A One-Day, Practitioner-Led Conference & Networking Exhibitions

Contact Us | +44 (0) 203 479 2299

Contact Us | +44 (0) 203 479 2299

A One-Day, Practitioner-Led Conference & Networking Exhibitions

Turn Knowledge Into Action! Meaningful Steps To Deliver A Diverse & Inclusive Workplace Which Attracts Top Talent & Tangible Results

Inclusive Recruitment & Retention ■ Disability, Neurodiversity & Accessibility ■ Mental Health & Wellbeing ■ Inclusive Cultures & Engagement ■ Socioeconomic Inclusion ■ Employee Experience & Diverse Workforces ■ Leadership ■ Intersectionality

13th September 2023, central London

08.30 Registration, Informal Networking & GIC Welcome

09.10 Morning Co-Chairs’ Opening Remarks

Andrea Callender (She/Her/Hers), Inclusion & Diversity Director, Alexander McQueen

Marcia Spiers, Head of People Strategy & Systems, Sue Ryder


Meaningful, Practical Inclusion

9.20 Disability Inclusion – the power of diverse perspectives

How can businesses create a culture of disability inclusion where people with various access needs can belong, succeed, and grow a career?

  • Sharing real stories to drive meaningful action
  • Break free from the fear of making mistakes and take action on inclusion
  • Leverage difference to create business value

Sandra Sheahan, Diversity, Inclusion, & Accessibility Director, Merlin Entertainments


Hot Topic!

09.40 Attract New & Diverse Talent & Retain Employees Through Every Stage Of The Employee Life Cycle To Support Talented Employees & Maximise Workforce Productivity

  • Grow your workforce by creating an inclusive and dynamic environment that nurtures flourishing employees who boost revenue through career growth
  • Explore the benefits of varied backgrounds: people can be taught jobs but cannot be taught to be who they are- how can this unique insight produce new innovation and target new audiences?
  • Support underrepresented employees in their progression through the career ladder, utilise your talent base and cut costs in guiding employee progression instead of losing money by replacing and retraining
  • Showcase your company values as an authentic and inclusive employer who provides a secure, stable and supportive work environment that prioritises the experience of all employees
  • Who is missing? Avoid losing your top talent to competitors by cultivating a strong ethos of belonging within your organisation and welcome all prospective talent with inclusive and unbiased job descriptions


Emphasise Burnout Prevention, Not Treatment

10.20 Unpick The Tension Between Efficient Output & Mental Health As Well As The Importance Of Ensuring A Confidential Network Of Support To Balance Employee Needs Amidst Global Crises For Soaring Productivity

  • Evaluate the lasting effects of the cost-of-living crisis on mental health amongst your team in order to ensure that you have healthy practices in place for resilient employees who can face any external difficulty in the present and future of your business head-on
  • Demonstrate support in cases of global crises: how employers can mitigate stress and support the wellbeing of their employees to keep the company thriving against external struggles even as ill-equipped competitors sink
  • Investigate different ways of implementing employee safety networks to ensure that employees can overcome stigma by communicating confidentially to ensure continuous output at work

Debbie Bullock, Head of Diversity, Equity & Inclusion & Wellbeing Lead, Aviva

10.40 Evenbreak: Accessing A Pool Of Largely-Untapped Talent – Disabled Candidates

  • Why employ disabled people?
  • What’s in it for your business?
  • How do we attract talented disabled candidates?
Jane Hatton, CEO, Evenbreak

11.10 Morning Refreshment Break With Informal Networking

Break The Stigma: How Do You Approach Difficult Conversations In The Workplace? Submit Responses Anonymously




11.40 Encourage A Healthy Work-Life Balance To Cultivate A Motivated, Quality Workforce Who Will Produce Consistent Results Without Distraction

  • Communicate effectively with your team to boost workplace culture by encouraging healthy relationships for strong innovative partnerships
  • Instigate dynamic change by interacting with different groups that will enrich working life and produce employees’ best work inspired by collaboration
  • Renew motivation by allowing employees to honour religious holidays to strengthen company loyalty and boost engagement from all groups
  • Explore how employers can keep the company integrated despite a split between remote and office employees and how to embed this into the company’s values for an unshakeably motivated employee base

Zahoor Ahmad (He/Him), Head of Social Mobility, Inclusion & Belonging, Co-op

Beau Burton, Head of Diversity, Equity, Inclusion & Belonging, Jazz Pharmaceuticals

Neelu Agarwal, (She/Her), First PRA Diversity, Equity & Inclusion Lead, Bank of England

