Diversity and Inclusion in the Workplace Summit 2021

Chairs welcome, introduction and ice-breaker

Elizabeth Smith

Director of Research
Business Forums International Ltd. (BFI)

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Elizabeth Smith

Director of Research , Business Forums International Ltd. (BFI)

Elizabeth is director of research and a founding co-director at Business Forums International. She is responsible for all programme content and writing, and researches current areas of interest for senior HR professionals in large organisations. BFI is the UK’s leading HR risk specialist conference and training provider, delivering key and timely information to over 3,000 delegates a year both through public and in-house training courses. Before founding BFI in 1996, Elizabeth specialised in researching corporate financial programmes in Asia and the Middle East, based in Dubai. She also worked in advertising and publishing in the Middle East and London. Elizabeth was educated in the West Indies, Saudi Arabia and Belgium before reading Modern Languages at Durham University. She is currently developing an online training course for line managers to raise awareness of menopause symptoms and ways that employers can work to make their workplaces more inclusive.

Fudia Smartt

Partner – Employment Law
Spencer West LLP

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Fudia Smartt

Partner – Employment Law , Spencer West LLP

Fudia Smartt is a Partner at Spencer West LLP. She joined the firm in September 2019, having previously been Partner at a boutique employment practice in Chancery Lane. Her previous work experience includes practising in highly regarded employment teams at both Russell Cooke LLP (a top 100 London firm) and City firm Fox Williams LLP. Covering every stage of the employment life cycle, Fudia advises on non-contentious and contentious matters for both employers and employees on topics such as bullying, harassment (including sexual harassment), unfair and wrongful dismissal, restrictive covenants, discrimination, whistleblowing, maternity and other family-friendly matters. She has experience across a wide range of sectors, with particular expertise in technology, media, financial services and professional services. Fudia has significant experience in the following: Advising on day to day HR operational issues, which includes on how to avoid grievances and disciplinary/dismissal issues; Senior executive appointments and departures (which often include regulatory issues); Bringing and defending complex discrimination and whistleblowing claims in the employment tribunals; Advising employers and employees (as well as partners) on the enforceability of restrictive covenants and confidentiality agreements, including in relation to team moves; Drafting contracts of employment, service agreements and HR policies; Advising companies on restructuring exercises, redundancies (including collective redundancies) and employment issues arising from insolvency; Advising on TUPE-related matters including in relation to outsourcing and property transactions; Advising both employers and employees on data protection issues; Advising business start-ups in a wide range of industries on how to protect and grow their businesses at a reasonable cost; Providing HR advice and tailored training to clients and external bodies on all employment law matters, from recruitment to dismissal and beyond; Advising members on joining LLPs; and Drafting, negotiating and advising on settlement agreements. She has acted on a number of high profile (and commercially sensitive) matters which has resulted in six-figure settlements for her clients. She has also acted on matters in the County Court, High Courts, Employment Appeal Tribunal (EAT) and Court of Appeal. Fudia is praised by her clients for her creative problem-solving skills and her ability to provide commercial, tailored legal advice in a friendly and empathetic manner. She has a high emotional intelligence which she uses to assist with getting the results her clients want. Fudia is a member of the Employment Lawyers Association.

Keynote address: Rise of the inclusive leader: Entering the post-covid era of inclusion, safety and belonging

Nelson Derry

Global Head of Diversity, Equality & Inclusion
Aesop

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Nelson Derry

Global Head of Diversity, Equality & Inclusion , Aesop

Nelson is an organisational Culture and Inclusion leader with significant experience in driving transformations that unlock the potential in teams and organisations through building high performing and inclusive cultures, behaviours, mindsets and habits. An award winning executive he has been recognised by the Financial Times and EMPower as one of the Top 30 Future Leaders in the U.K. for contributions to workplace inclusion and talent management. Nelson is the author of ‘Rise of the 2020 Leader - Entering a new era of Trust, Purpose and Inclusion’. The book was ranked in the Top 50 Business Management and Leadership books category on Amazon. He is also a regular speaker and story teller at corporate and leadership events as well as industry conferences on the topics of high performing teams, organisational culture, leadership and Diversity & Inclusion. Nelson was invited to be a judge at the U.K. Employee Experience Awards for the ‘Most Innovative Employee Engagement Initiative’ category. He also judged the ‘Global HR Leader of the Year’ award at the Leadership Excellence Awards hosted by GDS.

