Panel Discussions

May, 20 8:00 AM CEST
Stage 1
Panel Discussion

Creating a Diverse Talent Pipeline in the Absence of Diverse Candidates

Large corporations and small businesses across industries continue to struggle to find diverse talent. One of the main issues is the shortage of diverse professionals in the talent pipeline. Companies around the world suffer from their own version of the pipeline problem, whether in tech, consulting or finance.

A diverse workforce is more creative and innovative. Employees from different backgrounds and skill sets can offer a broader range of ideas and solutions. They can also spot things that other members of the team may not notice. Even if your company has already set up a DEI program, hitting its targets will be a major challenge if hiring practices remain unchanged. It’s time to find new, hungry job-seekers by developing strong, meaningful relationships with diverse candidates. Once you do, your company's ability to bring the best professionals into your talent pool will improve dramatically.

Identifying the root problem interfering with inclusive hiring can help organizations boost both growth and progress. The speakers in this panel will talk about:

  • How to enlarge the talent pool when the market lacks diverse talent
  • How to promote the inclusion of minority employees
  • How to ensure psychological comfort for diverse employees in the post-COVID workplace
Ezequiel Massa Head of Diversity & Inclusion at SAP Latin America & Caribbean
Tina Vinod Head of Diversity, Equity and Inclusion at ThoughtWorks
Emmanuel Michael Leadership and Career Success Coach
Leslie Gray Head of Diversity and Inclusion and Chief of Staff, Office of the CEO at Mozilla Corporation
May, 20 11:00 AM CEST
Stage 2
Panel Discussion

Diverse Teams as the Foundation for Inclusive Products and Services

Companies of all sizes in all industries have come under fire for generating products or services that are insensitive towards race and disabilities. While homogeneous teams don’t intentionally insert bias into what they create, they don’t always realize how their own worldviews affect the customer base and customer loyalty.

How might an individual with 20/20 vision truly understand and devise a product for those with visual impairments? How might a 90% cis-male team come up with a product suitable for all genders?

Getting feedback and keeping in mind issues facing disadvantaged groups are essential, yet an undiverse team is never likely to know all the questions to ask or the experiences to consider. An inclusive organization, on the other hand, with multi-background employees, is more likely to be truly innovative and come up with products and experiences for all individuals, not just the presumed majority.

Our speakers will cover the following issues during this panel:

  • How diverse teams can help enlarge your company’s customer base
  • How inclusive products can boost customer loyalty
  • What ethical issues to consider in developing inclusive products and services
Liam McNally Diversity & Inclusion Partner at GitLab Inc.
Siddhi Trivedi Founder at Beyond Identity
May, 21 3:00 PM CEST
Panel Discussion

Overcoming Barriers to a Workplace that is Inclusive Towards Refugees and Immigrants

With increasing globalization, more people are moving across borders and between countries than ever before. Immigrants and refugees go abroad to find better lives for themselves and take advantage of the career opportunities available. However, even for skilled immigrants, this is often too idealistic, since there are many barriers to employment that prevent such individuals from working in their professional fields.

Conscious and unconscious biases around race, religion, culture and nationality also come into play for newcomers. Sometimes, companies question hiring immigrants, as they are not familiar with the university previously attended or the organizations on the applicant's resume.

So what can employers do, to be more inclusive of these individuals and allow them to fully contribute their skills?

Our speakers will discuss three key topics:

  • The importance of refugees and immigrants in a post-COVID economic recovery
  • What prevents most companies from hiring newly-arrived workers
  • Challenges to the inclusion of immigrants and refugees in the workplace
Arifur Rahman Prodhan Head of Livelihoods and Economic Inclusion Team at UNHCR Rwanda, the UN Refugee Agency
Joséphine Goube Executive Director at Techfugees For Impact
May, 21 3:00 PM CEST
Panel Discussion

The Future of Inclusion: How to take a scientific approach to building a culture of diversity, equity and inclusion

The evidence that diverse and inclusive organizations deliver better business results has never been clearer. DE&I is associated with a 15% increase in profitability for a firm when women rise to senior ranks, a 19% increase in revenue from innovation and 4% net income growth.

