11th Edition, One-Day, Practitioner-Led Conference & Networking Exhibition, Manchester, 29th January 2025
08.15 Registration, Informal Networking & GIC Welcome
09.00 Morning Chair’s Opening Remarks
Phil McQuillen, Culture, Diversity & People Lead, E.ON Next
Empowering Neurodiversity: Advocates & Allies
Panel Q&A
09.10 Unlocking Potential & Fostering Inclusion! Uncover Brand New Strategies For Creating Supportive & Inclusive Environments For Neurodiverse Employees So That Everyone Can Thrive
- Dispel myths and misconceptions and encourage open communication and understanding by promoting neurodiversity awareness and education across your organisation and building a community of support and allyship
- Deep dive into the unique strengths and perspectives neurodiverse individuals bring to the workplace to boost productivity and empower confident leaders
- Identify and address the common barriers faced by neurodiverse employees in order to develop individualised support plans and programmes for long-lasting development
Oliver Berthoud, Head – Influence, Maritime & Intelligence, UK Home Office
Luke Seraphin, Head Of Diversity & Inclusion, Sky Original Programming, Sky
Harry Benham, Inclusion Manager, QBE European Operations
Clarisse Smith, Diversity & Inclusion Partner, BNP Paribas Personal Finance
Anna Mimms MBE, Head Of Employment, Skills & Adult Education, Derby City Council
Consistent Diverse & Inclusive Leadership
Double Perspective
09.40 Continuously Develop Your SLT For Real, Meaningful & Lasting Change Which Supports Your Organisation’s Values, Increases Representation Targets & Diversifies At The Top Level
- Securing that all-important executive buy-in: it’s not a tick box exercise, so how can we maintain consistent leadership support for long-term D&I initiatives with real and lasting impact?
- Create tailored leadership pathways which promote and retain diverse talent to propel the EDI agenda forward, whilst equipping leaders with the training and tools to nurture talent and increase engagement
- Engage the disengaged! What actionable steps can be taken to diversify leadership structures from sponsorship, mentoring, workshops and dedicated programmes?
09.40 Perspective 1:
Georgina Warren, Director, Global Diversity, Equity & Inclusion, IHG Hotels & Resorts
10.00 Perspective 2:
Oliver Berthoud, Head – Influence, Maritime & Intelligence, UK Home Office
Practical & Actionable Disability & Accessibility Strategies
Double Perspective
10.20 Practical Insights To Overcome Accessibility Challenges & Actionable Steps To Implement Inclusive Practices Into Your Workplace To Ensure All Employees Feel Valued, Supported & Able To Do Their Best Work
- How can you create safe spaces where employees come forward with the adjustments needed for them to thrive?
- From evident to unseen, delve into the variety of challenges faced by employees with disabilities and review the employee journey from a variety of different perspectives to anticipate and remove barriers
- From language to live captioning to physical space… explore new and innovative solutions to ensure you are fostering inclusivity across your organisation
10.20 Perspective 1:
Nell Andrew (They/Them), Head Of Equality, Diversity & Inclusion, RSPB
10.40 Perspective 2:
Claire Maydew, Group Head Of Inclusion, Bupa
11.00 The Power of Symbols: Enabling Access and Understanding for All.
- The importance of making everyone feel seen and valued – and how this fosters positive outcomes for organisations of all types.
- What it means to be a communication-forward organisation – and why communication challenges are often called the ‘hidden disability’.
- The vital role Symbols play in society – empowering people to read, understand, and communicate more effectively.
- How organisations worldwide are integrating symbols into their inclusivity strategies – driving greater accessibility and connection.
Jonathan Sullivan, Chief Growth Officer, Widgit Software Ltd
11.15 Morning Break with Informal Networking
11.45 Bonus Session; Reserved For Evenbreak
Boost Engagement With Inclusive Cultures
Panel Q&A
12.00 The Ongoing Battle To Achieving True Inclusivity: The Steps To Remove Bias & Cultivate A Motivated, Engaged & Empowered Workforce Where Anyone Can Shine
- How inclusive would your employees say your organisation is? Strive to improve upon existing results to create and develop a company culture which is open, inclusive and change-ready which will enable employees to bring their whole selves to work
- Changing culture will not happen overnight! How can you reassure employees in the meantime by demonstrating tangible evidence, setting clear and achievable goals and proving the authentic nature of your strategies?
