Drive Practical, Strategic & Meaningful D&I With
Data-Driven Insights, New AI Innovation & Culturally Relevant Initiatives Which Combat Backlash, Unite Generations & Best-Prepare Your Organisation For The Future Of D&I
A Must Attend, Industry-Led Conference & Networking Exhibition, central London, 11th September 2025
REGISTRATION OPENS
08.15 Registration & Informal Networking
OPENING REMARKS
09.00 GIC Welcome & Morning Chair’s Opening Remarks
Ashley Robinson, Head Of Outreach & Engagement Command, UK Home Office
DOUBLE PERSPECTIVE
NAVIGATING BACKLASH: ADDRESSING RESISTANCE, BUILDING RESILIENCE
09.10 Sustain D&I Momentum In The Face Of Political, Social & Organisational Pushback, Proactively Addressing Challenges & Ensuring D&I Remains A Business Priority
- Tackle the growing global backlash against DEI initiatives, from claims of unfair targets to political movements undermining progress and uncover new strategies to maintain focus amidst shifting priorities
- Understand the impact of post-election US politics on corporate structures, governance and culture and learn how to insulate your organisation from knee-jerk reactions
- Support D&I professionals in addressing resistance and scepticism from leadership, dispelling myths and influencing senior management to maintain long-term commitment to D&I initiatives
- Take a global perspective on how D&I is evolving, with some organisations pivoting toward greater inclusivity while others scale back and assess the implications for global workforces and competitiveness
09.10 Perspective 1
David Carrigan, Sky Group Director – Diversity, Inclusion & Wellbeing, Sky
09.30 Perspective 2
Georgie Willis, Head Of DEI, Eurostar
PANEL Q&A
INTERSECTIONALITY IN ACTION
09.50 Unite Employee Networks Together To Enhance Your D&I Efforts & Address The Nuances & Complexities Of Intersectionality In The Modern Workplace
- Redefining perceptions of D&I by highlighting often overlooked characteristics like neurodiversity, socioeconomic backgrounds and caring responsibilities, whilst avoiding the pitfalls of overextension and lack of focus
- Explore strategies to foster collaboration between different employee networks, such as LGBTQ+ groups and mental health networks, to create a united front in driving inclusion and employee wellbeing
- Shift the focus from intersectionality as a side note to a core principle by linking employee networks and initiatives to address overlapping identities and shared challenges
- Build leaders’ depth of knowledge in intersectionality and provide them with the practical tools needed to apply these insights in decision-making and service delivery
Caroline (Cabs) Rhodes, Global HR Director, Learning & Inclusion, Diageo
Jemima Bradbury-Wade, Head Of Togetherness & Well-being, HEINEKEN UK
Bolu Faseun, Diversity, Equity & Inclusion Partner, Roche
Tricia Lucas-Clarke, DEI Manager, Global Early Careers Recruitment, GSK
Rachel Ruxton, Head Of Inclusion & Diversity, Leonardo UK
Darsheta Maini, Group Inclusion & Wellbeing Programme Partner, Legal & General
10.20 Bonus Session; Reserved For Exclusive Conference Partner
10.50 Morning Refreshment Break With Speed Networking & Peer Discussion Zones
INTERACTIVE DELEGATE DISCUSSION
AI BIASES, PRACTICAL USER CASES & THE FUTURE OF INCLUSION
11.20 Harness The Power Of AI To Advance D&I Initiatives While Safeguarding Against Bias & Maintaining A Critical Human Touch
- Examine how AI and machine learning can support D&I metrics by tracking progress, identifying gaps and streamlining processes to make your projects more efficient and effective
- Tackle the risks of bias in AI, especially in recruitment processes and content generation and explore how to mitigate these challenges to ensure fair and equitable outcomes for all
- Acknowledge the generational divide in AI usage and how the person controlling the AI influences outputs, with a focus on avoiding unintentional biases
- Tread the line between AI efficiencies and the human touch by integrating new tech to handle mundane tasks while preserving compassion and connection in communications
EMPOWER & ADVOCATE NEURODIVERSITY
11.40 Champion Neurodiversity As A Strength & Unlock Untapped Potential In The Workplace
- Build awareness of the broad spectrum of neurodiversity, from autism and ADHD to OCD and tailor your approaches to support the unique strengths and needs of all individuals
- Explore strategies for making workplaces more accessible, including digital accessibility and inclusive practices for both in-office and remote neurodiverse employees
