Full Agenda

Our speaker, Dan Robertson will provide a brief history of the global DE&I journey today and what he sees as the current future opportunities and challenges. Including - the new business case, the rise of employee activism as a key driver, as well as the challenging of global identity politics and the needs for a shift from workplace inclusion, to corporate cohesion.

A diverse team should be your organisation’s primary objective, yet diversity cannot exist without inclusion. Creating an environment that welcomes all individuals and supports equal participation and representation, are essential building blocks for creating a diverse team.

• Building a sustainable inclusive recruitment strategy
• How to attract and retain diverse individuals
• Key tips for reducing bias and recruiting a more diverse workforce in your organisation

There are several components to building a strong DE&I strategy that every global corporation or local organisation must consider if it is to be successful. That is, if the company intends to turn its commitment and any strategic objectives into a viable implementation strategy.

• How to create a global DE&I agenda
• Consideration of perspectives in local areas
• Developing a global approach that is also locally relevant
• How to implement your DE&I strategy
• Making accountability a priority and keeping the DE&I programme on track

Organisations can achieve their DE&I objectives by using a holistic, data-driven approach to driving change. Moving the dial on such efforts however, begins with creating clear goals and KPIs to ensure responsibility and drive new behaviours. Many leaders find it difficult to apply a data driven strategy to DE&I. Common errors include failing to collect data, reporting only positive trends, and favouring quantitative over qualitative data.

• Validating success using key metrics and measurements
• Determining progress accurately to recognise accomplishment
• The importance of defining continuing change objectives to address diversity holistically

Bridging gaps in a diverse workforce is a crucial method for developing and sustaining a good productive culture. Employee Resource Groups (ERGs) are excellent sources of allies, capable of forging partnerships across diversity in all categories.

• How ERGs can leverage allies to drive efforts forward to strengthen a culture of inclusion
• The benefits of ERGs to help resolve issues of inequity

Neurodiverse employees bring unique perspectives and traits to the workplace, such as high levels of empathy and creativity. Many have also overcome challenges in their life that make them great problem solvers.

• How to maintain an inclusive work climate - where all talent can thrive
• How to ensure neurodiverse employees have opportunities for social engagement
• Demonstrating how neurodiversity can increases productivity - impacting the bottom line

Achieving senior leadership buy-in, elevating minority ethnic colleagues into senior roles and tackling racial microaggressions at work, are just a few of the challenges that organisations need to address.

• How to promote race equality in the workplace - best practice initiatives
• Gaining support from senior leaders to drive your racial equity initiatives
• Defining intersectionality - an understanding of how different engagement strategies doesn’t work for all

In association with:

In this session, Business for Health joins forces with UK Research and Innovation to explore the levers with most impact for business and policy innovation to address workforce inactivity and long-term sickness, particularly in the +50 population.

The Think Tank will probe the latest evidence and data on what works and identify key areas of consensus that can shape future policy and design of interventions, including the use of technology to reach populations at scale to improve health and work.

The Think Tank is “by invitation only” for up to 40 senior executives – including policymakers, industry leaders, technology pioneers and public sector innovators. The session will be run following Chatham House Rule to encourage openness and insights and recommendations will be published in a post-event report.

Spaces are limited. If you are interested in attending this Think Tank, please email Claire Farrow: Claire@makeadifference.events, who will be able to confirm whether there is space.

In association with:

Successful companies safeguard employee mental health because in doing so they also safeguard their economic success. This reality is now being recognized by a growing number of investors, in large part thanks to the CCLA Corporate Mental Health Benchmark (UK 100 and Global 100+).

Using a set of expertly compiled assessment criteria, the benchmarks evaluate the public disclosures of more than 200 of the world’s largest listed companies, each with more than 10,000 employees. The aim is to evaluate the extent to which employers create the working conditions for people to thrive.

Fully integrating mental health into management systems and reporting cycles takes time. The hope is that being able to assess and compare companies on their approach will help to inform and accelerate progress.

This year’s Think Tank will bring fresh insights from the 2023 Corporate Mental Health Benchmark – Global 100+. It will be an opportunity for C-Suite executives to learn more about the role of investors, to share knowledge around best practice on mental health management and reporting, and to consider whether a more consistent approach by employers could unlock progress at scale.

The Think Tank is "by invitation only" for up to 40 senior executives - employers only. Including CEOs, CFOs, COOs and Chief People Officers.

Please take some time to visit the exhibition.

Recharge, gather your thoughts and share experiences.

After the break, attendees can choose to join case studies and panel discussions in 3 parallel tracks of curated content, or workshops.  Delegates are welcome to move between the Tracks at the end of each session.

