Champion Belonging & Celebrate Inclusivity To Fuel Change, Drive Progress & Reignite Momentum With Proactive & Impactful Diversity, Equity & Inclusion Strategies
Solidify Diverse, Equitable & Inclusive Leadership ■ Unbiased Recruitment & Retention ■ Elevate Engagement With Inclusive Cultures ■ Champion Neurodiversity ■ Evidence Impact With Data & Measurement ■ Embrace Intersectionality ■ Prioritise Mental Health & Wellbeing ■ Progress D&I In A Hybrid & Flexible Workplace ■ Develop Socioeconomic Inclusion ■ Empower With Language & Constructive Conversations
08.30 Registration, Informal Networking & GIC Welcome
09.00 Morning Co-Chairs’ Opening Remarks
Natasha Whitehurst, Global Inclusion Lead, Rolls-Royce
Dr. Julie Humphreys, Group Head of Diversity & Inclusion, Reach plc
Ori Chandler, Group Head of Diversity, Equity & Inclusion, Aviva
Diverse, Equitable & Inclusive Leaders - Double Perspective
09.10 Pioneering EDI Strategies & Approaches To Secure Diverse Representation At The Top Which Continuously Develops Senior Leadership To Foster Inclusivity & Aligns With Your Company’s Visions & Values
- How can you maintain consistent leadership support for long-term D&I initiatives and guarantee D&I as a critical part of your overall business strategy for meaningful impact?
- Curate tailored leadership pathways and progression routes which promote, engage and retain diverse talent to propel the EDI agenda forward in your organisation
- Does your senior leadership team have the skills and training tools needed to nurture the best talent, engage employees, and deliver EDI promises?
- How can you practice inclusion in your day-to-day work life through minor yet impactful interactions such as 1:1 meetings and in person and hybrid catch-ups?
09.10 Perspective 1
Vicky Bawa, Head of Diversity & Inclusion, BAE Systems Maritime & Land
09.30 Perspective 2
Naheed Nazir, Director Equality, Diversity & Inclusion, The Manchester Metropolitan University
Elevate Engagement With Inclusive Cultures - Panel & Q&A
09.50 Debate, Discuss & Examine The Barriers To Inclusivity In Order To Drive Equitable, Change-Ready & Inclusive Cultures Which Ensure Each Employee Feels A Sense Of Belonging & Elevates Engagement Levels
- Where are you with your inclusive culture change? Culture change doesn’t happen overnight and should be an ongoing process, but in the meantime, are you able to prove genuine and tangible results?
- Reduce turnover rates by boosting inclusivity and building upon allyship to ensure real action and change takes place
- How can we truly embody the spirit of D&I to increase employee engagement in a world where anything out of the norm is deemed a taboo?
- From talent pipelining to board representation, how can you create tangible progression pathways which enable top talent to achieve their goals?
Sophie Robson, Group Head of Diversity & Inclusion Solutions, Sky
Sarah Fox, Head of Equity, Diversity & Inclusion, Virgin Media O2
Naheed Nazir, Director Equality, Diversity & Inclusion, The Manchester Metropolitan University
Susan Preston, Equality, Diversity & Inclusion Project Officer, University of Leeds
Kasey Brown, Culture & Engagement Lead, Lloyds
Cara Cockayne, Colleague Experience Manager, B&Q plc
Nathalie Chadelat, Project Manager, Equality, Diversity & Inclusion, Manchester University NHS Foundation Trust
10.20 Bonus Session; Reserved For Exclusive Conference Partner
10.50 Morning Refreshment Break & Informal Networking
Neurodiversity
11.20 Bust Myths & Assumptions, Champion Differences & Empower & Support Neurodiverse Employees With New Strategies Which Foster Inclusivity, Push Innovation & Drive Real Change
- What can your organisation be doing to attract neurodiverse talent, and what strategies do you need in place to best support, empower and encourage employees within existing teams?