- Shift the narrative around neurodiversity to embrace it as a competitive strength, equipping HR teams and leaders to overcome fear-based perceptions with understanding and empowerment
- Create initiatives that foster workplace acceptance and belonging, creating safe spaces for open conversations and ongoing advocacy for neurodiverse talent
Kamil Kuhr, Director Of R&D GxP Learning Operations, AstraZeneca
INCLUSIVE LEADERSHIP & ROLE MODELLING REDEFINED
12.00 The Next Generation Of Leaders & Embed Inclusion At Every Level Of Leadership, Driving Lasting Change That Delivers Real & Lasting Results
- Develop actionable steps to build a diverse pipeline for future executive leaders, including CEOs and board chairs, with a focus on gender and ethnic diversity
- Examine the role of leaders in creating truly inclusive cultures, ensuring they actively champion DEI initiatives and drive accountability across all levels of the organisation
- Address the challenges of bias and systemic barriers at the leadership level, identifying practical solutions to embed inclusion into hiring, promotions and decision-making processes
- Implement leadership programmes that promote inclusive behaviours, equipping the next generation of leaders to be proponents of belonging, innovation and long-term organisational success
Sarah Kennel, Director, Talent Management, Bolt
PANEL Q&A
THE POWER OF EMPLOYEE NETWORKS & ALLYSHIP
12.20 Leverage Employee Resource Groups To Drive Meaningful D&I Outcomes, Foster Belonging & Empower Diverse Talent
- ERGs are at the heart of many organisations’ D&I strategies, but are they equipped for success? Explore practical steps to provide ERGs with the right governance, budgets, executive sponsorship and clear objectives to maximise impact
- Ensure that staff networks are inclusive of all demographics, including often overlooked groups such as intergenerational teams or employees of different faiths and unlock the key to building equitable workplaces
- Unlock the full potential of staff networks by ensuring they reach and welcome the full staff community and are inclusive of all age demographics, different faiths, abilities and working environments
- Combat the challenges of siloed networks and establish ERGs as open, transparent and educational spaces that foster understanding and collaboration across the organisation
- How can organisations monitor and measure the effectiveness of staff networks, recognising their contributions while holding them accountable for delivering sustainable outcomes?
Ayse Semiz-Ewald, Vice President, Culture & Inclusion, Deutsche Telekom AG
Yvonne Alozie, Director & Specialist, Diversity & Inclusion, Standard Chartered Bank
Jennifer Barker, Head of Diversity, Equity, Inclusion & Belonging UK & Ireland, DHL Supply Chain
Fran Corrigan, Diversity, Equity & Inclusion Employee Network Partner, Virgin Media O2
Alistair Whittle, Vice President, Talent Management & Engagement, Citi
Deb Garrett, Wellness & Inclusion Partner, B&Q
Hannah Bevan, Portfolio Manager, Inclusion, BBC Cymru Wales
Gill Thomas, Diversity, Equity & Inclusion Lead, Balfour Beatty PLC
Katrina Murray, Equity, Diversity, Inclusion & Belonging Partner, N Brown Group
12.50 Lunch & Informal Networking For Speakers, Delegates & Partners
13.20 Interactive Hot Topic Peer-To-Peer Discussions
Language
Darsheta Maini, Group Inclusion & Wellbeing Programme Partner, Legal & General
Inclusive Education
Emily Bentley, Head Of Local Accountability & Performance For Special Educational Needs, Department For Education
Allyship
Shelley O’Connor, Leadership & Management Development Workstream Lead, Skills & Talent Programme, Bank Of England
AI
Manisha Mehta, Disability Inclusion Leader, Amazon
13.50 Afternoon Chair’s Opening Remarks
Louise May, Head of Equality, Diversity & Inclusion, Surrey Police
DISABILITY & ACCESSIBILITY
13.55 Build A Truly Inclusive Workplace By Embedding Accessibility & Disability Inclusion At Every Level Of Your Organisation
- Challenge ableist perceptions by recognising that disability is not an illness, shifting HR policies away from outdated sickness models to reflect the lifelong nature of disabilities
- Move beyond compliance to foster a culture of true belonging, implementing meaningful adjustments that empower disabled employees and support their long-term success
- Maintain the integrity of DEI language and terminology, pushing back against dilution that could weaken its impact and the progress made in accessibility and inclusion
Mohammad Koheeallee, QESH Co-cordinator & Lead Accessibility Ambassador GB, Coca-Cola Europacific Partners
SPOTLIGHT SESSIONS: DISCUSS THE HOTTEST TOPICS!
