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Drive Practical Action & Power Momentum With Genuinely Inclusive Cultures, Leadership Champions Champions & Insight-Driven, Evidence-Based Recruitment, Hybrid Working, Wellbeing & D&I Policies: Impactful, Refreshed & Innovative Diversity, Inclusion & Belonging Strategies Which Deliver Real, Long-Lasting Results. A One-Day, Practitioner-Led, Cross-Sector & Networking Event, 20th September 2022, Central London, Hilton London Canary Wharf

08.40 Registration, Informal Networking & GIC Welcome

09.00 Morning Co-Chairs’ Opening Remarks

Julie Thomas, Director - Inclusion, Diversity & Equity, Coca-Cola Europacific Partners

Sarah Burbedge, Head of Change, BBC Content Production Workflows, Design & Engineering, BBC


09.10 Guarantee D&I As A Critical Part Of Your Overall Business Strategy & Secure That All-Important Executive Support & Buy-In By Proving The Value Of D&I Sponsorship, Hitting Representation Targets & Diversifying At The Top Level

  • Engage the disengaged! Align your inclusion strategies with the board’s agenda to prove the vital work of D&I and convert SLTs from agnostic to dedicated D&I champions
  • Programmes, sponsorship, mentoring: what actionable steps can senior managers take to diversify their leadership structures today?
  • The D&I conversation will always be relevant, so how can we maintain consistent leadership support for long-term I&D initiatives for meaningful impact?
  • What does inclusive leadership look like amid the new digital age, and how can we make sure we consistently evolve with the times?

Peter Lewin, Senior Director, Global Direct-to-Consumer Growth, Strategy & Investment; Global Membership Lead, Levi Strauss & Co


09.30 Revolutionise Recruitment Processes To Diversify Talent Pools, Attract New Talent & Create Inclusive Pipelines For Improved Retention & Engagement

  • From job ads to aptitude tests...take tangible steps to mitigate unconscious bias from candidate selection with the best new tech, tools and systems in place
  • Avoid attrition spikes! Combine visual representation on top, an inclusive company culture, and consistent I&D strategies which make people feel valued, included, and welcomed to keep employees engaged in your organisation
  • We all know just how crucial it is to have a diverse talent pool! Train and educate recruitment managers to broaden their enrolment scope to diversify talent pools and remove any barriers so that tools are accessible to all
  • Benchmark the progress you have already made in order to conduct a review into your acquisition processes to really drive ongoing inclusive, equitable and fair recruitment

09.30 Lucile Kamar (She/Her), Head of Diversity & Inclusion, ITN

09.50 Dilal Ranasinghe, Group Executive Search Lead, bp



a) Trans-Inclusion

b) Ethnicity & Race

Mohammed Ilyas (He/Him), Head of Equality, Diversity & Inclusion, University of Hertfordshire

c) Neurodiversity

Meike Bliebenicht, Neurodiversity Programme Lead, bp

d) Socioeconomic Diversity

Louise Blythe, Senior Leadership Advisor & D&I Lead, BBC


10.30 Bonus Session; Reserved For Exclusive Conference Partner

11.00 Morning Refreshment Break With Informal Networking


11.30 Strive To Create & Develop A Company Culture That is Authentically Open, Inclusive & Change-Ready To Build Upon Allyship & Enable Employees To Bring Their Whole Selves To Work

  • Everyone should be striving for inclusive culture change! Explore critical insights to create a supportive culture that challenges micro-behaviours and converts agnostic colleagues without vilifying them
  • “Diversity is being invited to the party; inclusion is being asked to dance!”. Getting the balance right is essential, so how can you construct a psychologically safe and inclusive culture alongside your diversity strategies?
  • With hybrid working at the forefront of everyone’s minds, how can you foster inclusivity and promote openness amongst both office and remote workers?
  • Change culture doesn’t happen overnight! Reassure employees in the meantime that your work is genuine and authentic by demonstrating tangible evidence

Sarah Burbedge, Head of Change, BBC Content Production Workflows, Design & Engineering, BBC

Liza Khadjinova, Diversity & Inclusion Manager, McColl's Retail Group

Guy Neal, Head of Wellbeing, St. James's Place Wealth Management

Heather Palmer (She/Her), Senior Human Resources Business Partner, BBC

Tricia Lucas-Clarke, Early Talent Recruitment Inclusion & Diversity Manager, GSK

Meike Bliebenicht, Neurodiversity Programme Lead, bp

Lynn Roth (She/Her), Vice President, Conduct Culture & Ethics, Internal Audit, Citi

Claudia Carvell (they/them), Inclusion Lead; Social Mobility, Inclusion & Belonging Team, Co-op


12.00 Monitor The Progress Of Your D&I Journey By Capturing & Translating Data Into Actionable Insights To Ensure Meaningful Change & Improve Representation Within The Industry

  • Utilise your qualitative data! Examine your engagement surveys to set effective targets which can be measured to evidence the success of strategic decisions
  • Benchmark your development: unearth the pitfalls in your D&I strategies, and how can you create actionable initiatives which specifically target these areas?
  • Progress is being made with the gender pay gap, so how can you replicate these improvements to tackle other equally important underrepresented areas for bottom-line results?
  •  With so much sensitivity around personal data collection, how can you create an environment where employees are comfortable to provide extra data?