However, many of the most popular tools and techniques used to build inclusive cultures are not actually working. In fact, they might be making things worse. The future of inclusion means taking a scientific approach that’s been tested at the world’s most ambitious companies. An approach that has identity and belonging at its heart.

MindGym are behaviour change specialists that equip the world’s most ambitious companies to be ready for tomorrow. We believe improving performance comes from changing behaviour, not systems. Over 3 million people have taken part in a MindGym experience and we’re just getting started.

In this session you will learn about tried and tested techniques for building a culture of inclusion. Join us to explore:
  • How DE&I programs influence business results
  • Why existing approaches often fail to deliver
  • The scientific approach that is proven to transform culture and performance
Dr. Janet Ahn Chief Behavioural Science Officer at Mind Gym 
Desi Kimmins Chief Commercial Officer at Mind Gym
May, 21 4:00 PM CEST
Stage 2
Panel Discussion

Solving DEI Challenges in a Remote Workforce

Inclusion is a key driver of innovation and engagement, which have been sorely tested during this time of worldwide disruption for more than a year. As companies started shifting to remote work during the corona virus pandemic, they should consider taking extra measures to ensure that all employees are included and have equal opportunities. DEI is an issue for organizations, even in a normal in-person office environment, but the problem can intensify with distance.

For example, when multiple professionals work together, miscommunication can happen due to differences in cultural norms, communication styles, and expectations. In a globally distributed workforce that doesn’t have as many possibilities for in-person connections, this can be even more of a risk.

So how to make sure remote employees all receive equal support? And how to build truly inclusive remote teams?

Our speakers in this panel will consider the following topics:

  • The new challenges and opportunities presented by remote work
  • Harnessing the power of analytics and DEI to transform the future workplace
  • Conceptualizing and measuring workplace diversity in a remote setting
Monika Navandar Founder and Chief D&I Consultant at NeoSeven Solutions
Kristen Anderson Chief Diversity and Inclusion Officer at Barilla
DK Bartley Chief Diversity, Equity & Inclusion Officer at Moody’s
Tinisha Agramonte Chief Diversity Officer at Motorola Solutions, Inc.
May, 21 4:00 PM CEST
Startup Pitch Stage
Panel Discussion

An Intersectional Approach to Addressing All Inequalities

The term intersectionality is becoming more common in discussions of DEI. Still, many employers aren’t sure what it means—or why it matters in their workplace.

Many HR and diversity professionals tend to focus on one type of discrimination at a time. But humans themselves aren’t one-dimensional. For instance, Black women earn substantially less on average than their white, non-Hispanic male counterparts for doing the same jobs. And the unemployment rate for people with disabilities is more than twice the rate for people without disabilities. For a worker who is a Black woman with a disability, these two issues are compounded.

If corporate inclusion efforts don’t prioritize intersectionality, they risk being counterproductive—and can potentially even be harmful.

So how to build an intersectional DEI strategy with true belonging, empathy and inclusion in a company?

Our speakers will examine the following topics in this panel:

  • How to boost awareness of intersectionality among DEI and HR officers across the company
  • How a holistic approach can provide greater support for all employees
  • The power of Allyship programs in fostering a culture of belonging
Cornell Verdeja-Woodson Director of Diversity, Equity, and Inclusion at Headspace, Founder & CEO at Brave Trainings
Mita Mallick Head of Inclusion, Equity and Impact at Carta
Mx. Pips Bunce Head of Global Markets Technology Strategic Programs at Credit Suisse
May, 21 5:00 PM CEST
Stage 1
Panel Discussion

Confronting Racism and Injustice in the “New Normal” Corporate World

Racial disparities and injustice remain prevalent in workplaces across the world. Widespread protests filled the streets in many countries after the killing of George Floyd at the hands of Minneapolis police last May. As the murders of Floyd, Rayshard Brooks and too many others have made painfully obvious, Black people to this day experience racism and injustice in different settings, including the corporate one.

