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20 Speakers Have Now Confirmed To Present At The Virtual Diversity & Inclusion Conference, 19th November!

Embed Inclusive Cultures & Lessons From 2020 To Bring About Real Change & Drive High-Performance Teams & Leadership Buy-In: Fuel The Future Of Diversity, Inclusion & Belonging In Organisations

2020 Lessons Learnt To Drive D&I Culture Of Inclusivity & Belonging Intersectionality Unbiased Recruitment & Progression BLM: Maintain Momentum Engage Leaders, Prove Impact Mental Health Powerful Networks & Reverse Mentoring Pay Gap Reporting

A One-Day, Practitioner-Led Virtual Conference & Networking Event, 19th November 2020

20 Keynote Speakers Have Confirmed To Present Including; AIG, Heathrow, Ofcom, Uber, Standard Chartered, Bank Of Ireland & Ferrero

09.00 Log In & GIC Welcome

09.10 Morning Chair’s Welcome & Opening Remarks

Dr Francesca Emmett, Head of International Relations & Crown Copyright, Her Majesty's Prison & Probation Service


09.30 Leverage 2020 Lessons Learnt To Drive The Future Of D&I

In a year when we’ve had to achieve more with less, COVID-19 has changed the working world, highlighted existing inequalities especially for women, people with disabilities, ethnic minority groups and older workers who are more likely to be in roles that may not be conducive to home working, or on part-time, temporary or zero-hours contracts. That along with action from the Black Lives Matter movement, many companies are taking stock of their diversity priorities, so just what is the role of D&I professionals to further true inclusion in business and what are the building blocks for them to cement a strong foundation in their organisation?

Julie Dennis, Head of Diversity & Inclusion, Acas


09.50 Embed A Sense Of Inclusion & Belonging Into Your Organisational DNA For Engaged, Productive Employees Who Can Bring Their True, Authentic Selves To Work

  • From recruitment and onboarding to progression and leadership, how can you cultivate an authentic culture where everyone feels accepted with openness?
  • Counter ambivalence, encourage allyship and two-way communications for empowered champions of inclusion that drive and maintain culture change from within
  • How can you effectively measure how inclusive your culture is?
  • With more flexible working patterns and the steady return to the office, how do you build inclusivity to ensure employees with protected characteristics are still centre stage?

Vicky Bawa, Head of Diversity & Inclusion, BAE Systems, Maritime & Land Sector

Barry Boffy, Head of Inclusion & Diversity, British Transport Police

Muna Hassan, Account Manager (ED&I Champion), Roche Diagnostics

Oonagh Kelly, HR Director, Bank of Ireland

Raashi Sikka, Head of Diversity & Inclusion - EMEA, APAC & Global Uber Eats, Uber

Lauriel O’Neill, Head of D&I UK and EMEA, AIG

Melissa Soh, Global Diversity & Inclusion Specialist, Standard Chartered Bank

10.30 Morning Coffee Break & Informal Networking


10.45 Practical Experiences Of Unifying Your Workforce Rather Than Fitting Into Boxes To Bring People Together & Create A Universal Sense Of Inclusion

  • One size doesn’t fit all: raise awareness of intersectionality and fully incorporate it into your existing D&I strategy
  • Blur the boundaries between different characteristics to ensure you are looking at the bigger picture where everyone is included
  • What are the biggest challenges in looking at diversity holistically - and how can you overcome them?

Perspective One

10.45 Amy Priest, Diversity & Inclusion Manager, Experian

Perspective Two

11.10 Barry Boffy, Head of Inclusion & Diversity, British Transport Police


11.35 Attract A Wide Pool Of Talent & Remove Unconscious Bias From The Recruitment Process To Move Towards A More Diverse Workforce

  • Enable recruitment staff create inclusive adverts and tests with the right language to appeal to different backgrounds and train hiring managers on how to see the individual, not their characteristics
  • From flexible working to transparent pay reporting, what are the key employer requirements today to attract diverse talent?
  • Understand who is applying for your jobs with advanced data collection methods to recognise when your recruitment strategy needs improving
  • From talent pipelining to board representation: create tangible progression pathways which prove anyone can get to the top
  • 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

Arbi Rai, Senior Manager – Early Careers, Lloyds Banking Group


How To Ensure Diversity & Inclusion Is Evident In Your Hiring Processes

Nearly 90% of HR leaders said they feel their organization has been ineffective or flat at increasing diversity representation, a Gartner report found. The same April survey of heads of Diversity, Equity and Inclusion (DEI) found that 69% are prioritizing advancing underrepresented talent.

