Power Momentum, Drive Action & Accelerate Real Change: Deliver Future-Forward Diversity, Inclusion & Belonging Strategies For High-Impact, Winning Results

Champion Inclusion With An Open Culture Of Trust, Where Mental Health Is A Priority, Language & Policies Are Data-Driven, Deep Rooted In Allyship & Intersectionality & Designed For A Hybrid & Flexible Workforce

08.30 Registration, Informal Networking & GIC Welcome

09.10 Morning Co-Chairs’ Opening Remarks

Theresa Palmer, Global Head of Diversity & Inclusion, BAE Systems Digital Intelligence


ENGAGEMENT & CULTURE

Panel & Q&A

09.20 Inclusivity First! Develop & Embed An Authentically Open, Inclusive & Change-Ready Company Culture Which Enables Employees To Bring Their Whole Selves To Work & Skyrockets Employee Engagement

  • Harness and elevate your employee networks and D&I champions to encourage active involvement and advance your initiatives
  • What does allyship look like in your organisation? What is their place and how can they best support the movement?
  • Policy into practice: the company culture is a feeling and needs to match the messages you are promoting externally – build your culture around honesty, integrity, and inclusivity

Balvinder Sagoo, Chair of Race, Ethnicity & Cultural Heritage UK Business Resource Group, Boots UK

 Anne Hoerner, Head of Diversity, Culture & Strategic Projects, Bentley Motors Ltd.

 Natalie Chadelat, Project Manager for Equality, Diversity & Inclusion, Manchester University NHS Foundation Trust

Lorna Carson, Equality, Diversity & Inclusion Officer, Coventry University


DATA COLLECTION & ANALYSIS

Case Study!

09.50 Enhance Your DE&I Initiatives With An Environment Of Trust & Data-Driven Insights To Truly Discover & Celebrate The Real Makeup Of Your Workforce Mosaic

  • Examine best-practice insights to maximise engagement and build trust so that colleagues feel safe enough to disclose their personal data and know they won’t be discriminated against in doing so
  • How do you stress the importance of this sensitive data whilst making sure people feel valued for who they are and their contributions to the company rather than feeling like a statistic?
  • Striking the balance right – when choosing how to disclose your data, ensure filters are broad enough to reflect the company’s mosaic but not risking breaching confidentiality


LANGUAGE & CONSTRUCTIVE CONVERSATIONS

10.10 Empower Colleagues & Improve Open Conversations By Ensuring Inclusive & Unbiased Language Is Embedded Into Your Organisational DNA

  • Consult your staff to identify the correct language and terminology to boost engagement, enhance clarity and break taboos
  • If you’re not talking, you’re not learning! Transform difficult conversations to productive learning by challenging what’s been said and done without creating conflict
  • Don’t let the perfect be the enemy of the good: instil confidence in your workforce to ask questions and continue conversations without the fear of getting it wrong to drive progress

Funmi Onamusi, Director of Equality, Diveristy & Inclusion, King’s College Hospital NHS Foundation Trust

10.30 Bonus Session; Reserved For Exclusive Conference Partner

11.00 Morning Refreshment Break With Informal Networking


INTERSECTIONALITY

Latest!

11.30 Equality Vs. Equity: Design Your Most Effective D&I Policies By Considering All Of The Different Nuances & Lived Experiences Amongst Your Employees To Reach & Engage Everyone

  • What steps can we take to start shifting the focus from single strands of diversity to looking at the movement holistically?
  • People don’t just fall into one category! But how do you recognise and value all the multiple identities people may have in the workplace?
  • Understand that inclusion is not an equal allocation of resources but assessing where the biggest need is and distributing help and support that way – only then will you achieve equality

Simi Dubb, Director, Colleague Experience & Inclusion, Metro Bank 

Claudia Carvell, Inclusion Lead, Co-op

Helen Gaier-Laidlaw, License Programmes Manager, Scottish Power Energy Networks

Shamini Rajan, Inclusion Partner, Aviva

 Melissa Sumner, Global Director of Talent, NCC Group

 Garry Clarke-Strange, Head of Inclusion & Diversity, Greene King 


DIVERSE & INCLUSIVE LEADERSHIP

12.00 All-Inclusive Leadership! Secure Diverse Representation At The Top By Engaging Existing Leaders In Initiatives To Drive Real Long-Lasting Change

  • What should you value in an effective leader when awarding promotions? Nurture and empower everyone on your team with tangible progression pathways
  • Foster allyship from the top and share the responsibilities as DE&I moves away from being an HR function to a business-critical strategy to success
  • Change can’t happen overnight – for the time being, how can existing leaders provide support and build meaningful connections with their team?

