Our three-day INCLUSION 2021 agenda includes contributions from 75+ D&I industry experts. It is packed with panel discussions, presentations, workshops and networking sessions on every aspect of Diversity, Equity & Inclusion in the workplace. 

DAY ONE: Tuesday 19th October 2021


Creating a Diverse, Inclusive Workplace

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.


Morning Keynotes

8:30am  BST

Welcome and Launch of the Diversity Network Professional Access Portal
  • Introduction to INCLUSION 2021 and what to expect over the next three days
  • Diversity and inclusion in society today and what this means for the workplace
  • Celebrating the launch the Diversity Network Learning Portal, including 100+ hours of on-demand videos, whitepapers, D&I podcasts, latest D&I news, interviews, discussions, networking meetups and more, available 24/7 all year round

Inclusion 2020 Event Director, Diversity Network

Finance_brand image small

8:45am  BST

Social Change Starts With Conversations
  • How transformation can be achieved when enough of us choose to be a voice for change
  • The collaboration required between parties – although driven by governments – to drive change as the world faces new and growing inequality challenges
  • The importance of small, daily interactions in the fight for change – how businesses can play their part
Smiling young businesswoman and her diverse team brainstorming ideas with sticky notes on a glass wall while working together in a modern office

9:00am  BST

Revolutioning the Workplace
  • How to drive revolutionary workplace change that can help thousands to have successful careers
  • How the pandemic has affected the advancement of workplace practices and precipitated a rise in homeworking
  • How we can address this and what still needs to be done to reach true equality in the workplace
Inclusion 2020

9:20am  BST

Turning Apathy into Action

Despite increased discussion and publicised goals around diversity and inclusion, progress has remained slow in most sectors. It is crucial that the productive, illuminating – and often difficult – conversations on diversity, equity and inclusion do not simply remain conceptual. Business leaders must now step up, produce clear action plans, and take practical steps to move the needle.

  • What are the reasons for apathy continuing to be an issue when it comes to DEI – individuals’ lack of understanding, organisations’ lack of urgency in making change, misconceptions, or something else? Where are the barriers to change?
  • How can we motivate the entire workforce – driven from the top and supported by HR and DEI teams – to take personal responsibility for inclusion and diversity?
  • Importance of communicating that apathy does not mean acceptance – everyone must speak up and be accountable
Office staff is summarizing the work to present the management,Image for business concept.

9:40am  BST

Data in the Drive Towards Greater Diversity & Inclusion
  • The opportunities and challenges surrounding data collation and self-declaration for diversity and inclusion are crucial to enable organisations to assess their current position and make improvements.
  • Discover how to establish a Diversity and Inclusion baseline and measure improvements
  • Learn about the solutions that HR and D&I practitioners can implement to collect diversity data
Two young intercultural businesswomen discussing online data for report in conference hall

10:00am  BST

Panel Discussion: Racial Diversity and Inclusion: A Year On from Black Lives Matter
  • Have the conversations and commitments made by companies across the world in 2020 translated into action?
  • Authentic change does take time – but has adequate progress been made?
  • Who is getting it right and where can we draw inspiration from?
  • Where do we go from here?
Group of content curious people in casual clothing sitting on chairs and listening to speaker during conference

11:00am  BST

Equity and Equality Are Not Equal

Merriam-Webster defines equitable as “dealing fairly and equally with all concerned,” and equal as “of the same measure, quantity, amount, or number as another.” Equality has to do with giving everyone the exact same resources, whereas equity involves distributing resources based on the needs of the recipients.

  • What are the dangers of equity and equality being used as interchangeable terms – how might this hinder progress?
  • Which should we be focusing on to make the biggest positive difference?
  • Equity is often discussed in the context of education, but how do the issues present in the workplace?
  • If we are to prioritise equity in our workplaces, how do we define the needs of the employee and therefore distribute resources appropriately?
  • How can improving equity be measured?
Diverse Utilities_band image-02 small

11:20am  BST

Tackling Bias: Uncovering The Hidden Prejudices That Shape Everything We Do

Stanford University psychologist, Jennifer Eberhardt, has studied unconscious racial bias for many years, finding that when these biases are triggered, there can be devastating impact, despite your intentions and desires. She argues that what is important is “being conscious of the circumstances that make us vulnerable to them, and working to mitigate those factors”.

  • What are the dangers of equity and equality being used as interchangeable terms – how might this hinder progress?
  • Which should we be focusing on to make the biggest positive difference?
  • Equity is often discussed in the context of education, but how do the issues present in the workplace?
  • If we are to prioritise equity in our workplaces, how do we define the needs of the employee and therefore distribute resources appropriately?
  • How can improving equity be measured?

