Strengthen Trust, Build Belonging & Drive Lasting Impact With
Be The Catalyst Of Action To Bridge Gaps, Adapt To Remain Relevant As Times Change & Keep DEI Firmly On Business Agendas
A One-Day, Cross-Sector Conference & Networking Exhibition, Hilton Canary Wharf, London, 14th Edition, 30th April 2026
Driving Inclusive Leadership • Geopolitics, Polarisation & Evolving Workplace • Reframing Diversity & Inclusion • Belonging & Wellbeing at Work • Embedding Intersectionality • Boosting Accessibility & Championing Neurodiversity • LGBTQIA+ & Trans Inclusion in Focus • Uniting The Multi-Generational Workforce • Measuring & Celebrating Success • AI & Inclusion: Ethical Challenges, Practical Wins • Storytelling & Authentic Communication
You will shortly receive an email with a further £20 off, if you don’t receive your discount please email
info@thediversityconference.com
08.30 Registration & Informal Networking
OPENING REMARKS
09.00 GIC Welcome & Morning Co-Chairs’ Opening Remarks
Ori Chandler, Group Head Of Diversity, Equity & Inclusion, Aviva
Emma Croft, Head Of People, The INKEY List
D&I FOR 2026 & BEYOND
PANEL Q&A
09.10 Charting The Future Of Diversity & Inclusion Beyond Initiatives—Embedding Impact & Legacy
- What does the legacy of current D&I efforts look like, and how can this foundation be built on for the future?
- Celebrate the wins and progress made while shifting away from a deficit mindset to focus on positive impact
- How can organisations embed D&I into everyday decision-making without diluting its meaning or reducing it to a tick-box exercise?
- Dive deep into practical steps and success stories, especially for smaller organisations seeking measurable and sustainable progress
Barbara Kalima-Phiri, Head – Race Equality, Diversity & Inclusion, Amnesty International
Tinne Ledwitch-Madsen, Head Of Equity, Diversity & Inclusion, Post Office Ltd
Jatin Patel, Inclusion & Diversity Director, England Rugby
Kuljit Dhillon, Assistant Director Strategy, Planning and Inclusion, General Medical Council
INCLUSIVE LEADERSHIP
DOUBLE PERSPECTIVE
Build Collective Strength By Leading With Empathy & Creating Shared Ownership Of Inclusion
- Evaluate ways to call people in and foster positive engagement with D&I by focusing on empathy, understanding, and shared growth
- Create practical strategies to show leaders and managers why D&I is directly relevant to them, and build collective ownership for inclusion, employee experience and culture
- Ensure senior leaders actively support inclusion efforts, using their influence to drive impact from the top
- Equip leadership with the skills and tools to confidently support diverse employees
09.40 Perspective 1
Joy Hume, Head Of Equality, Diversity and Inclusion, London Borough Of Waltham Forest
10.00 Perspective 2
Kathrine Glahn, Global Capabilities & DEI, Talent, Diversity & Capability, Pandora
AI: NAVIGATING ETHICAL ISSUES & PRACTICAL APPLICATIONS
FIRESIDE CHAT
10.20 Harness AI With Integrity By Addressing Ethical Concerns & Bias To Enhance Rather Than Undermine D&I
- Uncover methods to evaluate AI-driven processes in employee lifecycles, ensuring fair outcomes and reducing disadvantages for marginalised communities
- Ensure responsible AI use with critical methods to reduce bias, support neurodiverse talent and address digital inequities
- Streamline your roadmap for ethical AI implementation that enhances human judgment rather than replacing it, balancing automation benefits with responsibility for inclusive outcomes
Harbir Rissam, Global Human Resources Business Partner, AstraZeneca
10.40 Bonus Session; Reserved For Exclusive Conference Partner
11.10 Morning Refreshment Break With Informal Networking
NAVIGATING GLOBAL CHANGE
PANEL Q&A
11.40 Maintain Clarity, Consistency & Commitment To D&I Amid Change, Uncertainty & Increasing Polarisation
- Unlock practical strategies to navigate external change and continue delivering impact amid increasingly complex challenges
- Assess the impact of increasing social and political polarisation on organisational culture and employee engagement
- How can you ensure employees feel safe when D&I becomes reframed, deprioritised or politicised?
Sarah Kenuel, Director, Global Talent Management, Bolt
AUTHENTICITY
DOUBLE PERSPECTIVE
Build Authentic D&I Impact & Connect With Lived Experiences To Drive Engagement & Avoid Reputational Risk
- Explore the tension between visible D&I commitment and avoiding performative activism… when does reducing public presence actually undermine progress?
- How are legislative changes and polarisation creating authenticity challenges for organisations balancing values with commercial realities?