• Unlocking innovation, creativity and performance in the workplace - through the power of inclusive teams
• The dawn of a new era requires the emergence of a new kind of Leader

"If you exclude 50% of the talent pool, it's no wonder you find yourself in a war for talent” (World Economic Forum)

Fudia Smartt

Partner – Employment Law
Spencer West LLP

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Fudia Smartt

Partner – Employment Law , Spencer West LLP

Fudia Smartt is a Partner at Spencer West LLP. She joined the firm in September 2019, having previously been Partner at a boutique employment practice in Chancery Lane. Her previous work experience includes practising in highly regarded employment teams at both Russell Cooke LLP (a top 100 London firm) and City firm Fox Williams LLP. Covering every stage of the employment life cycle, Fudia advises on non-contentious and contentious matters for both employers and employees on topics such as bullying, harassment (including sexual harassment), unfair and wrongful dismissal, restrictive covenants, discrimination, whistleblowing, maternity and other family-friendly matters. She has experience across a wide range of sectors, with particular expertise in technology, media, financial services and professional services. Fudia has significant experience in the following: Advising on day to day HR operational issues, which includes on how to avoid grievances and disciplinary/dismissal issues; Senior executive appointments and departures (which often include regulatory issues); Bringing and defending complex discrimination and whistleblowing claims in the employment tribunals; Advising employers and employees (as well as partners) on the enforceability of restrictive covenants and confidentiality agreements, including in relation to team moves; Drafting contracts of employment, service agreements and HR policies; Advising companies on restructuring exercises, redundancies (including collective redundancies) and employment issues arising from insolvency; Advising on TUPE-related matters including in relation to outsourcing and property transactions; Advising both employers and employees on data protection issues; Advising business start-ups in a wide range of industries on how to protect and grow their businesses at a reasonable cost; Providing HR advice and tailored training to clients and external bodies on all employment law matters, from recruitment to dismissal and beyond; Advising members on joining LLPs; and Drafting, negotiating and advising on settlement agreements. She has acted on a number of high profile (and commercially sensitive) matters which has resulted in six-figure settlements for her clients. She has also acted on matters in the County Court, High Courts, Employment Appeal Tribunal (EAT) and Court of Appeal. Fudia is praised by her clients for her creative problem-solving skills and her ability to provide commercial, tailored legal advice in a friendly and empathetic manner. She has a high emotional intelligence which she uses to assist with getting the results her clients want. Fudia is a member of the Employment Lawyers Association.

• Looking at new and novel ways of increasing diversity; why we can’t continue with the same methodology if we want to see big changes.
• It’s time to get honest, the difficult conversations must be had; opening the door to honest and open dialogue.
• Implementation of a diversity program is the hardest step; why organisations find it difficult to get programs beyond the board room.
• The Sewell Report - key learnings.
• The myth of the race card.

Reviewing your policy: Practical steps and the legal equality framework

Charlene Brown

Co-Founder & Managing Director
Howlett Brown

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Charlene Brown

Co-Founder & Managing Director , Howlett Brown

Charlene Brown is the co-founder and Managing Director of Howlett Brown and has over a decade of legal and financial services experience providing strategic employment law advice on a range of contentious and non-contentious employment matters including, bullying, harassment and discrimination, whistleblowing, culture, diversity and inclusion, data breaches, breach of confidentiality, pay reporting and training. Charlene has extensive EMEA employee investigations experience which includes conducting and advising on complex, small and large investigations across a broad range of industries. Her experience includes privacy law, cybersecurity law and corporate governance. Charlene also counsels on best practice for corporate diversity initiatives, diversity networks and startups. She serves on the UK’s Employment Lawyers Association working party and has contributed to the McGregor-Smith Review and the Ethnicity Pay Gap consultation. Charlene also serves on the advisory board of TNON (The Network of Networks), an organisation focused on the development of network leaders and the strategic advancement of employee resource groups to better serve businesses and diverse communities. In addition to her legal and D&I expertise, Charlene is also a life and business coach, helping individuals embrace change, manage issues of self-doubt and accelerate their career or business. Charlene is also the Founder of Honest Voice, a company created to empower and prepare young people to make more informed decisions about their future and to teach young people the practical business skills needed for career success, that are not ordinarily taught during education. In 2016, Charlene was named the Black British Business Awards Financial Services Rising Star and in 2017 Charlene was named the Legal Diversity Rising Star. In 2017 she was also recognised as a Future Leader by EMpower and the Financial Times (ranked no. 2 out of 30).