As one of only four employers achieving Tier 1 status in CCLA’s 2023 Mental Health Benchmark, Centrica is leading the way in wellbeing. Learn from their lessons: 

• How Centrica has approached streamlining wellbeing programmes to improve cost effectiveness
• The measurable impact this has had - increasing engagement and reducing absence

If wellbeing is seen as just a PR stunt, employee trust and engagement will undoubtedly take a nosedive. Join us to discuss:

• What wellbeing washing means
• How you ensure wellbeing initiatives go beyond a tick box exercise
• Translating workplace wellbeing vision into authentic cultures of care

There is an emerging need to create better working environments for all, through responsible business practices and delivering a people focused ESG agenda.

• How do we make work a better environment for employees?
• Job design as the foundation for wellbeing, performance, engagement and employee experience

The "Make a Difference Leaders' Club Lunch” sponsored by Headspace and Qured will be taking place in Room Engage from 12.15 to 13.45 - by invitation only.   

Inclusive wellbeing: what good looks like and how you decide where to prioritise efforts and investment as part of an inclusive approach to wellbeing, Arti Kashyap-Aynsley, Global Head of Wellbeing & Inclusion, Ocado Group

Following the Lunch Break, attendees can choose to join case studies and panel discussions in 2 parallel tracks, roundtables or workshops.

Delegates are welcome to move between the Tracks at the end of each session.

The continuing cost-of-living crisis means the need to help colleagues deal with and plan for financial challenges is more pressing than ever.

• How financial wellbeing strategies can align to support the employee's lifecycle
• Financial wellbeing as part of an holistic wellbeing approach
• Supporting employees’ short-term and long-term financial wellbeing through economic uncertainty

Engaging a multigenerational workforce through their benefit needs.

• The ageing workforce - how the workplace can adapt
• Supporting the early careers population and their wellbeing
• Benefits and wellbeing of digital nomads and employees working in the Metaverse

This session looks at the crucial role that champions networks can play – turning around workplace culture by translating empathy into engagement.

• Challenges faced in building and sustaining a network
• How to use your network to make the bridge between DEI and wellbeing and drive culture change

Visit the exhibition.

Recharge, gather your thoughts and share experiences.

Please take some time to visit the exhibition.

Recharge, gather your thoughts and share experiences.

After the break, attendees can choose to join case studies and panel discussions in 3 parallel tracks of curated content, or workshops.  Delegates are welcome to move between the Tracks at the end of each session.

IBM has seen a shift in its culture - achieved through leaders knowing and learning more about themselves. This in turn creates a ripple effect within the organisation. Join this session to:

• Understand the impact thoughts and emotions have on actions, behaviour and overall quality of life and growth
• Gain insight into steps to become an emotionally effective leader

This session will help you start your wellbeing journey and understand how to create the business case required for investing in employee health.

• Identifying gaps in benefit design and existing provision to meet your workforce needs
• Getting Board buy-in to embed  proactive wellbeing as a foundation of business transformation
• Who should be driving the wellbeing agenda?

The process of redefining a company culture is a complex one - what do organisations have to do to move it forward? 

• Driving change through a shift in mindset
• Increasing DEI visibility through wellbeing and organisational design

The "Make a Difference Leaders' Club Lunch” sponsored by Headspace and Qured will be taking place in Room Engage from 12.15 to 13.45 - by invitation only.   

Inclusive wellbeing: what good looks like and how you decide where to prioritise efforts and investment as part of an inclusive approach to wellbeing, Arti Kashyap-Aynsley, Global Head of Wellbeing & Inclusion, Ocado Group

Following the Lunch Break, attendees can choose to join case studies and panel discussions in 2 parallel tracks, roundtables or workshops.

Delegates are welcome to move between the Tracks at the end of each session.

This session will look at different ways that leaders can build a psychologically safe culture for their teams. 

• Understanding how to support your managers - through education and toolkits
• How business leaders can empower and support their employees to become the best version of themselves
• Where the employer's responsibility begins and ends

In this session, we will explore how embracing human capital can revolutionise your organisation’s sustainability efforts.  Our speakers will offer a unique insight from both a wellbeing and a financial leadership perspective.

• Placing people and wellbeing at the forefront of sustainability
• The role that social factors play in driving businesses forward on the path of ESG advancement
• The tangible returns on investment - what can be achieved when businesses prioritise mental health
• Empowering employees - fostering a culture of wellbeing

Integrating wellbeing strategies and creating a work culture, where people are supported through challenges they face.

