To access an on-demand video, please click on the relevant session title in the agenda below.
DAY ONE: Tuesday 19th October 2021
If you have a burning desire to sharpen your company’s D&I practices and increase opportunities for all, today’s presentations and panels are here to help you to determine how to ignite change and put new initiatives in place. Get hands-on advice from prominent individuals at the forefront of their professions who are making a real difference on the ground and join our evening networking meetup to connect with speakers and your fellow attendees.
Introduction by INCLUSION 2021’s Event Director
Dame Stephanie “Steve” Shirley is a true workplace revolutionary, having founded a software firm in the 1960s, challenging sexual discrimination, employment law and social convention, and pioneering flexible work options for women. Dame Stephanie, who founded ‘Autistica’ – Diversity Network’s lead charity partner for INCLUSION 2021 – is now a venture philanthropist, devoting her time to supporting strategic projects in the field of autism.
In this inspirational opening keynote, Dame Stephanie will share:
Recent discoveries in neuroscience provide new insights into the power of inclusion and the devastating effects of exclusion on people and teams. In this session, we will explore the latest research on belonging, inclusion, workplace bullying, bias, and microaggressions. We’ll look at the relationship between long-term exclusion and committing violence to self or others. We’ll focus on six strategies for moving people to action.
Dr Andreatta uses her unique background in leadership, neuroscience, psychology, and learning to create groundbreaking solutions for today’s workplace challenges. Britt is the former Chief Learning Officer for Lynda.com (now LinkedIn Learning).
Sharing how Roche developed and implemented a fully integrated and holistic diversity, inclusion and belonging strategy.
Detailing the process, the challenges, the successes and the impact of the strategy within the organisation as well as the wider communities.
There is a great deal of research showing the benefits of diversity in companies. A 2017 Boston Consulting Group (BCG) study identified diversity as a key driver of innovation, finding that diverse teams produce 19% more revenue. Results showed that these companies develop more relevant products because they are more in tune with the customer’s changing needs. Our panel of expert D&I practitioners share:
Come and explore our online interactive Diversity & Inclusion exhibition with prizes on offer for all those who make it round all the stands!
In a recent study of more than 100 workplaces, inclusion of people with disabilities was voted the diversity area that required the greatest improvement within the organisation, despite the fact that numerous studies have shown businesses have as much to gain as employees from attracting more workers with disabilities.
Rolling Stone Magazine recently named Aretha Franklin’s “Respect” as the #1 song of all time. This is a timely headline that signals how important our work is today. However, in practice, respect is complicated and culturally loaded. It means different things to different people, and it manifests in a multitude of behaviors and gestures.
Why is that? How does this apply to your inclusion efforts? How do you show respect to people in a way that works for them? Join us for a jolt of insight into respect and its power to bring people together.
According to both quantitative and qualitative data, working Black people still face obstacles to advancement that other ethnic minorities and white people don’t. They are less likely than their white peers to be hired, developed, and promoted. In addition their lived experience at work is demonstrably worse even than that of other people of colour.
Conscious inclusion is the number one strategic objective for McCann Worldgroup, one of the world’s 4 biggest advertising agencies.
Recognising the value of a globally integrated community, their D, I & B focus centres around a ‘Day for Meaning’ – a whole day of reflection, every year, dedicated to learning, discussing and deciding which local actions to take forward and make a difference to the lives of their employees and the communities around them.
Join us as they share the story of how they activated this on a global scale across 45 countries and 100 locations. The aim: to address challenges, bias, themes and opportunities to be a more diverse and inclusive organisation now, and in the years to come.
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 .
DAY THREE: Thursday 21st October 2021
Day Three includes Workshops, Discussions, Interviews and Interactive Networking throughout the day, providing key resources, tools, strategies and skills to turn D&I ideas into action.
Join us as we exploring the intersection of culture and inclusion in the workplace at the start of the ‘new normal’.
Sathya Bala (She/Her), Founder of My Skin My Story, will share why and how she started a cross-industry community for women of colour to connect, empower and elevate each other, and the impact this has on women of colour at work and beyond.
Aaron Morgan shares how Team BRIT have used technology to make racing accessible to all, how these made him feel included and valued, and how he was able to realise his dream to drive a formula car a reality.