Business Team Seminar Corporate Strategy Concept

11:40am  BST

Case Study: Improving Diversity Recruiting Through Conscious Inclusion

With tools and technologies now available to help address bias, organisations can make hiring decisions that are more consciously inclusive – resulting in a more diverse workforce and achievement of diversity targets. In this case study, discover how introducing a conscious inclusion decision support platform into their recruitment process enabled them to mitigate biases and hire top talent from a diverse candidate pool.

  • How the tool works to help users become aware of bias with data-driven hiring and view beyond the noise of unconscious bias
  • How the company implemented the platform as part of its recruitment processes, including optimised job descriptions, blind CV reviews and structured interviewing
  • The results so far – what targets were set and to what extent did the platform facilitate success?

     

Online Exhibition Visit and Networking
Visit INCLUSION's online exhibition and make new connections
12:00pm - 12:40pm BST

Visit INCLUSION's online exhibition and make new connections

Come and explore our online interactive Diversity & Inclusion exhibition with prizes on offer for all those who make it round all the stands!

    Afternoon Sessions
    TRACK A: Creating a more sustainable and productive workforce

    12:40pm BST

    Opening Keynote: What’s Next For Work?
    • We have an opportunity to invent what work looks like in the future – not only the move to hybrid/remote working resulting from the pandemic, but designing something that will help attract the best talent
    • What is the future of the office? Looking at how much of our work requires collaboration and how much requires personal focus – working together in person will still be important but the model can be different
    • Protecting company culture – the importance of considering impact of new policies or ways of working on the work culture and employee satisfaction
    • How are leading companies preparing for the hybrid future and can we draw inspiration? 

    1:00pm BST

    Pursuing a Diverse Workforce: Why Organisations Are Hunting in the Wrong Places
    • Many companies claim they cannot find diverse talent – but are they trying hard enough and looking in the right places?
    • How hiring even one person who is the type of talent the company is looking for can make a tangible difference
    • Importance of looking at the full picture – think about local communities and customers too, and how best to represent them

    1:20pm BST

    Designing Effective Learning & Development for the Next Generation

    With Gen Z entering the workforce and millennials progressing into senior roles; attitudes to work changing and an increasingly remote workforce due to the pandemic, there are many things for Learning & Development practitioners to consider when planning and adapting programmes.

    • How will L&D need to change to engage a multi-generational workforce, with employees having different drivers and attitudes towards career development?
    • Is there still a place for face-to-face learning, or with more and more ‘digital natives’ entering the workforce will there be an even greater shift to virtual?
    • Preparing the leaders of the future – identifying how the generations entering the workforce prefer to learn, and considering their motivations when planning L&D programmes 
    Businessman interacting with disabled colleague in office

    1:40pm BST

    Using Human Experience Management to Deliver Experiences Throughout the Entire Employee Lifecycle

    Engaged employees are more productive employees and happier people. Employers are in charge of the experience their people have every day, and managing that experience effectively makes all the difference. This presentation will outline how human experience management can help you take an employee-first approach to everything you do.

    • Tapping into the moments that matter most to employees so you can support them, address their concerns or, at the very least, authentically empathise with them – and both go a long way toward a better work experience
    • Why it is beneficial to move away from the idea of shuffling resources and filling roles, and moving towards knowing who has the right skills, who wants to improve, and who is ready
    • Identifying the tools which can enable you to connect effortlessly and communicate openly across your entire organisation, and guide people through change
    • Key benefits of reinventing the entire employee experience with intelligent technology

    2:00pm BST

    Panel Discussion: Adapting L&D Programmes to Engage a Hybrid Workforce
    • Now that employees have been working from home for a year, how has L&D had to develop? Has there been a change in the approach to learning – and employees’ reaction to it?
    • What strategies can L&D practitioners put in place to ensure engagement in learning and development, both from the workforce and from senior leaders in the midst of many other priorities?
    • Is there still a place for traditional classroom-based learning, or should it become more individualised with options to suit different types of learner? Can technology ever fully replace the human aspect of training, or is a balanced approach needed?
    • How can L&D leaders work more closely with DEI colleagues to ensure an equity and inclusion lens when looking at learning?

    3:00pm BST

    Increasing Accessibility: Why Ignoring This Topic Isn’t Good for Business

    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.

