A surprise election earlier this year brought in a new Labour government, and with that comes implications for our social, and working lives. Uncertainty around potential employment law reforms, changes to workers’ rights and fiscal measures make it harder to plan for the future. What should we expect in the short and long-term, and how can we maintain a positive workplace culture during periods of change?

• Outlook on expected economic stability and growth.
• What new occupational areas and workforce trends are emerging?
• Managing attrition across public and private sector.

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Commitment to inclusive talent development is a key contributor to talent retention, transparency, fairness and organisational success. Over a two-year period, the College of Policing has been developing the first ever National Talent Development Strategy (NTDS) in policing which aims to ‘Enable a consistent strategic approach towards inclusive talent development in policing’. Taking this whole-system approach, the strategy strives to develop and inspire the workforce to maximise talent and potential for all, with a diversity, equality and inclusion focus.

• Why inclusive talent development should be a strategic ambition.
• Putting diversity, equality and inclusion at the heart.
• Six evidence based requirements which drive strategic talent development.

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Take this opportunity to engage with the people sitting around you. Your goal is to learn more about their talent management and workforce planning strategies. Referring to the worksheet provided with your joining instructions, match an appropriate name to each statement on the worksheet. This activity is designed to help you build connections and gain valuable insights into different strategies. Enjoy your conversations!

Tip: Continue getting to know the rest of your peers during the networking break using these prompts as a guide. 

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Speaker spotlights: Meet the speakers from the morning sessions to continue the conversation around their topic. Speakers will be positioned throughout the networking area and welcome you to approach them. 

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The following segment will consist of two workshops. For this segment you will select one of the two sessions to take part in.

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How AI powered strategic workforce planning can benefit your organisation by being part of an integrated HR strategy:

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Equip yourself with the knowledge and tools to effectively conduct a comprehensive skills audit. From identifying skill gaps to planning for future workforce needs, understand how to address shortages without negatively impacting employees.

In this session we will share a mock skills audit addressing:

• How to generate, analyse and interpret data
• Identify upskilling required of current employees, to prepare them for new responsibilities
• Creating action and implementation planning.

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The following segment will consist of two workshops. For this segment you will select one of the two sessions to take part in.

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Retention of talent remains a huge challenge for organisations, and this is even more acute when it comes to disabled, and ethnically diverse talent. What are we missing? Tackle the issue through a series of roundtable questions:

• What purpose do EDI metrics serve and how can we ensure we are making use of the data we collect?
• What challenges the integrity of end to end inclusive recruitment and how can we mitigate against it?
• How can we provide clear and fair opportunities that contribute to the advancement of diverse leadership?

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Supporting returners back to work has unique benefits for both returners and employers. Employers have access to a wider pool of talent, who have experience that extends beyond the workplace, whilst the individual gains suitable employment. Could this be the solution for recruiting the right candidates, and filling in skills gaps? 

• How can we create returner programmes that increase and maintain gender diversity and contribute to an intergenerational workforce?
• How do we tackle issues around specialist training, and any alternative flexible working arrangements that may be necessary for a returner?

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From T to V and even Pi shaped skills, more and more we are recognising the power of being both a generalist and a specialist; breaking out from traditional silos and progressing into broader roles. Taking the time to understand your employees and develop routes to progression will show that you value them, keeping them engaged and helping support retention efforts.

• Exploring structured career pathways that account for a range of skills and interests.
• Providing the right training and support for new managers as well as career routes for non managers.
• Encouraging employees to think about lateral moves as progression.

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The UK Health Security Agency is leading the way for job sharers; a powerful and often untapped tool for part-time workers and full-time work. Learn how it’s possible, and ways to support this flexible working arrangement. 

• What are the benefits of working this way, and how can it positively impact a range of people?
• What challenges arise and how can they be overcome?
• How does this impact productivity and how can we get buy-in from around the business?

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Speaker spotlights: Meet the speakers from the afternoon sessions to continue the conversation around their topic. Speakers will be positioned throughout the networking area and welcome you to approach them. 

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This session will consist of two 15 minute case studies, followed by a joint Q&A for the remaining 15 minutes.

A) Financial wellbeing

• Why financial health should be the next focus for workplace wellbeing and successful talent management.
• The positive impact of developing and leading supportive workplace environments on those facing financial challenges. 
• How companies can integrate this into their wellbeing programs to ensure talent thrives.

Speaker: Lisa Townsend, Chief People Officer, MONY Group 

B) Agile performance management 

• Using shared KPIs for team motivation and to support a collaborative workplace culture.
• Using team and personal performance as routes for progression and employee development.
• Retain talent through streamlined processes and flexible performance management.

Speaker: To be confirmed

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• Implementing core skills infrastructure to ensure you have the required capabilities to serve your customers. 
• Crafting a future ready workforce by building enterprise-wide capabilities needed for an emerging technology landscape.
• Advanced future skills strategy - targeted upskilling to increase your ability to build technical skill requirements versus relying on buying.
  

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The day will close with some final comments from the chair, as well as a quick-fire round to hear what people found out about one another in the ‘Know your Neighbours’ activity. 

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