AGENDA

• Introducing the CIPD’s inclusive language guide and its importance.
• Practical tips for implementing inclusive language in the workplace.
• Addressing common challenges and resistance.

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• Exploring the significance of data in driving diversity and inclusion initiatives in the workplace.
• Discovering the key metrics and indicators that can be leveraged to measure and track progress towards a more inclusive and diverse workforce.
• Practical approaches and best practices for utilising data to inform decision-making, set goals, and drive meaningful change in promoting workplace inclusivity and diversity.

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• What does it mean to create a culture of openness and remove the taboos associated with being open and honest about pay?
• How pay gap reporting can be a useful tool for tackling gender and ethnicity pay gaps. 
• Exploring the potential challenges and risks associated with pay transparency, including salary bias, and discussing strategies for mitigating these issues.

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• Explore the concept of cultural intelligence and its strategic significance in the context of EDI initiatives.
• Discover how developing and applying cultural intelligence can drive effective EDI strategies, enhance cross-cultural communication, and foster inclusive environments.
• Learn practical techniques and strategies to develop cultural intelligence skills, including awareness, knowledge, and adaptability, to effectively navigate cultural differences and promote inclusive practices in diverse workplaces.

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• Discussing the importance of flexible working arrangements in promoting work-life balance, accommodating diverse needs, and fostering an inclusive culture.
• Addressing common obstacles and misconceptions associated with flexible working, and exploring strategies for implementing and normalising flexible work policies.
• Exploring how technology can enable successful remote and flexible work arrangements.

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• Why is this a vital EDI issue? 
• How can employers ensure greater equality of outcomes for people from different socio-economic backgrounds?
• How to challenge inaccurate stereotypes and scrutinise your attraction, recruitment and progression practices with an inclusion lens.

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• Examining the gap between talk and action on intersectionality.
• Strategies for practically implementing intersectional approaches.
• Personalising recruitment and training to promote inclusivity.

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• Understanding positive action and its role in promoting diversity.
• Practical steps for implementing positive action initiatives.
• Sharing success stories and best practices.

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• Identifying accommodations and support for neurodivergent employees.
• Exploring the importance of individualised accommodations and support systems that can empower neurodivergent employees to thrive in their roles.
• Highlighting successful approaches to creating supportive environments for neurodivergent employees.

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• Explore the benefits of creating diverse teams within organisations and how diverse teams can drive innovation and creativity.
• What steps can leaders take to foster an inclusive environment and break up workplace homogeneity?
• Discussing examples of best practice when trying to increase psychological safety within organisations. 
• How should organisations define psychological safety?

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• How ERGs can help drive change in establishing an inclusive worklplace.
• Sharing experiences and lessons learned.
• Practical tips for setting ERGs up for success.

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• What is a BANI (Brittle, Anxious, Nonlinear, Incomprehensible) world and how is it different from a VUCA (Volatile, Uncertain, Complex, Ambiguous) world?
• How does this impact Equality, Diversity and Inclusion (EDI) in the workplace?
• How can you overcome the challenges of a BANI world?

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• Discuss the benefits of neuro-inclusion in the workplace,
• Explore strategies to strengthen your business,
• Discover how global brands are leading the way in creating inclusive workplaces
• Learn how inclusive tools can empower all employees

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• Discussing representational diversity vs. equality outcomes.
• Providing practical examples of uncovering and removing systemic barriers to EDI for specific groups.
• Strategies for addressing emerging issues in the workplace.

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• How to support refugees to succeed in work
• How to access this untapped pool of talent
• The benefits on both sides
• The role the People Profession can play

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Research shows that almost 7 in 10 people with neurodifferences fear disclosing at work due to fear of discrimination. But organisations cite needing disclosure to happen to effectively put in place workplace reasonable adjustments. Understand the importance and how you can put an effective framework in place. 

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• Discussing the concept of authenticity in the workplace.
• Understanding the boundaries and limitations of being one's true self.
• Promoting inclusivity while maintaining professionalism.

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