    • Why are attitudes surrounding disability slow to change?
    • How and why people with disabilities are perceived in certain ways, and what we can do to challenge our own perceptions and biases balanced approach needed?
    • Accessibility and disability inclusion are often low on the organisation’s radar when it comes to diversity and inclusion priorities – how can you really drive this forward in your organisation to ensure it is just as important as other elements of D&I?
    • Why it is not enough to simply have accessibility policies and procedures in place in your company
    • An estimated seven million people of working age in the UK are disabled or have a health condition, yet only half are in employment. How can organisations access this significant pool of untapped talent?

    3:20pm BST

    How Neurodivergent Employees Can Boost Your Company’s Productivity  
    • The types of neurodiversity that may exist within your workforce and their characteristics, for example ADHD, autism and dyslexia
    • How being aware of the strengths and challenges of the various conditions can help you better support a neurodiverse workforce
    • How can hiring and investing in neurodiverse individuals improve your business? Statistics show that neurodiverse people are 30% to 50% more productive than other employees
    • Learn how your entire workplace will benefit from inclusive practices

    3:40pm BST

    Case Study: How Assistive Tech is Helping Organisations to Become More Accessible
    • Discover the increasingly sophisticated range of computer equipment, software and devices to help people with disabilities in the workplace
    • Learn how text-to-speech software is being used to create greater inclusion and accessibility for all, empowering employees with tools to support their diverse needs
    • Considering voice recognition software, screen readers and magnifiers, keyboard aides and AI tools
    Beautiful African American lady with dark curly hair standing near board and happily looking at her colleagues in office. Young smiling business woman giving presentation to coworkers

    4:00pm BST

    Panel Discussion: How Can We Support Role Models?
    • Why are there so few visible role models, particularly at senior levels?
    • How important are role models in creating more inclusive working environments, and are there ways in which we can encourage more visibility of role models?
    • ‘You can’t be what you can’t see’ – is the lack of role models having an impact on talented individuals not progressing to senior positions?
    • What can we do to ensure that diverse talent can see they can progress and succeed at the most senior levels? 
    TRACK B: The Inclusive Workforce - Stories From the Front Line

    This track will feature a selection of first-hand case study presentations on Diversity and Inclusion themes, such as stereotyping and unconscious bias, ethnic minorities, gender equality, LGBTQ+, positive discrimination,  disability in the workplace, accessibility, social mobility, anti-ageism, neurodiversity, menopause, Employee Resource Groups, role models and mentoring.

    Law_brand image2 small

    1:00pm BST

    Perspectives on Diversity & Inclusion

    3 x 20 minute testimonials from diverse employees

    Happy young entrepreneurs in casual clothes at cafe table or in business office giving high fives to each other as if celebrating success or starting new project

    2:00pm BST

    Panel Discussion: Taking Your Employee Resource Group to the Next Level
    • Learn how executive sponsors drive high-performing ERGs
    • How proper investment in and engagement with ERGs can improve innovation and performance
    • Taking ERGs to the next level – giving them a seat at the table and part of not only D&I activity but overall business strategy
    • How to engage allies
    • How to measure effectiveness
    Diverse HealthPharma_brand image small

    3:00pm BST

    Perspectives on Diversity & Inclusion

    3 x 20 minute testimonials from diverse employees

    4:00pm BST

    Panel Discussion: How Employees Can Drive D&I Change From The Ground Up
    • Where does responsibility lie for driving diversity and inclusion – what role should employees themselves play in pushing for change?
    • How to mobilise the wider workforce
    • How allies can play a key part in ensuring underrepresented groups are heard

    5:00pm BST

    Networking Session: Meet the Speakers

    An excellent opportunity to make new connections with a host of professionals who are passionate about Diversity & Inclusion. Come and network with our fantastic, energised speaker line-up, and meet other professionals who are committed to bringing about real change, sharing their implementation strategies too.

    DAY TWO: Wednesday 20th October 2021


    Hiring, Retaining and Advancing Diverse Talent

    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.

     

    Morning Keynotes: Equal Opportunity, Equal Pay

    9:20am  BST

    Why Equal Opportunity is Morally, Economically and Societally Essential
    • Is the concept of ‘equality of opportunity’ the same now as it was then, and how much progress has been made?
    • The impact of listening to people with lived experience and giving them a voice in making change
    • How much of a difference does legislation make today in terms of genuinely moving the needle on equality?
    • How can the government and businesses work together to ensure equal opportunities for all?
    Abstract high tech background in blue tones

    9:40am  BST

    Using Technology to Ensure Lasting Fair Pay

    When employees are treated fairly and paid equally, productivity increases and everyone benefits.