Dr Jenny Cook, Global Inclusion Manager & Head of Diversity Data,


12.20 Transform D&I Strategies To Counteract The Issues Associated With Flexible Working & Provide Unrestricted Development Opportunities For All To Reignite Engagement Across Your Organisation

  • While homeworking has created greater freedom and flexibility, how can you ensure that development opportunities are not restricted for those not physically present in the office?
  • Maintaining a communicative network and increasing inclusivity is key! With dispersed workforces prevalent across businesses today, what are the winning strategies for creating a true connection between colleagues?
  • Avoid reinforcing gender roles! Despite hybrid working offering a flexible alternative, how can you ensure you are avoiding gender biases in strategies moving forward?

Lucy Hodges, Transformation Change Manager, Restructuring, NatWest

Hannah Leach, Vice President, Culture & Learning, Carnival UK (P&O Cruises & Cunard)


Rachael Mitchell, Learning & Development Partner, Financial Ombudsman Service

Deboleena Dasgupta, Global Lead -Talent, DEI & Culture- Wealth & Personal Banking, Private Bank, Asset Mgmt & Insurance, HSBC

Gemma Parker, Diversity & Inclusion Partner, Pets At Home

Jacquie Sutherland, D&I Health & Wellbeing Consultant, The HEINEKEN Company

Romana Bruderer-Schwab, Global Inclusion & Diversity Manager, Dentons


12.50 Working Towards Becoming An Anti-Racist Organisation

Lurraine Jones, Deputy Dean for Equality Diversity & Inclusion, The Open University

13.20 Lunch & Informal Networking For Speakers, Delegates & Partners


13.50 Informal Breakout Discussions

a) Wellbeing
b) Awareness & Access
c) Unconscious Bias
d) Social Activism

14.20 Afternoon Co-Chairs’ Opening Remarks

Louise Blythe, Senior Leadership Advisor & D&I Lead, BBC

Mandeep Rupra, (She/Her) Head of Equity, Diversity & Inclusion, Citizens Advice


14.30 One Size Doesn’t Fit All! Examine Your Workforce Mosaic To Truly Understand The Nuances Amongst Identities, Foster A Genuinely Open & Supportive Culture & Create A Real Sense Of Belonging

  • Pivot your organisational efforts to consider the multi intersecting aspects of a person’s identity, and what it truly means to be intersectional
  • Ensure that targeted ERG’s collaborate and consider the many lived experiences of a person to prevent colleagues missing out on vital support or feeling alienated
  • Examine the barriers to understanding diversity holistically: what are the steps we can take to remove these and how can we encourage and empower staff networks?

Phillip Thomas, Senior Program Manager, Diversity Equity & Inclusion, Amazon

Nichola Swallow (She/Her), Co-Chair LGBTQ+ at Tesco colleague Network, Tesco

Mohammed Ilyas (He/Him), Head of Equality, Diversity & Inclusion, University of Hertfordshire

Ambily Banerjee, Head of Diversity, Equity & Inclusion, Global Drug Development, Novartis

Garry Clarke-Strange (He/Him), Head of Inclusion & Diversity, Greene King

Chami Dhillon, Group Head of Inclusion & Diversity, Kingfisher plc

Aseia Rafique, Diversity & Inclusion Specialist, Save the Children UK

Shamini Rajan (She/Her), Inclusion Partner, Aviva


15.00 Bonus Session; Reserved For Exclusive Conference Partner


15.30 Breaking Taboos & Removing Stigmas! Drive Mental Health & Wellbeing Awareness Across Your Organisation With Proactive D&I Strategies Which Create An Open Dialogue Across The Hybrid Setting

  • With hybrid and flexible working continuing to gain traction, how can we proactively help and support both office and remote workers with their stresses and anxieties?
  • Break down the taboo of discussing mental health in the workplace by creating a psychologically safe environment and providing direct avenues for employees who are struggling
  • From awareness weeks to first aiders and specialised services, what does good mental health support look like in practice, and what are employees today expecting from their workplaces?

Tia Priest, Head of Strategic Inclusion, Department for International Trade

15.50 Afternoon Refreshment Break With Informal Networking


16.10 Spotlight Session

a) Gender

Nichola Swallow, Co-Chair LGBTQ+ at Tesco colleague Network, Tesco

b) BLM

c) Disability

Phillip Thomas, Senior Program Manager, Diversity Equity & Inclusion, Amazon


16.30 Bonus Session; Reserved For Exclusive Conference Partner


16.50 Power Long-Lasting Change By Inspiring A Workforce Ready To Learn & Ensuring Inclusive & Unbiased Language Is Firmly Embedded Into Your Organisational DNA

  • Create real and long-lasting change by challenging the everyday use of language. How can you call out exclusionary language without creating an “us and them” environment?
  • Connect language to business impact to truly grasp the benefits! Understand how inclusive language can be used to increase your talent pool, retain top talent, boost engagement levels and generate business-critical influence
  • Smaller steps contribute to the wider goal! Avoid using archaic language in policies such as family leave to create a workforce absent of exclusionary and gender-bias

Louise Bailey, I&D Accelerator, OVO

17.10 Afternoon Co-Chairs’ Closing Remarks

Louise Blythe, Senior Leadership Advisor & D&I Lead, BBC

Mandeep Rupra, (She/Her) Head of Equity, Diversity & Inclusion, Citizens Advice

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