Ifem Onuora (He/Him), Head of Race, Equality & Inclusion, FA Premier League

Emma Finlay (She/Her), Global Inclusion & Diversity Network Director, Mars

Jo Heath, Managing Partner & Head of Practice – D&I, Culture & Ethics, Green Park


11.40 Cement Social Mobility & Socioeconomic Inclusion Onto Your D&I Agenda To Attract & Progress The Best Talent

  • Interrogate socioeconomic inclusion opportunities to bring in more diverse groups for maximum time efficiency in actioning your diversity strategies
  • Reframe exclusionary narratives and develop successful methods to integrate people from different social groups, thus broadening your customer base through fresh insight and new experiences
  • Sustain the efforts to level the effects of social class and investigate a variety of ways to include different people and ensure you are hiring the best talent

Sharon Wallace (She/Her), Head of D&I, Partnerships & Change, Sky

12.30 Lunch & Informal Networking For Speakers, Delegates & Partners


Facilitated Networking

13.00 Informal Breakout Sessions

  1. Menopause
  2. Age
  3. Networks & Sponsor Schemes
  4. Financial Exclusion
  5. Unconscious Bias

13.30 Afternoon Co-Chairs’ Opening Remarks

Marcia Spiers, Head of People Strategy & Systems, Sue Ryder

Owen Marks, Head of Rare Diseases & Diversity & Inclusion Co-chair, Pfizer


Facilitated Networking & Peer Discussions

13.40 LGBTQ+; Race & Ethnicity; Trans-Inclusion; Gender Inequalities; BLM; Disability; Neurodiversity; Socioeconomic Diversity


Authentic Allyship

14.20 Reflect The Organisation You Want To Become: Nurture A Positive Environment To Create Engaging Leaders Who Attract & Retain Diverse Employees To Support The Next Generation & Beyond

  • Create space for underrepresented groups in leadership to action new strategies and bring attention to distinct issues that affect underrepresented groups and escape notice
  • Reflect your employees in the highest positions so junior employees can follow in your footsteps to become strong, confident leaders ensuring lasting output and exponential gain
  • Explore new and current diversity efforts to ensure streamlined strategies and an environment where employees feel primed to do their best work

Hawa Newell-Sydique (She/Her), Director of Talent & Diversity, Equity & Inclusion, Selfridges




14.40 Empower & Support Your Diverse Workforce With High-Impact D&I Strategies Which Boost Productivity & Secure Sky-High Engagement Levels To Create A Positive Employee Experience

  • Dive into the D&I team themselves to ensure that the people who are addressing diversity efforts are well-supported and recognise where to place attention and prioritise efforts
  • Ensure that D&I professionals are good role models and promote good wellbeing to communicate a consistent message on the importance of wellbeing and increase workforce productivity
  • Re-evaluate D&I strategies and investigate how they fit into workplace organisation to ensure that the efforts of the team are put into action with intention and meaning

Nikki Lees (She/Her), People Director, Inclusion & Wellbeing, QBE Insurance

Prabha Vijayakumar, (She/Her), Head of Vaccination Workforce and Equalities, NHS England

charlie Magadah-Williams (She/Her), Head of Diversity & Inclusion, Primark

Lucinda Quigley, Head of Client Solutions, EMEA, Talking Talent

15.10 Bonus Session; Reserved For Exclusive Conference Partner

15.40 Afternoon Refreshment Break With Informal Networking




16.25 Highlight The Complexities Of Your Team’s Backgrounds & Put In Place Strategies To Draw On Your Team’s Individuality & Use This To The Business’ Advantage For Innovative Output

  • Study how diversity of employee backgrounds produce diversity of thought- how can businesses enact this positive change to get insights on different audiences to maximise profit?
  • Materialise tangible action rather than meaningless words: make seamless transitions when introducing new employees to an inclusive space so they can produce their best work
  • Guarantee intersectionality across all areas of the business to position and distribute the best talent in the right areas for quality output

Georgina Warren, Global Diversity, Equity & Inclusion Director, IHG Hotels and Resorts

Raj Morjaria, Head of Diversity & Inclusion, Direct Line Group

Sofi Musleh (She/Her), Head of DEI for LGBTQ+ & Gender, Novartis

Amit Singh (He/Him), Head of Inclusion, Diversity & Engagement, AXA Investment Managers

Kate Aldridge (She/Her), EDI Director (Interim), England & Wales Cricket Board

Mandeep Rupra, Head of Equity, Diversity & Inclusion, Citizens Advice

16.50 Afternoon Co-Chairs’ Closing Remarks & Official Close of Conference

Marcia Spiers, Head of People Strategy & Systems, Sue Ryder

Owen Marks, Head of Rare Diseases & Diversity & Inclusion Co-chair, Pfizer

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 partner@thediversityconferences.com

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