    • Identifying how pay equity analysis facilitates transparency that can drive change and transform culture
    • How you can retain top talent for longer, and ensure engaged high performers
    • Identifying the tools to analyse, explain, and improve your pay policies and determine the root causes of inequity
    Smiling young businesswoman and her diverse team brainstorming ideas with sticky notes on a glass wall while working together in a modern office

    10:00am  BST

    Equal Pay for Equal Work: Why Do Significant Pay Gaps Still Exist?
    • How we collect the data to produce important statistics about work and pay, including calculating the gender pay gap
    • Why accurate statistics are so essential to help reduce pay gaps
    • Current statistics and the rate of progress
    • What trends are we seeing as we collate earnings data year-on-year – are we moving in the right direction towards equal pay?
    • The new analysis which breaks down the gender pay gap by factors that influence men’s and women’s pay
    Inclusion 2020

    10:20am  BST

    Panel Discussion: Closing the Pay Gaps – Moving Beyond Compliance

    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?
    Office staff is summarizing the work to present the management,Image for business concept.

    11:00am  BST

    Employee Revolution: How the Workforce is Driving the Equal Pay Debate

    Increasingly, employees are taking action on equal pay and lobbying their organisations to make change. Workers at major companies have won key appeals in their fight for equal pay, with this having far-reaching impact on other retailers and organisations with similar pay structures.

    • Top down vs bottom up approach – are employers doing enough to address pay gaps, or will change be made by the workforce itself taking action?
    • Is mandatory pay gap reporting having a positive or negative effect on employee engagement and belonging?
    • How can organisations be more transparent and demonstrate to their workforce that they are working towards equality?
    Two young intercultural businesswomen discussing online data for report in conference hall

    11:20am  BST

    Why Is Social Mobility Stalling?

    Recent US and UK reports on social mobility have shown that concerningly, equality of opportunity still seems a long way away. What is the impact on workplaces and what can businesses do to play their part?

    • With such a broad societal issue, how can businesses play a part?
    • Are we measuring social mobility appropriately and can we clearly see the barriers?
    • Access to education – is this really improving and who takes responsibility?
    • Taking steps to ensure everyone is actively working and living side-by-side, leading interconnected lives, rather than diverse communities in silos
    Group of content curious people in casual clothing sitting on chairs and listening to speaker during conference

    11:40am  BST

    Using AI For Fairer Hiring

    As organisations seek to employ fairer hiring practices, there are many tools and technologies that can now use neuroscience and AI to positively impact the way you recruit. In this presentation, learn:

    • How an innovative platform can remove bias from the hiring process
    • Ways in which neuroscience and audited AI technology are deployed to improve the way organisations source and choose candidates
    • How gamification is used to better understand candidate qualities and their potential for success in your organisation
    • How this translates to more diverse teams and more efficient processes to help you build the workforce of the future

    12:00pm BST

    Lunchtime Workshop: Implementing a Mental Health and Wellbeing Programme for a Hybrid Workforce

    Recent research from YouGov and YuLife showed that 93% of workers felt employers have an obligation to safeguard employees’ wellbeing. Additionally, research by Gartner found that while two-thirds of HR leaders said they had provided a new wellbeing offering during the pandemic, only a quarter said that they would keep these programmes going in the long term. With wellbeing becoming an increasingly vital part of the employee experience, this interactive workshop will enable you to:

    • Identify the wellbeing priorities for your workforce, both in the office environment and at home
    • How to create a long-term wellbeing programme that addresses employees’ changing needs and supports a hybrid workforce
    • Ways to address work/life balance issues and to prevent burnout, and work towards a work/life harmony for your employees
    • How to engage with senior leadership to ensure wellbeing is linked with business strategy and performance goals, and to ensure role modelling of behaviours
    Online Exhibition Visit and Networking
    Visit INCLUSION's online exhibition and make new connections
    1:00pm - 2:00pm BST

    Visit INCLUSION's online exhibition and make new connections

    Come and explore our online interactive Diversity & Inclusion exhibition with prizes on offer for all those who make it round all the stands!

