DAY TWO: Wednesday 20th October 2021
Hiring, retaining, developing and advancing diverse talent is no small task. In Day Two, discover how can you educate staff to make sure that they support and honour your company’s D&I approach, and what can senior management do to support a culture of inclusion. Gain practical advice on mentoring, inclusive recruitment, staff monitoring and effective D&I planning, to improve the employee experience and make your company a better place to be.
Create an inclusive culture where differences are valued
Make sustainable change a reality
Experience the power of vibrant teams
Deneva Shelton, the Vice President and Community Manager for Sacramento, from JPMorgan Chase & Co. will share their commitment to closing the wealth gap for marginalised communities, particularly for Black and Brown communities, outlining the strategy and process, including holding listening circles, and offering financial literacy workshops to organisations. Devena will also discuss the importance of organisations thinking beyond their own workforce and think holistically about the communities they sit in, and how diversity, inclusion and belonging strategies can incorporate Black and Brown communities.
Carl Akintola-Davies and Kim Peters will provide an overview of probably the best-evidenced leadership theory there is, why you probably haven’t heard of it, and how it’s being deployed with senior managers at the UK Parliament to help them be more effective – and more inclusive – leaders.
Why it is essential to be creative and reimagine task execution, communication, and collaboration to improve the way your workforce communicates
Managing pay equity effectively builds trust in leadership, increased engagement and reduces turnover. Meanwhile, inequities can lead to employee dissatisfaction and risk of litigation and shareholder disapproval.
Due to the pandemic, UK Government cancelled gender pay gap reporting requirements in 2020, and many were concerned that this undermined the importance of gender equality issues in the workplace. Of course, it is not only gender; pay gaps relating to ethnicity, disability and more pervade. In this discussion, our expert panellists will discuss:
The positive uplift in the number of companies reporting voluntarily on the gender pay gap – is this cause for optimism?
There is no law in place yet to report on any other pay gaps – is this what it will take for employers to actually do so? The government said it would introduce mandatory Ethnicity Pay Gap (EPG) reporting, but it has yet to do legislate on this. Therefore, according to PwC only 23% of employers calculated their EPG data for 2020. Is this likely to change without legislation?
Should employers be required to release their pay gap data to the public, or should they do this voluntarily – even if the data is poor?
Felizitas Lichtenberg, the Global Head of Diversity and Inclusion at SumUp, will share their story of how SumUP positioned diversity, inclusion and belonging as a core business imperative, detailing the process, creating the strategy, and assessing the impact and ongoing work .
Come and explore our online interactive Diversity & Inclusion exhibition with prizes on offer for all those who make it round all the booths!