Practical, Impactful & Results-Driven Diversity & Inclusion Strategies!
Embed Inclusive Cultures & Drive Diversity Through Unbiased Recruitment, Impassioned Leaders, Transparent Pay Reporting, Intersectionality & Long-Term Progression Plans Which Support Future Workforces To Create Environments Of True Belonging & Evidence Bottom-Line Impact
A One-Day, Senior, Cross-Sector, Practitioner-Led Conference & Networking Event, 24th September 2019, Copthorne Tara Hotel, London
08.30 Registration, Morning Coffee & Objective Setting
09.00 GIC Welcome, Interactive Voting Introduction & Chair’s Opening Remarks
David Yeandle
MS Ambassador & Patient Advocate
UNBIASED RECRUITMENT
09.15 Combat Barriers To Diverse Recruitment With Unbiased, Inclusive Talent Attraction & Pipelining From First Contact To Contract
- Recognising and removing bias and barriers from the recruitment processes
- Right from the start: considering applicant perceptions of your organisation and create adverts which appeal to wider demographics in the first place
- Employer branding strategies to appeal to applicants searching for a career based on values
- Using technology and AI to recruit the best talent, without human intervention and bias
Becky Coleman
HR Business Partner - Corporate & Commercial
pladis Global
EMBEDDING INCLUSIVE CULTURES
09.35 Embedding Inclusive Cultures & Supportive Environments Into Your Organisational DNA For Environments Which Champion Diversity & Where Every Employee Can Belong & Achieve
- What are the simplest steps to ensure employees feel like they belong in an organisation?
- How can you pre-empt potential employee needs and make their journey easier?
- We’re all on the same path! How can you create allies and visible role models to support inclusion throughout the organisation?
- Increase retention of staff with diverse backgrounds by fostering a supportive, inclusive environment with an educated staff base and leaders
Coral Taylor
Head of Inclusion
Amey
LEADERSHIP BUY-IN: PANEL DISCUSSION & Q&A
09.55 Real-Life Examples Of Winning Over Leaders To Build Trust-Based Relationships & Co-Create The Future
- Leaders: What were the business cases and arguments which won you over to inclusive leadership? How can D&I professionals demystify the topic and give people the toolkit to be inclusive leaders?
- D&I Professionals: How did you compile a business case which spoke to your C-suite?
- Leaders: How have you gone on to champion diversity and bring about change?
- D&I Professionals: How did you successfully encourage your leaders to act as role models? How did you change their behaviours? Do you hold your leaders accountable?
- All: What does inclusive leadership look like in a digital age and how will it continue to evolve?
Candice Cross
Director, Global Leadership Development
InterContinental Hotels Group
Jo Foster
Diversity & Inclusion Manager
The Institute of Engineering & Technology (IET)
Claire Parker
Senior Diversity & Inclusion Manager
Britvic
Jane Ayaduray
Head of Diversity & Inclusion (UK Territory)
BNP Paribas
Mitra Janes
Group Head of Diversity & Inclusion
RSA
Ian Adams
Director of Membership & Stakeholder Engagement
NHS Resolution
10.35 Morning Refreshment Break With Informal Networking
DETERMINING RESULTS
11.05 Evidencing Action: Measuring Diversity & Monitoring Inclusion To Make Significant Change & Gain A Commercial, Competitive Advantage
- Determining the right metrics and measurements to benchmark progress both in terms of seeing a more diverse workforce and an inclusive culture
- Examining different data sources to better understand D&I in your organisation and make meaningful ongoing strategic decisions
- Developing a business case to turn D&I into a value-added project that fits into the heart of the business
- Go beyond being compliant or doing the right thing, provide
evidence that there is a real commercial, competitive advantage and reap the benefits that come from a truly diverse organisation
Speaker To Be Announced, Please Check The Website For Updates.
REVERSE MONITORING: PANEL DISCUSSION & Q&A
11.25 What Can You Learn From Your Employees?
Feedback from employees with protected characteristics on their journeys, what they have experienced, what they would love to see and where they see the future of diversity and inclusion.