• Why does a proactive, holistic approach lead to better people and business outcomes?
• Does an organisation need policies and procedures in place?
• What’s needed to future-proof workplace wellbeing strategies and take your people with you

Visit the exhibition.

Recharge, gather your thoughts and share experiences.

Please take some time to visit the exhibition.

Recharge, gather your thoughts and share experiences.

After the break, attendees can choose to join case studies and panel discussions in 3 parallel tracks of curated content, or workshops.  Delegates are welcome to move between the Tracks at the end of each session.

In this fireside chat, the speakers will discuss working together to create a health and wellbeing solution - that meets employees’ varying needs, including:

• Personalisation by segmentation to drive engagement
• Utilising innovation in digital healthcare for improved outcomes
• Proactive solutions to empower employees

This session will discuss the importance of maintaining a healthy, happy workforce that involves a proactive approach to combine prevention strategies with effective intervention when necessary.

• Why is prevention an important factor of a wellbeing strategy
• Recognising the need for early intervention
• Tips on how to keep your workforce engaged

The National Academy for Social Prescribing works in partnership with employers, to realise the 2023 Budget’s vision of supporting people in and into employment, especially those facing life challenges and inequalities. Discover:

• What social prescribing is
• How it can reduce demand for clinical interventions - especially for people who may struggle to access other services 
• What this means for employers

The "Make a Difference Leaders' Club Lunch” sponsored by Headspace and Qured will be taking place in Room Engage from 12.15 to 13.45 - by invitation only.   

Inclusive wellbeing: what good looks like and how you decide where to prioritise efforts and investment as part of an inclusive approach to wellbeing, Arti Kashyap-Aynsley, Global Head of Wellbeing & Inclusion, Ocado Group

Following the Lunch Break, attendees can choose to join case studies and panel discussions in 2 parallel tracks, roundtables or workshops.

Delegates are welcome to move between the Tracks at the end of each session.

How can you measure and improve employee wellbeing using data? It’s a challenge that many organisations are grappling with. In this session, we’ll explore:

• Approaches to measuring the impact of wellbeing initiatives
• Where people analytics meets employee wellbeing
• Using technology and data to inform your strategies and tailor your offerings

There’s a legal obligation to put in place reasonable adjustments for employees, if their mental health constitutes a disability. But where do organisations start?

• The power of workplace adjustments
• Case study - good practice in implementing workplace adjustments
• Maximising the success of workplace adjustments

In this session, Mars will share their award-winning holistic health and wellbeing ‘Be Well Together’ model - more than just a corporate strategy; a practical guide for Mars’ associates to live well.

• The evolution of the ‘Be Well Together’ model - post Covid learnings about mental health and wellbeing where social wellbeing fits with this
• The importance of integrating your wellbeing strategy with business strategy
• Why flexibility is key - how to adapt strategy for different colleagues
• How Mars measures success

Visit the exhibition.

Recharge, gather your thoughts and share experiences.

In association with:

In this session, Business for Health joins forces with UK Research and Innovation to explore the levers with most impact for business and policy innovation to address workforce inactivity and long-term sickness, particularly in the +50 population.

The Think Tank will probe the latest evidence and data on what works and identify key areas of consensus that can shape future policy and design of interventions, including the use of technology to reach populations at scale to improve health and work.

The Think Tank is “by invitation only” for up to 40 senior executives – including policymakers, industry leaders, technology pioneers and public sector innovators. The session will be run following Chatham House Rule to encourage openness and insights and recommendations will be published in a post-event report.

Spaces are limited. If you are interested in attending this Think Tank, please email Claire Farrow: Claire@makeadifference.events, who will be able to confirm whether there is space.

In association with:

Successful companies safeguard employee mental health because in doing so they also safeguard their economic success. This reality is now being recognized by a growing number of investors, in large part thanks to the CCLA Corporate Mental Health Benchmark (UK 100 and Global 100+).

Using a set of expertly compiled assessment criteria, the benchmarks evaluate the public disclosures of more than 200 of the world’s largest listed companies, each with more than 10,000 employees. The aim is to evaluate the extent to which employers create the working conditions for people to thrive.

Fully integrating mental health into management systems and reporting cycles takes time. The hope is that being able to assess and compare companies on their approach will help to inform and accelerate progress.

This year’s Think Tank will bring fresh insights from the 2023 Corporate Mental Health Benchmark – Global 100+. It will be an opportunity for C-Suite executives to learn more about the role of investors, to share knowledge around best practice on mental health management and reporting, and to consider whether a more consistent approach by employers could unlock progress at scale.

The Think Tank is "by invitation only" for up to 40 senior executives - employers only. Including CEOs, CFOs, COOs and Chief People Officers.