- Utilise support networks and upskill leaders to build a workplace where all teams feel welcomed, respected, valued, and within a psychologically safe environment
Shirley Wilson-Brown, Head Of Inclusion & Employee Engagement, Nuffield Health
Roxanne Clark, Head Of Culture & Engagement, Cabinet Office
Lisa Shaftesley, HR Director, Trips at Booking.com
Polly Collingridge, Senior Business Consultant, Cultural Intelligence Centre
Inclusive Language
Double Perspective
12.30 Challenge Everyday Use Of Language & Connect Language To Business Impact To Boost Engagement Levels, Generate Business-Critical Influence, Increase Talent Pools & Retain Top Talent
- Is unbiased language firmly embedded into your organisation’s DNA? Deliver real and lasting change by empowering employees to challenge language status quo while equipping teams with the knowledge and skillsets to do so amicably and professionally
- It’s time for archaic company policies to be relooked at! Revisit the wording used for company policies to create a workforce absent of exclusionary language and gender-bias
12.30 Perspective 1:
Matt Herridge, Diversity, Equity & Inclusion Partner, Virgin Media O2
12.50 Perspective 2:
Jessy Ahluwalia, Equality, Diversity & Inclusion Lead, King’s College Hospital
Driving Mental Health & Wellbeing Awareness
13.10 Proven, Practical & Proactive Strategies To Drive Mental Health & Wellbeing Awareness Across Your Organisation, Eliminate Burnout Culture, Remove Stigmas & Boost Employee Morale & Productivity
- What does good mental health support look like in practice, and what is today’s workforce expecting organisations to have in place in for 2025 and beyond? Uncover the latest strategies, innovations and services which could be implemented into your organisation tomorrow for proven results
- Continue to demonstrate support for all employees amidst global crises and uncertainty by mitigating stress levels and reinforcing a sense of unity to boost employee morale and engagement
- As we continue to manage hybrid and remote working models, how are organisations ensuring a productive and empowered workforce no matter the employee’s location?
Roxanne Clark, Head Of Culture & Engagement, Cabinet Office
13.30 Lunch & Informal Networking For Speakers, Delegates & Partners
14.30 Afternoon Chairs’ Opening Remarks
Luke McClaran, Deputy Chief People Officer, Vitality
14.40 Creating Psychologically Safe Working Environments
Our session will examine what a psychologically safe working environment is, why it’s important and take delegates through the steps they can take to start creating one in their workplaces, using enei as an example.
Sandi Wassmer, CEO, Employers Network for Equality and Inclusion (ENEI)
Evidence Impact With Data Collection & Improve Representation
14.55 Ensure Meaningful Change & Improve Representation With Trusted Data Insights Which Evidence Real Impact & Demonstrate An Authentic Commitment To Driving The ED&I Agenda Throughout The Organisation
- Translate captured data into actionable insights to drive business-wide change which truly reflects your diverse workforce mosaic and advances your ED&I agenda
- There will always be sensitivity and hesitancy around disclosing personal data collection, so how can you create a trusted and open environment where employees feel comfortable to provide their personal information?
- Continually health check and benchmark progress and feedback to see if you’re on track to hitting set goals and where you may need to adapt performance targets or strategies to specifically target pitfalls
Naheed Nazir, Director Equality, Diversity & Inclusion, Manchester Met University
An Exclusive Kellanova Case Study
15.15 Building A Culture Of Belonging
Sam Thomas-Berry, VP Global Talent & Chief Diversity Officer, Kellanova
Spotlight Breakout Sessions
15.35 Please Join One Of The Following Spotlight Sessions
a) Race & Ethnicity
Annette Hay, Head Of Equality, Diversity & Inclusion, De Montfort University (DMU)
b) Using Behavioural Science To Investigate Drivers Of Unacceptable Behaviour – A Transformative Approach To Diversity & Inclusion
Fiona McClement, Director Of Equity, Diversity & Inclusion, University Of Leeds
c) LGBTQ+
Harry Benham, Inclusion Manager, QBE European Operations
d) Gender
e) Socioeconomic Inclusion – Unfacilitated
f) Trans Inclusion – Unfacilitated
15.55 Bonus Session; Reserved For Exclusive Conference Partner
16.10 Afternoon Break with Informal Networking
Intersectionality: Champion Differences, Nuances & Individuality
Panel Q&A
16.40 Champion The Nuances Amongst Identities, Foster A Genuinely Open Culture & Create A Real Sense Of Belonging To Support All Employees
- Listen and act! Truly understand employee expectations and experiences in order to support employees’ demands and provide them with the tools to be successful
- Demonstrate the benefits of investing in employee resource groups and affinity networks to combat discrimination in your workplace
- Mitigate disconnection and break down barriers to look at diversity holistically in order to ensure no employees miss out on the support and engagement they need
Pav Akhtar FCIPD, Chief Diversity & Inclusion Officer, NHS Blood & Transplant
Nell Andrew (They/Them), Head Of Equality, Diversity & Inclusion, RSPB
Roland Guy, People & Culture Director, The Together Trust
Kate Aldridge, EDI Director, England & Wales Cricket Board
Jennifer Ashton, HR Director, Consumer Corporate Functions, EE
Ensure Unbiased Recruitment, Retention & Progression
17.10 Revolutionise Recruitment Practices, Revamp Retention Strategies & Curate Clear & Tangible Progression Pathways To Attract New Talent, Retain Existing Employees & Invest In Your Future Leaders
- Revisit and evaluate your recruitment strategies in order to reach diverse applicants and retain top talent with inclusive recruitment and onboarding strategies from the get-go
- How can you ensure your hiring managers are recognising and countering their own unconscious bias? Understand the influence unconscious bias has on everything from initial job ads, to long-term retention and employee progression pathways to action new strategies which drive equity
- Is attrition the new normal? Cultivate inclusive employee experiences by combining visual representation on top, inclusive cultures, consistent development strategies and clear career pathways to retain top talent and engage your future leaders
Cat Davys, Talent & Diversity Director, MAG
17.30 Closing Remarks & Official Close Of Conference