Mark Lomas
Head of Equality, Diversity & Inclusion
HS2
Rubi Sarang
Graduate Project Manager & Reverse Mentor
HS2
Jenni Uotila-Thomas
I&D & Talent Partner, UK HR
National Grid
Loraine Martins
Director of Diversity & Inclusion
Network Rail
12.00 Bonus Session; Reserved For Exclusive Conference Partner. For more information on how to get involved, please call +44 (0)20 3479 2299 or email partner@thediversityconference.com.
INTERSECTIONALITY
12.30 Exploring Your Workforce Mosaic To Support All Employees & Create A Sense Of Belonging
Pamela Brown
Head of West Midland Ambulance Service
NHS University Foundation Trust
12.50 Lunch & Informal Networking For Speakers, Delegates & Partners
INFORMAL LUNCHTIME DISCUSSIONS
A) Allies
Katy Ingle
SVP Head of Diversity & Inclusion
Bank of America Merrill Lynch
B) Global D&I
Jamie Carrahar
Chair, Army LGBT Forum
British Army
C) Unconscious Bias
Gagan Gulati
Head of Regulatory Finance & Financial Strategy
Anglian Water Services
D) Using The Right Language
Theresa Palmer
Head of Responsible Business, Governance & Diversity
BAE Systems Applied Intelligence
E) Parenthood
Amy Whidburn
Head of Responsible Business, Governance & Diversity
Mothercare
F) Brexit
David Yeandle
MS Ambassador & Patient Advocate
13.50 Afternoon Co-Chairs’ Opening Remarks
Nathan Jordan
Learning Experience Professional
Walgreens Boots Alliance
Helen Townend
Technical Director
Amey
TRANSPARENT PAY REPORTING - CASE STUDY
14.00 Lessons Learnt From The Gender Pay Gap Report: Actioning Change From Results & Preparing For Ethnicity, Disability & Further Pay Gap Reporting
- Following the publication of the gender pay gap report, what
impact have you seen this have on your organisation’s culture and reputation and the wider industry? - How can you prepare your organisation for ethnicity pay reporting if your company hasn’t historically captured data on race and other protected characteristics?
- How can you gain the trust of your workforce to disclose their protected characteristics to you?
- What measures has your organisation taken to better report pay and promote progression of women following the initial report?
Jan Gale
Head of Diversity & Inclusion
L&Q
PROTECTED CHARACTERISTICS
14.20 Exploring The Complexities Of Protected Characteristics Through Real-Life, Detailed Case Studies
14.20 A) Race
Sabrina Richards
Equality & Inclusion Business Partner
Midlands & Lancashire Commissioning Support Unit
14.40 B) Trans
James Haq-Myles
Global Head of Diversity, Inclusion & Wellbeing
Travelex
15.00 Bonus Session; Reserved For Exclusive Conference Partner. For more information on how to get involved, please call +44 (0)20 3479 2299 or email partner@thediversityconference.com.
15.30 Afternoon Refreshment Break With Informal Networking
PROTECTED CHARACTERISTICS... CONTINUED
C) 16.00 LGBT
Jamie Carrahar
Chair, Army LGBT Forum
British Army
D) 16.20 Gender
Sophie Cowell
Equality, Diversity & Inclusion Advisor
Everton Football Club
PROGRESSION & THE FUTURE WORKFORCE: PANEL DISCUSSION & Q&A
16.40 Fit-For-Future Diversity & Inclusion Strategies Which Prepare The Organisation For Long-Term Success
Leigh Smyth
Responsible Transformation Lead
Lloyds Banking Group
Ira Read
Global Head of Inclusion & Diversity
Diageo plc
Ryan Lainchbury
Diversity, Inclusion & Wellbeing Manager
RSPCA
Hana Searso
Managing Director, EMEA Head of Talent Learning & Diversity
Citi Group
17.15 Afternoon Chair’s Closing Remarks & Official Close Of Conference