      Afternoon Sessions
      TRACK A: Improving Employee Longevity Through Inclusion and Wellbeing

      2:00pm BST

      Wellbeing Works: How to Provide Personalised Support for Employees
      • Why a more personalised approach to workplace wellbeing can positively impact employee happiness and productivity
      • The advantages of a one-stop-shop for wellbeing benefits, through a platform that provides hundreds of resources for your employees
      • How a choice-based solution, where each employee is allocated their own wellness budget, increases engagement, gives them high quality support, and tracks the impact back to your organisation

      2:20pm BST

      Panel Discussion: How Can D&I Practitioners Drive an Inclusive Workplace Culture?
      • What are the challenges in building a more inclusive culture and how can we overcome barriers?
      • How has the move to a hybrid workforce impacted culture, and what are the ways in which we can adapt existing programmes or strategies?
      • How collaboration with employee resource groups can give valuable insight into the opinions of those from underrepresented groups
      • Strategies for engaging senior leaders to ensure inclusion is driven from the top
      Businessman interacting with disabled colleague in office

      3:20pm BST

      Workplace of the Future: Designing the Employee Experience
      • Re-designing work environments for a hybrid workforce post-pandemic – centred around the employee experience
      • How more points of physically distanced and virtually connected spaces, indoor and out, can help respond to the physical, social and emotional needs of the workforce of tomorrow
      • How are innovative systems and concepts being implemented to re-engineer the office?
      • Ways that companies can prepare for evolving needs through flexible configurations
      • Collaboration remains crucial – designing spaces that promote teamwork
      • Enhancing employee happiness through biophilic design and colour theory

      3:40pm BST

      Reimagining Reward: Keeping Employees Valued, Engaged and Productive
      • Why employee attitudes towards reward are changing, especially for the younger generations – increased focus on elements other than compensation, such as wellbeing programmes, flexible working and more
      • How to gain insight from your workforce to ensure your reward structure reflects changing needs and desires
      • Will the concept of reward become more personalised, with greater options for employees rather than a ‘one size fits all’ package?
      • The impact of reward on talent retention and the recruitment of a diverse talent pool

      4:00pm BST

      Panel Discussion: How Can Workplace Inclusion Be Tracked and Measured?
      • The importance of measuring D&I activity cannot be underestimated if we want to see genuine improvement across the board, and the inclusion aspect is harder to measure due to its subtlety and complexity
      • What are the most effective ways of tracking progress?
      • Are employee surveys enough or are there other tools and methods we should be using?
      • Should organisations be more transparent and publish their goals and results when it comes to inclusion?
      TRACK B: The Inclusive Workforce - Stories From the Front Line

      This track will feature a selection of first-hand case study presentations on Diversity and Inclusion themes, such as stereotyping and unconscious bias, ethnic minorities, gender equality, LGBTQ+, positive discrimination,  disability in the workplace, accessibility, social mobility, anti-ageism, neurodiversity, menopause, Employee Resource Groups, role models and mentoring.

      Law_brand image2 small

      1:00pm BST

      Perspectives on Diversity & Inclusion

      3 x 20 minute testimonials from diverse employees

      Happy young entrepreneurs in casual clothes at cafe table or in business office giving high fives to each other as if celebrating success or starting new project

      2:00pm BST

      Panel Discussion: Tackling Unconscious Bias: What Can Be Done?

      Women make up just 17% of boards in FTSE100 companies, and only 8% of FTSE100 are BAME compared with the overall population. Things are far from equal. So what can be done about it?

      • If unconscious bias is to blame for iniquity and a lack of diversity, what can be done about it?
      • If we can retrain the brain, can we impart this to all attendees and what kind of training will yield the most positive difference?
      • How can we redress our recruitment strategies so we are less likely to hire people like ourselves?
      Diverse HealthPharma_brand image small

      3:00pm BST

      Perspectives on Diversity & Inclusion

      3 x 20 minute testimonials from diverse employees

      4:00pm BST

      Panel Discussion: Encouraging More Diversity Role Models
      • Why are there still so few visible role models from underrepresented groups?
      • What can we do to ensure that diverse talent can see they can progress and succeed at the most senior levels?
      • Is positive discrimination a possible way to accelerate the number of minority representatives in leadership positions?

      5:00pm BST

      Networking Session: Meet the Speakers

      An excellent opportunity to make new connections with a host of professionals who are passionate about Diversity & Inclusion. Come and network with our fantastic, energised speaker line-up, and meet other professionals who are committed to bringing about real change, sharing their implementation strategies too.

      DAY THREE: Thursday 21st October 2021


      Together We Are Stronger

      Day Three will include Allies Meetups, Mentor-Matching, Workshops, Roundtable Discussions, Panel Debates, Interviews and Interactive Networking throughout the day, providing key resources, tools, strategies and skills to turn D&I ideas into action. Details to be announced here in due course.

      Dates for your diary:

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