Agenda

Join to hear the Startup Pitch Competition finalists for the Diversity and Equality category

Technology and algorithms often get a bad reputation for Diversity & Inclusion and employee engagement, often perhaps appropriately. But the pandemic has changed the world of work for many of us, with employees wanting more purpose at work, greater employee engagement and diversity expectations. This is all in a workplace that is likely to be remote or hybrid - meaning as managers we perhaps won't be able to rely on as much face to face to manage our teams.

• Most common gender equality metrics used in global corporations.

• Ways to measure and influence female empowerment and job satisfaction.

• How to use the combination of measurements to create a thriving work environment for all.

This keynote explores both the nuances and the outright disagreements about the language of the LGBTQ+ crowds. From a younger generation who have embraced the word 'queer', to older who find it abhorrent. From an older White generation who might find the term 'elders' irksome, to those from Asian and Black families and groups who might find it a term of endearing respect.

Are you looking to tackle The Great Resignation, burnout or the broken rung for women?

Are you ready to move beyond tactical DEI solutions to fundamentally changing the equality landscape for women?

In this 20-minute session Miisa Mink, founder of DrivenWoman and the Lifeworking™ method, will share what women struggle with most and how co-working can help them overcome and thrive. Over 10,000 women have benefited from Lifeworking™ since 2013. Miisa will share her experience from personally leading over 500 group sessions in more than 10 countries seeing the transformation of thousands of women.

Research suggests that neurodivergent teams can be 30% more productive, yet 80% of neurodivergents are underemployed. What exactly are companies missing out on?

- What cognitive strengths do neurodivergents bring to the table, and how can these map to more efficient teams?
- How can diversity of thought promote innovation and creativity, and unconventional problem-solving?
- Why are retention rates higher for neurodivergent employees, and how can businesses tap into long-term career potential?

In this case study, the speaker will share:

• The ingredients required to develop the 3 Cs
• The measurable impact of implementing the 4 building blocks: redefining success, engaging participants' managers, individual coaching and facilitating 3-way meetings
• The contrasting outcomes between leadership programmes with and without the building blocks

• The challenges and opportunities in implementing accessibility policies.

• Can digital accessibility be the new frontier for establishing inclusive policies?

• What can SMEs do to kickstart accessibility policies with limited resources?

• Revelations brought by increasingly prevalent hybrid workspaces

• Drawing the line between individual and collective responsibility

• How can a corporate culture ensure the feeling of safety and mental health in hybrid environments?

Are agile organisations really inclusive? Surely, given the fundamental principle of “individuals and interactions over processes and tools” and the fact that almost every agile approach embeds collaborative practices, the answer should be yes. And yet, the lived experience of many people contradicts this. Putting these assumptions and hypotheses to the test, the Business Agility Institute undertook an ambitious, year-long, research project and heard from 500 people globally.

In this session Devin Tyler of Axiom Consulting Partners will discuss challenges companies are experiencing related to understanding progress and opportunities on their DEI strategy through data and analytics. Nearly two years ago companies rushed to pulled together committees to formulate strategies to combat racism and advance inclusion and diversity. Now companies are seeking to understand progress, where opportunities remain, and what efforts are delivering the greatest impact on their DEI strategy. Because reliable and high-quality DEI data and analytics are difficult to obtain, even for those with the latest HR Technology, this presents an obstacle for companies to evaluate their DE&I strategy and what comes next. Devin will outline the challenges his clients are experiencing related to DE&I analytics, and the steps to develop more reliable and robust insights from data that link with DE&I Goals and guide leadership actions, decisions, and investments.

• Discover what it means to be a Trauma-informed Organization
• Learn about the SAMHSA four R's rubric to describe a “trauma-informed” organization, program, or system.
• Adopt the four-phase model for trauma-informed care.

Learn how Clusiv.io helps the blind and visually impaired population turn their disability into a super power with training that prepares them for jobs at leading tech companies.

Dr. Zallio will run a demonstration unfolding the potential of the Inclusive Design Canvas for different design teams. The Inclusive Design Canvas is a strategic design template that offers an educational springboard for design professionals to embed Inclusive Design in the design process and to build the business case for Inclusive Design.

The second will highlight the potential of the IDEA audit, a mixed-method post-occupancy evaluation system that helps professionals to collect building occupants’ data on the perception of Inclusion, Diversity, Equity, and Accessibility.

Along with insights on increasing employees’ engagement, this training will assist your future endeavors in:

• Providing company’s assessments on cultural transformation
  
• Creating an inclusive climate and engendering a culture
  
• Analyzing the steps to foster a sense of community within the organization

Along with learning effective techniques for holding inclusive meetings, this training will assist your future endeavors in:

• Encouraging employees to contribute during company’s meetings
  
• Learning methodology for enhancing relationships within your team
  
• Owning the tools for having productive meetings

In this workshop, you will understand what "the emotional tax is", who it affects, how it decrease morale, increase sickness absence and why it is a precursor to a minority talent drain for your organization.

This introduction session aims to provide "first-steps" guidance for those who may want to incorporate disability inclusion into the DEI agenda by helping them:

• ask the right questions for their company
• think about how to utilize their resources effectively for disability inclusion
• begin to craft actionable short, mid and long term goals for disability
• reflect on who internally to their organization as well as externally needs to be involved for disability inclusion to be successful in the long-term
• feel confident about disability as a new and/or unfamiliar topic.

In this workshop, you'll learn how you can use curiosity as a tool for preventing microaggressions and creating a safe space for all people in your workplace.

This interactive workshop will show you how to create spaces where microaggressions aren't just publicized — they're actually prevented.

This workshop will include:

• An intro activity to help determine who in your workplace might be experiencing microaggressions
• A role-playing activity to teach you how to address microaggressions as they happen

During this webinar, the HR and L&D professionals will learn:

• The fundamentals of global virtual working and how cultural diversity and geographic distance impact how people think, feel and act while working virtually.
  
  
• The skills and competences for global effective leadership and techniques to support the development.
  
  
• How to create a development plan for global leaders and employees.

• Consistent and inclusive communication
• Encouraging transparency from all angles; including asking employees to be honest with their managers about whether they are thinking of applying elsewhere or getting contacted by recruiters.
• Regular organised social events
• Social channels that are purely for getting to know your coworkers better and opportunities for coworkers to share their passions and things they love
• Celebrating diversity in all its forms including wishing happy holidays for all cultural holy days and removing the phrase "guys" when referring to groups of people.

In his workshop, Kostiantyn Gridin, the founder of the Global Inclusion Online Forum and partner at CFC Big Ideas, will talk about his method for setting diversity and inclusion goals:

• focusing on employee satisfaction rates while using demographic percentages as one of the indicators;

• setting up a hiring system that does not allow decision makers to apply their biases;

• setting up an automatic promotion system, based on scores and KPIs, without a need for a human decision.

As a result, the attendees of the workshop will leave the session with readiness to:

• apply diversity and inclusion models;

• apply inclusive hiring principles and criteria, which will give no room for candidate complaints;

• apply the promotion system, eliminating biases and discrimination.