• The challenge and possible conflicts between legal and cultural requirements, ensuring positive workplace culture and managing people risk and wellbeing, and recognising how best to position your workplace policies and procedures
• Reward, Risk and Reputation  - Assessing and understanding and avoiding the risks associated with ‘stale’ equality and diversity workplace training and complaints that enter the public domain
• Microaggressions, bullying and misconduct: definitions and establishing a resilient anti-racist workplace culture: essential elements and practices
• Real-life case studies, war stories and lessons learned
• Delegate Q&A: attendees are invited to submit thoughts and questions directly to Charlene before and during the event, anonymously if preferred, to ensure that all issues are addressed

Comfort break

We still need to talk about race

Nichole McGill-Higgins (she/her)

Award Winning Race Equality Campaigner, Founder & Director
Changez Life

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Nichole McGill-Higgins (she/her)

Award Winning Race Equality Campaigner, Founder & Director , Changez Life

Nichole is an award-winning campaigner, coach, consultant and motivational speaker on race equality and inclusion. Commended for her work tackling oppression, aggression and prejudice in the workplace, she is dedicated to rooting out injustice, becoming the voice for those who may not have the courage to speak for themselves and exploring intersectionality. Nichole is a global keynote speaker at events which focus on racism and the uncomfortable truths which surround it. Through her authentic storytelling in a direct, jargon-free tone, Nichole wins over audiences and organisations – encouraging everyone to take responsibility and action for diversity and inclusion. As a positive disrupter, Nichole uses coaching and design-led thinking methodologies to help organisations experience their own awakening, changing hearts and minds. Nichole led the CIPD’s internal Race Review project, assessing whether the CIPD was dismantling or upholding racial inequality in response to the murder of George Floyd. As a critical friend, she oversaw the content produced by the CIPD to support people professionals in tackling racism and racial discrimination in the workplace. Nichole is a trustee for Rape Crisis Centre (RASASC), a South London charity, focusing on anti-racism and transgender rights. She leads their D&I strategy, underpinning the support offered to survivors, employee engagement and corporate governance. Nichole was named ‘Campaigner of the Year 2020’ by The Baton Awards for her outstanding contribution to racial equality, working with young people and organisations. Nichole was also celebrated as National Mentor of the Year by the National Mentoring Awards in 2019. Other previous voluntary roles include Trustee for the Croydon BME Forum and founding Co-chair of EmbRACE, the CIPD’s employee resource group dedicated to educating colleagues about race and opening up difficult conversations. As well as speaking at events, coaching and consultancy, Nichole delivers training sessions, designs immersive workshops and implements inclusion strategies to drive racial equality and inclusion for employees and employers.

One year on from George Floyd's death and the sky-rocketing of the BLM movement: our research suggests policies around race and inclusion in the workplace haven’t significantly tackled this issue. This interactive conversation will examine:

• Why not?
• Where can organisations start, tomorrow?
• Leveraging the profile of the civil rights movements in your organisations to plan and execute a policy that moves past lip service
• Strategies to maintain momentum in the teeth of compassion fatigue
• Quantifying the COVID-related impact on minority ethnic groups and addressing them in the workplace: this is not a one-size-fits all strategy
• Warning signs in the workplace - how do the echoes of what is happening in the wider community manifest in the workplace?

In conversation: Organisation culture: Where and how to direct your resources for the maximum impact on inequality

Edosa Odaro

Chief Data Analytics & Privacy Officer
Tawuniya

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Edosa Odaro

Chief Data Analytics & Privacy Officer , Tawuniya

Edosa is a cross-industry AI (artificial intelligence) and data transformation leader who has helped countless international organisations deliver significant impact through advanced data analytics, transformation strategy implementations, and value-based intelligent interventions. Currently Chief Data Analytics & Privacy Officer, Edosa also serves on selective boards.