- Uncover key new strategies to move beyond traditional D&I approaches and reconnect with the lived experiences that drive real change
- Embed practical frameworks for creating psychologically safe environments, moving from purely ROI metrics to authentic cultural transformation
12.10 Perspective 1
Natasha Hunter, Diversity & Inclusion Manager, Co-op
12.30 Perspective 2
Butch Fazal, EDI Lead Men’s Game, The Football Association
12.50 Lunch & Informal Networking For Speakers, Delegates & Partners
13.20 Breakout Sessions
A) Multi-Generational Workforce
Roxanne Clark, Head Of Culture & Engagement, Cabinet Office
B) Budgets
C) Pay Gap
D) Trans Inclusion
OPENING REMARKS
13.50 Afternoon Co-Chairs’ Opening Remarks
Emma Allen, Head Of Equality, Diversity & Inclusion, Greater Manchester Mental Health NHS Foundation Trust
Preema Saide, Head of Diversity and Inclusion, Cabinet Office
REFRAMING D&I
14.00 Navigate Global Shifts & Broaden Engagement By Reframing How We Communicate Around Diversity & Inclusion
- Innovate with creative approaches that reframe D&I language and positioning, to engage wider audiences without compromising core values or diluting impact
- Harness the power of language around diversity, with key adjustments that can make inclusion work more accessible while maintaining meaningful progress
- Learn by example; how have some organisations successfully repositioned their D&I efforts to remain relevant and effective in today’s polarised landscape?
- Develop strategies to broaden inclusion conversations beyond traditional focus areas to encompass veterans, neurodiversity and other underrepresented experiences
Joanne Vazquez-Kirby, Global DEI Lead, Skyscanner
INTERSECTIONALITY & EVOLVING WORKFORCE
PANEL Q&A
14.20 Navigate Intersectionality By Adapting Organisational Structures For An Increasingly Complex, Multi-Dimensional & Evolving Workforce
- Manage diverse generational expectations across your workforce, from Gen Z’s priorities to experienced workers extending careers beyond traditional retirement
- Build pathways for underrepresented talent to advance, breaking through structural barriers in industries like financial, services while addressing socioeconomic and cultural factors
- Deep-dive into practical approaches to reshape traditional role structures through job shares, task-based work and flexible arrangements that unlock senior leadership opportunities across intersectional identities
- Go beyond “what not to say” by providing positive and inclusive language alternatives that enhance communication across multiple dimensions of diversity
Sukhvinder Singh, Associate Director Of Equality, Diversity & Inclusion, University Of Wolverhampton
Yashi Sharma, Human Resources Business Partner, Air France KLM
Sarah Awanah, Group Corporate Affairs: Communications Manager, Lloyds Banking Group
Charlie Hirst, Group Inclusion Strategy Consultant, Bupa
Claire Parker, Global Head Of Diversity Equity & Inclusion, JLR
NEURODIVERSITY
14.50 Unlock Neurodivergent Talent By Educating Line Managers To Create High-Performance Teams Through Simple Adjustments
- How can small workplace modifications unlock exceptional performance from neurodivergent employees and create loyal, high-retention teams?
- Maximise practical management strategies tailored to neurodivergent strengths, overcoming workplace stigma to unlock untapped potential and drive competitive advantage
- Create key frameworks to embed neurodiversity support across your organisation, from recruitment processes to customer service excellence
- Develop line manager education programs that demonstrate measurable ROI through improved employee engagement, reduced turnover and enhanced innovation outcomes
Matt Herridge, Diversity, Equity & Inclusion Partner, Virgin Media O2
INTERACTIVE WORKSHOPS
15.10
A) LGBTQIA+
Jan Wagner, Equity, Diversity, Inclusion & Belonging Lead, NHS Dorset County Hospital Foundation Trust
B) Accessibility
Harry Benham, Senior Inclusion Manager, QBE Insurance
C) Women
Lisa Essuman, Inclusion & Wellbeing Senior Manager, Flutter
D) Psychological Safety
Tom Davis, Global Diversity, Equity, Inclusion, and Belonging Manager, Checkout.com
15.40 Bonus Session; Reserved For Exclusive Conference Partner
16.10 Afternoon Refreshment Break With Informal Networking
DEEP DIVE CASE STUDY WITH NESTLÉ: DISABILITY
16.40 Rachel Haynes, Global Diversity, Equity & Inclusion Manager, Nestlé
MEASURING SUCCESS
17.00 Show Impact, Give Meaning To Metrics & Position D&I As A Driver Of Growth
- Utilise effective metrics to measure inclusion beyond traditional diversity statistics, using both data and meaningful impact assessments
- Craft compelling business cases that position inclusive culture as essential financial impact rather than just a social responsibility add-on
- Harness practical approaches to demonstrate retention, talent attraction and innovation outcomes, proving that psychological safety drives bottom-line results
Annisha Taylor, Head Of Diversity & Inclusion, Ofcom
ORGANISATIONAL CULTURE: BELONGING & WELLBEING
FIRESIDE CHAT
17.20 Organisational Culture: Belonging & Wellbeing – Shape Your Organisation Beyond D&I Initiatives To Create Environments Where Everyone Thrives
- Shift from target-focused D&I initiatives to building inclusive cultures that fundamentally shape organisational culture and everyday employee experiences
- Construct frameworks to integrate D&I with wellbeing, health and safety agendas, recognising that psychological and physical safety are interconnected organisational foundations
- Empower employees at all levels to take ownership of inclusion, creating collective accountability for lasting cultural change
Hacinta Naidoo, Head of Diversity and Inclusion, On Running
Roxanne Clark, Head Of Culture & Engagement, Cabinet Office
17.40 Afternoon Co-Chairs’ Closing Remarks & Close Of Conference