14.15 Lets Get Talking! Join Your Industry Peers To Deep Dive Your Discussion Topic Of Choice
Race & Ethnicity
Louise May, Head of Equality, Diversity & Inclusion, Surrey Police
Gender Inequalities
Amit Singh, Head of Inclusion, Diversity & Engagement, AXA Investment Managers
LGBTQ+
Louise Ashworth, Equality, Diversity & Inclusion Lead, Barnardo’s UK
Transinclusion & Rights
Socioeconomic Inclusion
Women’s Health
Ruth Kanyepi, Human Resources Business Partner (EDI & Projects, Network Rail
Accessibility
Claire Maydew, Group Head Of Inclusion, BUPA
BREAKING BARRIERS ACROSS A MULTI-GENERATIONAL WORKFORCE
14.35 Encourage Connection & Understanding Across Generations To Build A Collaborative, Inclusive Workplace That Plays To The Strengths Of Workers From Five Different Age Groups
- Develop inclusive strategies to address the unique needs and expectations of five distinct generations in the workplace, from language sensitivity to shared values and understanding
- Introduce cross-generational mentoring and assess how policies and initiatives can foster collaboration, mutual respect and knowledge sharing across age groups
- Dispel stereotypes and challenge outdated perceptions about age and diversity by deep diving into generational attitudes toward inclusion and their impact on workforce dynamics
- Highlight the intersectionality of class and age by addressing feelings of exclusion among older generations, ensuring they feel seen, valued and represented in D&I initiatives
- Unlock the value of generational coexistence by creating opportunities for dialogue, mutual learning and appreciation of the different skills and perspectives each generation brings to the workplace
Bolu Faseun, Diversity, Equity & Inclusion Partner, Roche
ADVANCING SOCIAL MOBILITY
14.55 Tear Down Class Barriers And Promote Opportunity For All By Understanding & Addressing The Impact Of Social Mobility In The Workplace
- Deep dive into the concept of social mobility, why it matters, and how it impacts workers’ career opportunities, progression, and overall inclusion in the workplace
- With some calling for social class to become a protected characteristic, unpack how this intersects with other characteristics such as race, gender, and age to create unique challenges and barriers for individuals
- Identify actionable steps organisations can take to break down class barriers and promote a culture of opportunity, ensuring that talent from all socioeconomic backgrounds can thrive
- Develop strategies to challenge the “cyclical prison” of class inequality by creating pathways for upward mobility and breaking entrenched barriers in hiring, promotion, and workplace culture
Daksha Stancilas, Talent & Development Partner, Pret A Manger
FEEDBACK & REFLECTION
15.15 Reflect On Key Insights Learned & Critical Takeaways From The Event So Far
Take a step back to reflect on the key insights from the day, share thoughts with peers, and discuss practical takeaways to drive real change. This interactive session offers a space to exchange ideas, ask questions, and leave feeling empowered with clear next steps for advancing diversity, equity, and inclusion in your organisation.
15.35 Bonus Session; Reserved For Exclusive Conference Partner
16.05 Afternoon Refreshment Break With Speed Networking & Peer Discussion Zones
PANEL Q&A
PSYCHOLOGICAL SAFETY & TRUST
16.35 Foster A Culture Of Openness & Respect Where Employees Feel Safe To Speak Up, Challenge & Drive DEI Initiatives Forward, Without Fear Of Being Lost In The Crowd
- Uncover practical strategies to create an environment where employees feel safe to voice their thoughts, challenge respectfully and engage meaningfully in DEI conversations
- Equip your business leaders and managers with the skills to foster psychological safety within their teams while breaking down barriers to encourage participation from every level of the organisation
- Identify actionable ways to embed trust and psychological safety into workplace culture while continuously measuring and sustaining progress
- What are the risks of neglecting psychological safety and how can you implement practical steps to overcome resistance and build an open and inclusive environment?
Vijay Chohan, Head of Inclusion & Diversity, British Airways
Sophie Robson, Group Head Of Diversity, Inclusion & Wellbeing, Sky
Daria Preston, Change & Transformation Manager , Bank Of England
Ashley Robinson, Head Of Outreach & Engagement Command, UK Home Office
Tanya Lines (She/her), Head Of Equity, Diversity & Inclusion, English Heritage
Craig Redihough, Group Belonging & Wellbeing Manager, Sky
Meredith Ford, Head Of Sustainability UK&I, SSP Group plc
MEANINGFUL METRICS, DATA COLLECTION & ROI
17.05 Leverage Data To Drive Actionable Insights, Influence Stakeholders & Prove The Continued & Undeniable Business Value Of D&I
- Build a balanced approach combining quantitative and qualitative insights to move beyond surface-level diversity metrics and uncover the deeper nuances of inclusion
- Uncover strategies for collecting, monitoring and leveraging data, from encouraging employee self-identification to navigating misconceptions around GDPR and data privacy
- Leverage data to influence senior stakeholders, set actionable goals (such as gender targets) and make informed decisions on local, regional and global levels
Kameelah Benjamin-Fuller, Global Head Of Diversity, Equity, & Inclusion, Dr Martens
DOUBLE PERSPECTIVE
EMPLOYEE WELLBEING & MENTAL HEALTH AS A BUSINESS PRIORITY
17.25 Integrate Wellbeing Into Your D&I Strategies To Create Inclusive & Thriving Work Environments That Improve Engagement, Productivity & Belonging
- Traverse the intersection between wellbeing and inclusion, examining exactly how addressing diverse needs enhances overall workplace satisfaction and performance
- Identify new strategies to create inclusive wellbeing programmes that cater to different demographics, from mental health support to flexible working arrangements
- Address the stigma around mental health and wellbeing to encourage open conversations that ensure employees feel safe, supported and valued
- Build the business case for prioritising wellbeing as a core element of your DEI initiatives by displaying the impact it can have on employee retention, engagement and organisational success
17.25 Perspective 1
Gareth Hind, Director Of Colleague Experience & Relations, First Bus
17.45 PERSPECTIVE 2
Yvonne Alozie, Director & Specialist, Diversity & Inclusion, Standard Chartered Bank
18.05 Afternoon Chair’s Closing Remarks & Official Close Of Conference
Louise May, Head of Equality, Diversity & Inclusion, Surrey Police