Facing injustice at work is difficult for just about anyone, especially when it comes to issues that in some way implicate those above us. Employees can well fear to suffer career, social, psychological, or other kinds of harm for speaking up.

So how can we confront systemic racism and injustice in the workplace? And what can be done to be a good ally and recognize your own privilege?

The speakers in this panel will discuss the following topics:

  • One year after George Floyd's murder, has the corporate world become less racist?
  • Power, privilege and equity: How do they look in the transformed post-COVID workplace
  • What is the level of anti-racism corporate policies and practices?
Amber Hikes Chief Equity and Inclusion Officer at ACLU
Shelton John Goode CEO at Icarus Consulting
May, 21 6:00 PM CEST
Stage 1
Panel Discussion

Rehumanizing Work in an Age of Accelerating Technological Progress

Technology brings huge benefits to corporations, enabling them to increase productivity and offering almost limitless opportunities for growth and expansion.

While this connectedness brings advantages, it can also dehumanize working processes, especially at times when many companies have gone partly or fully remote. Employees know their colleagues largely as LinkedIn profiles and Slack icons, which might reduce the level of empathy and alienate them from co-workers. The alienating effect of technology is not only about the inability to interact face-to-face. The feeling of missing out can also be dramatically multiplied when the entire workspace and career opportunities are at a person’s fingertips.

So how do we rehumanize our workplaces and boost empathy in the age of accelerating technological progress?

Our speakers will cover the following topics:

  • The dominance of the digital identity inside and outside the office
  • Boosting emotional intelligence, compassion and understanding within hybrid teams of remote and offline workers
  • New type of humane behavior in a digital environment
Annie Yu Chief of Staff at Vox Media
Sandra Healy CEO at inclusio, Founding Director of the DCU Centre of Excellence for Diversity and Inclusion
Wei-Li Chong U.S President of Mind Gym
Scott Domann Chief People Officer at Calm
May, 21 7:00 PM CEST
Stage 2
Panel Discussion

Hiring Policies to Improve Gender Balance and Overcome Sex-based Biases

Getting a gender-balanced team and overcoming bias need to ultimately be the goals of the majority of all corporate DEI strategies. In reality, this isn’t always the case, as gender diversity is still a real issue in many professional fields.

Unfortunately, in most countries, women, transgender and non-binary persons remain underrepresented. Sex-based bias is a problem that the modern workforce still faces. With so much attention paid to gender equality in recent years, some progress has been seen, but not enough. According to a study of the US by, the “uncontrolled gender pay gap, which takes the ratio of the median earnings of women to men without controlling for various compensable factors, has only decreased by $0.07 since 2015. In 2020, women make only $0.81 for every dollar a man makes.”

So how can companies promote gender equality in hiring and overcome sex-based discrimination?

Our speakers will discuss the following topics:

  • How to attract more women to apply for a position at your company
  • Techniques to overcome sex-based and gender bias
  • How to promote gender equality in the workplace
Michelle Penelope King Best Selling Author
Okeyi Ojotule Comfort (Solace) Founder at She Rise Africa, Writer, Storyteller, Podcaster
May, 21 8:00 PM CEST
Stage 1
Panel Discussion

How can Universal Design Benefit Companies and Attract More Customers

The inclusive design aims to cater to the full spectrum of human diversity. This extends further than accessibility, which focuses on users with special needs or disabilities. Yet, for many tech products and services, even accessibility remains a design afterthought today.

Having a multitude of user experiences for separate apps and other design spaces, such as for people with visual impairments and those without, is less efficient and not cost-effective. Not only that, it separates users according to their weaknesses and strengths. Instead, producing a universal interface for customers regardless of their abilities can unite by design.

So how can companies shift from separate accessible design to a universally inclusive interface?

Our speakers will consider the following topics in this panel:

  • The economic rationale of inclusive design: Does it always have to be expensive?
  • Principles and tips for applying universal design
Filipe Roloff Global Diversity & Inclusion Lead for Lifetime Customer Experience at SAP and Co-founder & Lead of Pride Connection Brasil
Catherine Nichols Senior Director of Accessibility Programs at Salesforce