- Uncover actionable strategies that foster positive spaces for neurodiverse employees to minimise staff turnover, improve employee engagement, and boost job satisfaction
- Gain actionable insights into how you can effectively accommodate and support neurodivergent employees by equipping them with the tools and skills they need to thrive
Sean Gilroy, Senior UX Principal, Inclusive Design Lead, BBC UX&D Team, Neurodiversity Program Co-Lead, BBC Cape
Leena Haque, Senior UX Designer, Inclusive Design, BBC UX&D Team, Neurodiversity Program Co-Lead, BBC Cape
Inclusive & Unbiased Recruitment & Retention
11.40 Design & Embed Inclusive Recruitment & Retention Strategies Which Eliminate Bias, Diversify Talent Pools & Retain Top Talent For A Lasting Competitive Edge
- Are you taking tangible steps to mitigate unconscious bias from candidate selection? From job ads to aptitude tests deliver real results by maximising the opportunities new tech, tools and systems can provide
- Establish targeted and unbiased recruitment strategies to retain a highly skilled and diverse workforce that better serves a diverse range of consumers and boosts business results
- Recruiting is step one, retaining is step 2! Deep dive into your complete colleague lifecycle in order to decipher the points which need to be reviewed in order to retain top talent with clear progression routes and equal opportunities for all
- How much progress have you made so far? Benchmark success and conduct internal reviews in order to determine what still needs to be done to your acquisition processes to ensure you continue to drive equitable and fair recruitment
Ben Rainforth Gott, Head of People Operations & Organizational Development, Clarion Housing Group
Spotlight Breakout Groups 1
12.00 Spotlight Breakout Groups 1
A. Trans-inclusion
Shelley O’Connor, Performance Manager & Co-Chair of LGBTQ+ Network, Bank of England
B. Ethnicity & Race
C. LGBTQ+
Intersectionality: Experiences, Insights & Challenges - Panel & Q&A
12.30 Go Beyond The Surface To Embrace The Power Of Staff Networks, Intersectional Equity & Inclusive Representation To Combat Discrimination In Your Organisation
- Explore and examine all of the different nuances and lived experiences amongst your employees in order to influence new strategies which reach and engage everyone and equip employees with the tools to be successful
- Ensure your senior leadership teams are able to lead diverse teams effectively by enhancing their own understanding and mitigating their own unconscious bias
- How can you practically embed D&I into the heart of your organisation and take tangible action to shift the focus from single strands of diversity to looking at the whole movement holistically?
Rachel Akili, Group Head of Diversity, Equity & Inclusion, MAG (Airport Group)
Sukhvinder Singh, Associate Director Equality, Diversity & Inclusion, University of Wolverhampton
Janette Alvarado-Cruz, Associate Director EDI -Students & Campus Life, University of Nottingham
Paul Britton, Head of Equality, Diversity & Inclusion & Colleague Wellbeing, Newcastle University
13.00 Lunch & Informal Networking For Speakers, Delegates & Partners
14.00 Afternoon Co-Chairs’ Opening Remarks
Pradeep Passi, Associate Pro Vice-Chancellor (Equity, Diversity & Inclusion), University of Salford
Shelley O’Connor, Performance Manager & Co-Chair of LGBTQ+ Network, Bank of England
Tiger de Souza, Executive Director of People & Culture, Samaritans
Data & Measurement: Collection & Representation - Double Perspective
14.10 Fuel Real, Inspiring & Long-Lasting Change By Maximising The Power Of Data-Driven Insights To Continually Improve & Develop Your EDI Initiatives & Champion Your Workforce Mosaic
- Monitor the progress of your EDI journey by translating data into actionable insights which ensure meaningful change and influences future strategies to improve inclusivity
- There can be so much sensitivity around personal data collection, so how can you provide a culture and workplace environment where employees are open and comfortable to share insights with you?