• Identifying the source(s) of workplace inequality
• Data and analysis: what must you collect and how?
• Optimising your findings to root out inequality
• Inclusive & proactive recruitment: key elements of a successful policy
• Practical steps to inclusion

Comfort break

Flexible working

Mary MacInnes

Compliance and Business Ethics Manager
Cambridge University Press & Assessment

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Mary MacInnes

Compliance and Business Ethics Manager , Cambridge University Press & Assessment

Mary is an experienced leader in academic publishing, having spent over twenty years working in the area on both sides of the Atlantic. Mary is an advocate for the rights of people with disabilities in the workplace. Whilst working at Tideway (building London’s Super Sewer ) , she helped establish and led their Ability Action Group. She has written about and advised on issues such as accessibility, equality of opportunity and disability rights generally.

• Who are most vulnerable under a flexible working model - ensuring nobody slips through the cracks.
• Women: mitigating the impact on career progression of those who are out of sight
• Addressing burn-out when the lines between home and work are blurred
• How to get the most from those with accessibility issues that might previously have been disadvantaged in a 100% office environment.
• Case Study

Mental health: Covid fall-out - what are the key mental health issues in the post-pandemic world

Amanda Langsley

Associate Director Organisational Development and Learning
NHS Lothian

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Amanda Langsley

Associate Director Organisational Development and Learning , NHS Lothian

Amanda Langsley is the Associate Director of Organisational Development and Learning in NHS Lothian (26,000 staff). Amanda started her career in the NHS 24 years ago as a Registered Mental Health Nurse. During Covid-19 Amanda was asked to be the wellbeing champion for NHS Lothian representing the Health Board Nationally and reporting in to Scottish Government. During the Pandemic Amanda led on the development of a Wellbeing Strategy for NHS Lothian and established a peer support service to support staff who may be struggling. Amanda is passionate about creating the conditions for healthy, happy, productive people and is a member of the IHI (Institute for Healthcare Improvement) global learning network focused on finding and creating joy in work. Amanda lives in Edinburgh with her Husband and three daughters.

• Warning signs and red flags: what to look out for in a virtual transaction: obvious and hidden messages and appropriate responses for HR
• Breaking down the barriers to more open mental health conversations
• Case study - how to successfully nurture and protect your most vulnerable people

Lunch break

Data & reporting: Moving past a numbers exercise to meaningfully interpret and act on your intelligence

Lara Joannides

Creative Diversity Lead
BBC

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Lara Joannides

Creative Diversity Lead , BBC

Lara Joannides is the BBC’s Creative Diversity Lead for 50:50 and News. She oversees initiatives to support the corporation’s aspiration to fairly represent society across all of its content, including the multi-award-winning 50:50 The Equality Project. Prior to leading 50:50, Lara worked as a journalist for domestic and international News outlets across the BBC, with a particular focus on reaching underserved audiences.

• From data collection to actionable strategies: 50:50 as a case study for using numbers to produce tangible results and drive cultural change.
• Engaging leaders in the discussion - making a case for investment in practical D&I actions
• Collecting data for the right reasons – common mistakes to avoid
• The 50:50 Project – scope, success and future actions

Panel discussion: The awkward conversations

Leanne Mair

Managing Director & Principle. Gender Equality & Racial Equity in Financial Services
Benefactum Consulting

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Leanne Mair

Managing Director & Principle. Gender Equality & Racial Equity in Financial Services , Benefactum Consulting

Leanne Mair is the Founder and Managing Director of Benefactum Consulting, a dynamic firm devoted to promoting gender equality in the workplace. After over a decade of experience as an asset management professional with companies such as PIMCO and BlueBay Asset Management and oversight of projects with over USD 200 billion in AUM, Leanne has forged a new career and consultancy focused on designing and implementing strategies to improve the workplace. Leveraging her background and personal experience, Leanne founded Benefactum Consulting to help companies identify and navigate key challenges and create meaningful impact with their gender equality initiatives, ensuring that all women win. • Leanne is a strategist with laser focus and clarity. She brings to the table broad international experience helping organisations create environments where female employees, especially Black female employees, feel valued and seen, allowing them and their companies to thrive. • Leanne is also a passionate and talented communicator. From personal coaching and mentorship to initiatives including seminars, a podcast, and a live show designed to reach larger audiences, Leanne fosters conversation and understanding that lead to positive change. It is Leanne’s profound belief that it is possible for all of us – individuals and organisations – to envision and achieve transformative strategies that contribute to a more inclusive, gender equal world. A commitment to equity combined with thoughtful planning and powered by action are key to innovation and progress toward that goal. Leanne is honoured to serve as a Board Advisor to XOCO Unlimited, a non-profit organisation that partners with grassroots organizations and world-class companies to empower marginalized young women, helping them escape exploitation through education and global initiatives that promote system-level change.