Karen Wiesenekker, Head of Strategic Inclusion & Diversity, British Transport Police 

12.20 SPOTLIGHT SESSIONS

  1. Gender
  2. Disability
  3. LGBTQ+
  4. Transgender

12.40 Lunch & Informal Networking For Speakers, Delegates & Partners

13.10 Informal Breakout Discussions

  1. Belonging
  2. Psychological Safety
  3. Social Mobility
  4. Equal Ops
  5. Networks & Sponsor Schemes
  6. Education
  7. Financial Exclusion

13.40 Afternoon Chair’s Opening Remarks

Kerri-Ann O’Neill, People Transformation Director, Ofcom


MENTAL HEALTH & WELLBEING

New!

13.50 Prioritise Mental Health & The Wellbeing Journey In Your Organisational Goals By Removing Stigmas, Developing A Real & Authentic Understanding & Providing Proactive Support For All Colleagues

  • Create psychological safe places for open conversations about mental health to take place, increasing engagement levels leading to a genuine sense of belonging in your organisation
  • What are your employees expecting from the business in terms of mental health awareness today? When we spend 1/3 of our lives at work, what accountability and responsibility do you have for the mental health and wellbeing of your employees?
  • Seamlessly incorporate your inclusion strategies into your mental health journey to ensure resources are being distributed effectively and no one feels left behind
 

Rachel Akili, Group Head of Equity, Diversity & Inclusion, MAG Airports Group 


HYBRID & FLEXIBLE WORKING

Panel & Q&A

14.10 Reignite Engagement By Harnessing The Benefits Of A Hybrid & Flexible Working Model To Enhance The DE&I Movement, Unlock Real Potential By Making Jobs Accessible To All & Providing Unrestricted Development

  • Rethink your processes and structures and make those reasonable adjustments to boost productivity and increase the quality of your products and services
  • What is the new work-life balance? Whilst WFH has cut the commute, how do you maintain those social connections and development opportunities found in the office?
  • Explore winning strategies to promotion inclusion and reigniting engagement amongst those working from home

Patricia Galloway, Chief People Officer, UK Infrastructure Bank 

 

Jenn Barnett, Director, Head of I&D, Environment & Sustainability, Grant Thornton UK LLP 

Samantha Walsham, Global People & Organisations Skills Leader, Arup 

Charlie Mansell, Head of People Operations, Metro Bank

14.40 Bonus Session; Reserved For Exclusive Conference Partner

15.10 Afternoon Refreshment Break With Informal Networking


INCLUSIVE RECRUITMENT

Double Perspective

15.40 Eliminate Bias & Reap The Benefits! Secure Top Talent With Diversified Talent Pools & By Creating Inclusive New Talent Pipelines For Improves Retention & Engagement

  • Looking at your recruitment and your past hires, who have you given jobs to? Why is that? Who applied? Are minority applicants converting to hire? If not, what is going on?
  • Diversify pipelines, revolutionise recruitment processes! Expand your talent pools to better serve a diverse range of consumers
  • How do you ensure you are inviting new talent to the table and empowering underrepresented candidates to apply to job openings?
  • You’re hired! What’s next? Deep dive into the colleague lifecycle to retain top talent with clear progression and equal opportunities for everyone

15.40 Aseia Rafique, Diversity & Inclusion Specialist, Save The Children

16.00, Leonie Jones, Employability & Diversity Director, Department of Chemistry, University of York 


FUTURE-PROOFING YOUR DE&I INITIATIVES

16.20 Fuel The Future: Infuse DE&I Into The Everyday As Opposed To Being A Moment In Time To Make Long-Lasting & Sustainable Change

  • In your active inclusion and when making reasonable adjustments, ensure you are not escalating the problem by ‘othering’ the groups you are trying to support
  • D&I fatigue? Translate concepts and conversations into real and authentic change to truly champion diversity and inclusion
  • Looking back, looking forward: measure the impact of your initiatives with an in-depth analysis into the data to deliver evidenced approaches moving forward

Rachel Hayes, Senior ESG Policy Analyst, Solar Energy UK

16.40 Afternoon Chair’s Closing Remarks

Kerri-Ann O’Neill, People Transformation Director, Ofcom

16.50 Official Close of Conference