The report found that HR and DEI leaders must address the systemic bias embedded in their systems, processes, and stakeholders to truly increase the diversity of workforces. In this webinar, Oleeo explores how this can be done right from the beginning of the hiring process. Key themes explored will include:

  • The importance of using brand content at every stage in the journey to be inclusive, engaging, and relevant to the unique questions diverse candidates have
  • How to understand where your message is resonating and configure workflows that deliver inclusive, role-specific content at any stage in the candidate journey
  • Pointers on how to ensure debiased job postings using technology
  • Harnessing events to attract more diverse candidates
  • Applying blind recruiting and AI-driven scoring to rank candidates based on their skills and competences alone
  • Learning from data insights to know where DEI candidates are dropping out historically and planning improvements to help improve your next hiring cycle.

Jeanette Leeds Maister, Managing Director, Oleeo


12.00 BLM: Maintain Momentum, Bring About Real Change

It's not very often that one moment changes everything in the way that George Floyd's death has ignited activism and held a mirror up to society. As the Black Lives Matter movement took centre stage and more and more people reflected on their privilege and allyship, organisations rushed to stand with the cause and make a meaningful impact. But how can we ensure that our actions are meaningful, and that we carry this momentum into the future with us?

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

12.25 Lunch Break & Informal Networking


13.00 Protected Characteristics Case Studies: Delving Into The Complexities Of Protected Characteristics


Ian Adams, Director of Membership & Stakeholder Engagement, NHS Resolution

B) Social Mobility

C) Race

Sabina Khanom, Head of Inclusion, Aviva

Session Reserved: Speaker Details Coming Soon! Please Check For Updates

D) Gender

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

E) Differently Abled

F) Trans

G) Neurodiversity

13.30 Afternoon Chair's Opening Remarks

Kerri-Ann O’Neill, People & Transformation Director,


13.45 Real-Life Insights Into Winning Buy-In From Leadership To Foster Allyship & Inclusive Cultures From The Top & Secure Continued Investment & Support

  • How do you align inclusion strategies with the board’s agenda to prove the crucial importance of D&I and recession-proof your role and strategies?
  • Create passionate inclusion champions out of leaders who go above and beyond to empower employees and push for a culture of belonging
  • Go beyond paying lip service! What are the best metrics to demonstrate the human and commercial benefits of real diversity and inclusion impact?

Vicky Bawa, Head of Diversity & Inclusion, BAE Systems, Maritime & Land Sector

Rishi Jain, Equality & Inclusion Manager, Manchester United


14.10 Incorporate Mental Health Awareness Into Your Inclusion Strategy To Ensure All Voices Are Heard & Supported

  • With the staggered return to the office and remote working prevalent, what should organisations be doing to help employees with wellbeing, stress and wider mental health issues?
  • Improve situations for mental health sufferers by including them in intersectionality strategies to ensure no one gets forgotten about
  • Better wellbeing = less sick leave? Translate the business-critical impact of supporting employees through mental health issues and equipping them with the tools they need to do so

Session Reserved: Speaker Details Coming Soon! Please Check For Updates


14.40 Inclusive Recovery & Building Back Better

Rae Avatar-Barnett, HR Director, Centrica


15.30 Harness The Power Of Staff Voice & Reverse Mentoring With Networks That Encourage Conversation & Support

  • 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?

Saskia Bewley, Head of Diversity & Inclusion, Hachette UK

Ian Adams, Director of Membership & Stakeholder Engagement, NHS Resolution

Amy Priest, Diversity & Inclusion Manager, Experian

Nathalie Lam, Head of Global Sponsorship, Philips

Nzinga Orgill, Business Change Manager - Security Transformation, Heathrow


16.00 Drill Into The Detail: Steps To Move Towards Reducing Gender, Race & Disability Pay Gaps With Open & Honest Communication

  • Best-in-class strategies to reduce the gender pay gap within organisations
  • With so much sensitivity around pay reporting, how can you collect the data you need and communicate it effectively to staff?
  • With heads turning towards ethnicity and disability pay reporting, how can your organisation ensure these pay gaps are reduced?

Speaker To Be Announced; Please Check Website For Updates

16.30 Chair's Closing Remarks

16.40 Official Close Of Conference