERING NEURODIVERSITY
12.00 Empower, Advocate & Truly Understand The Intricate Differences Of Neurodiverse Employees To Create New Strategies Which Respect Their Needs & Power Their Potential
- Integrate neurodiversity into your organisational DNA, recognising and celebrating cognitive differences as a source of innovation and growth to drive enhanced performance
- Have you thought about how you can best support neurodivergent colleague through the small things? Discover new practices for accommodating neurodiverse employees, ensuring they are able to contribute fully and thrive at work
- Foster a respectful workplace where neurodiverse talent feels valued and supported with the tools and skills to succeed, leading to higher job satisfaction and loyalty
- How can you incorporate AI and automation to support your neurodiverse employees and colleagues?
Anouski Roberts, Head of Engagement & Inclusion & Diversity, New Day
Mohammad Koheeallee, QESH Co-ordinator & Lead Accessibility Ambassador GB, Coca-Cola
Aline Stokes, Inclusion & Diversity Director, Ipsen
Hannah Grantham, Group Head of Diversity, Equity & Inclusion, Lloyds Banking Group
Sabah Holmes, Head Of Profession, Brighton & Hove City Council
CASE STUDY
DISABILITY & ACCESSIBILITY: A STELLANTIS CASE STUDY
12.30 Uncover How The Automotive Giant Successfully Developed & Implemented A Global Disability Strategy
Rebecca Seymour, Global Director of Diversity & Inclusion, Stellantis
CONFERENCE PARTNER
CULTURE – CHANGE FOR GOOD: ANTI-BULLYING & HARASSMENT AT ROYAL MAIL
12.50 A Royal Mail case study to demonstrate how we set out an EDI and BHD position, connected it back to an EVP and then built a powerful video-based campaign to help to identify poor behaviours in potentially grey areas that the business is no longer willing to accept, in a real-life, Royal Mail-centred experience to resonate with the whole organisation.
Three takeaways from the session:
- Knowing your audience is a superpower
- People can smell the coffee – Don’t pull your punches with your DEI campaigns
- Make your work unmissable
Ben Watson, Managing Director, BlueGoose
13.05 Lunch & Informal Networking For Speakers, Delegates & Partners
13.35 Informal Breakout Sessions
a) Supporting LGBTQ+ Employees
Phil McQuillen, Culture, Diversity & People Lead, E. ON UK
Deon Pillay, Head of Marketing Technology, Enablement and Governance, Legal & General
b) Menopause
Anouski Roberts, Head of Engagement & Inclusion & Diversity, New Day
Sarah Guerra, DEI Strategic Adviser, Bank of England
c) Allyship
Shareen Pavaday, Deputy Director of EDI – Mandated Standards, NHS England
d) Transinclusion
e) Protected Characteristics
14.05 Afternoon Co-Chairs’ Opening Remarks
Shelley Bishton, Head of Diversity, Equity & Inclusion, NewsUK
Julie Stephens, Global Director of Wellbeing, Inclusion, Health & Safety, Bupa
14.15 Bonus Session; Reserved For Exclusive Conference Partner, Diverse Futures
Keith Conway, Founder & CEO, Diverse Futures
PANEL Q&A
INTERSECTIONAL OUTLOOKS: CHAMPION DIFFERENCES & INDIVIDUALITY
14.30 Go Beyond Lip Service To Create A Real Sense Of Belonging By Truly Embedding Intersectional Outlooks, Fostering An Open & Supportive Culture & Combatting Discrimination
- You know that sequential inclusion leaves people behind, so how can you create systemic inclusion that comprehensively addresses all sections of a person’s being?
- Broaden the lens of inclusion and promote intersectional equity by exploring your workforce mosaic to champion the complexities of employee’s backgrounds and combat biases
- Promote the sharing of knowledge and lessons learned within teams to enhance everyone’s understanding of the complexities within people’s workplace experiences
- We should be constantly reviewing and improving our intersectional strategies, so how can you look at the bigger picture to embed intersectional thinking throughout your latest ED&I approaches?
Deon Pillay, Head of Marketing Technology, Enablement & Governance, Legal & General
Alessandro Storer, Inclusion & Diversity Lead, OVO Energy
Patrick Ismond, Head of Equity, Diversity & Inclusion, RSPCA
Annisha Taylor, Head of Diversity & Inclusion, BBC
Sharniya Ferdinand, Enterprise Community Strategy Director, NatWest
TJ Richards, Outreach & Engagement Manager, Santander
UNBIASED RECRUITMENT: ATTRACTING & RETAINING THE BEST TALENT
15.00 Rethink Recruitment & Retention Initiatives By Mitigating Biases, Ensuring Inclusive Pipelines, Supporting Top Talent & Maximising Workforce Productivity
- With a multi-generational workforce, how can you create an inclusive and nuanced recruitment process that respects your potential employees’ differences and their time?
- How might a belief in the ‘anti-work generation’ impact your hiring process and what can you be building into your talent and retention initiatives to combat this?
- Cultivate loyalty from day one by ensuring your new hires feel welcomed, valued and integrated into the company culture, along with seeing clear and seamless development pathways for their future
- Don’t just focus on retaining your incoming talent, provide your current employees with clear, bias-free opportunities to ensure they all have equal opportunities to excel and showcase to their potential
Kulbir Shergill, Director of Social Inclusion, University of Warwick
15.20 Bonus Session; Reserved For Exclusive Conference Partner, neurobox
Mark Woodward, Head Of Workplace Adjustments, neurobox
15.45 Afternoon Refreshment Break With Informal Networking
16.30 Bonus Session; Reserved For Exclusive Conference Partner, Berkshire Consultancy
INCLUSION FOR ALL WORKSHOPS
16.15 Go Beyond Theory With Our Inclusion For All Workshops That Focus On Real-World Application
a) Multi-Generational Workforce
Lucy Hodges, Diversity, Equity & Inclusion Consultant, Group COO, NatWest Group
b) The Impact of AI
Temi Fawehinmi, Head of Diversity, Inclusion & Wellbeing, Hertfordshire County Council
c) Inclusive Language
Alessandro Storer, Inclusion & Diversity Lead, OVO Energy
d) Psychological Safety
Shelley O’Connor, Leadership & Management Development Senior Manager, Bank of England
e) Ethnicity & Race
DOUBLE PERSPECTIVE
DATA COLLECTION, MEASUREMENT & LONG-LASTING IMPACT
17.00 Make Informed Decisions, Demonstrate Commitment, Leverage Key Metrics & Ensure Your D&I Strategies Deliver Long-Term Results & Drive Meaningful Change
- Data disclosure: two of the most delicate words in a world that thrives on data building. How can you ensure that employees feel valued as individuals, not just as data points when collecting personal and sensitive information?
- What’s in it for them? Showcase how data measurement benefits your employees and helps to build an inclusive working environment by leveraging insights and implementing positive changes to company initiatives
- It can be a challenge to make the change… how can you build a complete picture, identifying the gaps and spotting the new opportunities for better inclusion from your data collection and measurement programmes?
17.00 Perspective 1
Nadia Bob-Thomas, Head of DEI, London Fire Brigade
17.20 Perspective 2
17.40 Afternoon Co-Chairs’ Closing Remarks & Official Close Of Conference