Daniel Winterfeldt MBE QC (Hon)

General Counsel for EMEA and Asia, Jefferies International Ltd and Founder & Chair of
InterLaw Diversity Forum

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Daniel Winterfeldt MBE QC (Hon)

General Counsel for EMEA and Asia, Jefferies International Ltd and Founder & Chair of , InterLaw Diversity Forum

Daniel is founder and chair of the InterLaw Diversity Forum, which seeks to promote meritocracy and inclusion for all diverse groups working in the legal sector.  The InterLaw Diversity Forum was "Highly Commended" by the FT Innovative Lawyers Awards in 2016 for 'Innovation in Human Resources'.   Daniel is interested in the impact of the pandemic crisis on legal professionals in protected categories (women, racial and ethnic minorities, LGBT+ and disabled communities) are how they are being disproportionately affected. Added to this, he is keenly aware of a heightened sense of inequality in society, with the Black Lives Matter civil rights movement gaining important momentum. In addition, Daniel was named the "Legal Innovator of the Year" at the FT Innovative Lawyers Awards in 2012 for his work in capital markets and diversity and inclusion.  In 2020 Daniel was appointed as Queen's Counsel Honoris Causa (Honorary QC) for both his contributions to capital markets in England & Wales through the  Forum for US Securities Lawyers in London as well as his contributions to diversity, inclusion and culture in the legal sector through the InterLaw Diversity Forum.

When your employees are involved in honest, respectful and real conversations at work, those values of inclusion and tolerance will have a huge impact in the outside world. And at a time when organisations are being held up to the light by customers and clients, your inclusion strategy needs to be far deeper than lip service.

As HR professionals, we are perfectly placed to lead change and tackle workplace bias. This session features experts and thought leaders who will show you how to start and continue workplace conversations to ensure your inclusion strategy is effective and workable.

Comfort break

Streamed workshops

The most popular session from last year, now updated to address the issues identified by senior HR professional during our research this year. Delegates will choose one workshop to attend, and each workshop will report back key findings to the whole summit, ensuring everyone leaves armed and ready to go with the latest challenges, thinking, solutions and intelligence on all the key areas.

Women

Leanne Mair

Managing Director & Principle. Gender Equality & Racial Equity in Financial Services
Benefactum Consulting

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Leanne Mair

Managing Director & Principle. Gender Equality & Racial Equity in Financial Services , Benefactum Consulting

Leanne Mair is the Founder and Managing Director of Benefactum Consulting, a dynamic firm devoted to promoting gender equality in the workplace. After over a decade of experience as an asset management professional with companies such as PIMCO and BlueBay Asset Management and oversight of projects with over USD 200 billion in AUM, Leanne has forged a new career and consultancy focused on designing and implementing strategies to improve the workplace. Leveraging her background and personal experience, Leanne founded Benefactum Consulting to help companies identify and navigate key challenges and create meaningful impact with their gender equality initiatives, ensuring that all women win. • Leanne is a strategist with laser focus and clarity. She brings to the table broad international experience helping organisations create environments where female employees, especially Black female employees, feel valued and seen, allowing them and their companies to thrive. • Leanne is also a passionate and talented communicator. From personal coaching and mentorship to initiatives including seminars, a podcast, and a live show designed to reach larger audiences, Leanne fosters conversation and understanding that lead to positive change. It is Leanne’s profound belief that it is possible for all of us – individuals and organisations – to envision and achieve transformative strategies that contribute to a more inclusive, gender equal world. A commitment to equity combined with thoughtful planning and powered by action are key to innovation and progress toward that goal. Leanne is honoured to serve as a Board Advisor to XOCO Unlimited, a non-profit organisation that partners with grassroots organizations and world-class companies to empower marginalized young women, helping them escape exploitation through education and global initiatives that promote system-level change.

