Keynotes

Refugees face many barriers when they arrive in a new host country, including not knowing the local language, unfamiliarity with the culture, and limited opportunities to connect with the local neighborhood. This makes it even harder to integrate — which reinforces any negative misconceptions about them and makes businesses reluctant to give them employment opportunities. This needs to change. We know that refugees bring skills, diversity, and a different perspective to our business.

Refugee employability means refugee inclusion. Refugee inclusion means the long-lasting prosperity of our societies.

As the shocking war in Ukraine continues to escalate, EY’s priority continues to be the safety of our people in Ukraine, Eastern Europe and across the region, and actively supporting those impacted. In this session, we offer a behind-the-scenes look at the EY initiatives at EY Germany focused on supporting our colleagues from Ukraine with financial support, relocation, integration in the workplace, and providing psychological safety.

The percentage of women, black people and other discriminated minorities has been widely used by global corporations as their key indicator of diversity, equity and inclusion. In his keynote speech Kostiantyn Gridin, founder of the Global Inclusion Online Forum, will discuss ways of assessing progress and improving implementation of diversity, equity and inclusion in the workplace.

After the atrocity of the murder of George Floyd, many organizations struggled to find ways to respond and take action to become an anti-racist organization. See how an organization diversified their all-white leadership team by 20% and took action towards systems changes through culture and policy to combat systemic barriers.

• The barriers to the DEI agenda.
• Why leadership matters to DEI thriving.
• Strategies when working with leaders who do not buy into the DEI agenda.

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.

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

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.

• 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.