- What does a successful D&I strategy really look like? Benchmark progress to review your tangible D&I initiatives by utilising qualitative data to drive ongoing improvements
09.10 Perspective 1
Sarah Fox, Head of Equity, Diversity & Inclusion, Virgin Media O2
09.30 Perspective 2
Sindi Kaur, Head of HR, High Speed Two Ltd
D&I In A Hybrid & Flexible Workplace - Panel & Q&A
14.50 Celebrate The Benefits & Overcome The Complexities Of A Hybrid & Flexible Workplace In Order To Reignite Engagement, Elevate Employee Experiences & Embed A Strong EDI Culture Which Drives Profitability & Productivity
- How can you ensure the visibility of minorities across a hybrid and flexible setting while benchmarking improvements to create a more empowered workforce?
- Examine the core differences between hybrid and flexible ways of working to ensure you cater to the needs of all whilst boosting retention rates
- How can we truly embed long-lasting and empowering D&I strategies in a remote working setting to ensure long lasting retention of top talent?
- Refresh your hybrid working strategies that focus on establishing measurable initiatives that combat discrimination while guaranteeing D&I as a critical segment of your overall long-term business strategies
Risteard McDonald, Strategic Inclusion Lead, HM Prison & Probation Service
Tiger de Souza, Executive Director of People & Culture, Samaritans
15.20 Bonus Session; Reserved For Exclusive Conference Partner
15.50 Afternoon Refreshment Break & Informal Networking
Mental Health & Wellbeing: Breaking Taboos & Removing Stigmas
16.20 This Is A Business Priority! Shine The Spotlight On Your Mental Health & Wellbeing Strategies Which Encourage Open Conversations, Support A Psychologically Safe Environment & Eliminate Burnout Cultures To Boost Employee Productivity & Performance
- Drive mental health and wellbeing awareness across your organisation with proactive strategies which create an open dialogue across the hybrid setting
- This isn’t a one size fits all… ensure you are implementing internal policies which promote, encourage and support good mental health which feel personal and tailored to individual employee needs for maximum impact
- Unveil strategies which demonstrate your commitment to positive mental health and promote open conversations to destigmatise the impact of mental health issues amongst employees
- What exactly do employees expect from their employer today in regard to mental health support and awareness? From awareness weeks to first aiders and specialised services, where should you be focusing your efforts?
Clarisse Smith, Diversity & Inclusion Partner, BNP Paribas Personal Finance
Spotlight Breakout Groups 2
16.40 Spotlight Breakout Groups 2
A. Gender
B. Disability
C. Menopause
Vicky Bawa, Head of Diversity & Inclusion, BAE Systems Maritime & Land
Socioeconomic Inclusion - Double Perspective
17.10 Develop Targeted Initiatives Which Cement Social Mobility & Socioeconomic Inclusion Into Your EDI Agenda To Attract Talent & Empower Employees To Develop & Progress
- Dig into the roots of socioeconomic inclusion in order to increase social mobility from recruitment, engagement, and development for maximum impact
- You have to be making equal opportunities for all a reality! You may talk the talk but are you walking the walk? Examine your strategies to determine how you can work more towards increasing the visibility of minorities in your workplace
- Explore best practice strategies which include a variety of ways to include employees with proven results to make sure you’re focusing efforts in the right places to reframe exclusionary narratives
17.10 Perspective 1
Pradeep Passi, Associate Pro Vice-Chancellor (Equity, Diversity & Inclusion), University of Salford
17.30 Perspective 2
Stephanie Mckendry, Deputy Director Student Experience (Access, Admissions & Progression), University of Strathclyde
17.50 Afternoon Co-Chairs’ Closing Remarks & Official Close Of Conference
Can You Help Organisations Deliver A Meaningful D&I Agenda & Impact At The Diversity & Inclusion Conference?
For more information on how to get involved, call +44 (0)20 3479 2299 or email sponsor@thediversityconferences.com
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