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
MENTAL HEALTH & WELLBEING
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
INCLUSIVE CULTURES & ENGAGEMENT
Panel
Q&A
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
SOCIOECONOMIC INCLUSION
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
INFORMAL BREAKOUT SESSIONS
Facilitated Networking
13.00 Informal Breakout Sessions
Menopause
Age
Networks & Sponsor Schemes
Financial Exclusion
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
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
EMPLOYEE EXPERIENCE & DIVERSE WORKFORCES
Panel
Q&A
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
INTERSECTIONALITY
Panel
Q&A
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?