Neurodiversity in the workplace

Jacqui Wallis

CEO
Genius Within CIC

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Jacqui Wallis

CEO , Genius Within CIC

With over 26 years in business, Jacqui is highly experienced in Leading service delivery to some of the world’s largest brands. Through Jacqui’s background innovating in advertising, she understands the importance of communication in the workplace and brings a wealth of experience to her work with Genius Within. Couple that with her motivation, energy, and desire to change the world, she is a tour-de-force in the inclusion space. As one of three female Directors of Awarding-winning social enterprise Genius Within, Jacqui’s role is to shape and grow Genius Within’s inclusion work within the field of Neurodiversity. GW’s work is strongly rooted in research, building consensus, and expanding understanding in the field of Neurodiversity at Work. Most recently they launched the Centre for Research for Neurodiversity at Work in collaboration with Birkbeck, University of London. As 90% of all disabilities are non-visible it is essential that neurominorities are not forgotten and as a Dyslexic woman, Jacqui knows all too well the common oversights that prevent inclusion from becoming a reality having masked her own condition for most of her professional life. As an advocate of equity at work within our society, Jacqui strongly believes in the power of purpose - ensuring that individuals are empowered to do what they can uniquely do and to work at their best. Working in a psychology-led practice, Jacqui and her team advise businesses on how to build inclusive workplaces and cultures, ensuring that neurominorities are able to bring their best self to work every day. She encourages a focus on the environment, not the individual, to engender positive and long-lasting change for her clients. Jacqui is passionate about the education system and is the Chair of a local charity providing affordable childcare to families. Genius Within have recently launched a youth program including a free mentoring service for young Autistic people, which is delivered by young autistic people, with lived experience. As well as The Blooming Genius Foundation, which aims to support the needs of young neurominorities in educational settings.

• Encouraging employees to disclose details of neurodiversity, intersectionality and other hidden issues
• Implementing systemic changes to overcome challenges and enhance opportunities
• What are “reasonable adjustments” when implementing HR policy for neurodiverse employees
• Positive assessments & focusing on strengths vs highlighting weaknesses

Disability

Mary MacInnes

Compliance and Business Ethics Manager
Cambridge University Press & Assessment

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Mary MacInnes

Compliance and Business Ethics Manager , Cambridge University Press & Assessment

Mary is an experienced leader in academic publishing, having spent over twenty years working in the area on both sides of the Atlantic. Mary is an advocate for the rights of people with disabilities in the workplace. Whilst working at Tideway (building London’s Super Sewer ) , she helped establish and led their Ability Action Group. She has written about and advised on issues such as accessibility, equality of opportunity and disability rights generally.

• The recruitment process: essential elements to consider
• Declaring disability: relevance and consequences
• WFH and remote working: smashing the accessibility barriers
• Practical tips for inclusion and levelling the playing field

Recruitment: Learning from the top employers of choice

Marcia Brissett-Bailey

Case Officer
Information, Advice & Support Services Network

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Marcia Brissett-Bailey

Case Officer , Information, Advice & Support Services Network

Marcia Brissett-Bailey, has featured in Forbes, a narrative changer, provoking the representation of Dyslexia. Nominated for the Stereotype Buster of the year category at the 2021 Celebrating Neurodiversity Awards! She is a Special Educational Needs consultant, and speaker talking about education and the workplace with an entrepreneur mind-set which she believes is a gift from her Dyslexia, seeing her ideas in pictures and thinking outside the box.

• Access to Work
• Key elements of an inclusive recruitment process: a personal perspective
• Reasonable workplace adjustments 
• Recruitment panels: dos and don’ts for success
• Apprenticeship programs: maximising inclusivity to level the playing field
• Inclusive hiring models: what to implement and what makes it a success?

LGBTQ+

Daniel Winterfeldt MBE QC (Hon)

General Counsel for EMEA and Asia, Jefferies International Ltd and Founder & Chair of
InterLaw Diversity Forum

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Daniel Winterfeldt MBE QC (Hon)

General Counsel for EMEA and Asia, Jefferies International Ltd and Founder & Chair of , InterLaw Diversity Forum

Daniel is founder and chair of the InterLaw Diversity Forum, which seeks to promote meritocracy and inclusion for all diverse groups working in the legal sector.  The InterLaw Diversity Forum was "Highly Commended" by the FT Innovative Lawyers Awards in 2016 for 'Innovation in Human Resources'.   Daniel is interested in the impact of the pandemic crisis on legal professionals in protected categories (women, racial and ethnic minorities, LGBT+ and disabled communities) are how they are being disproportionately affected. Added to this, he is keenly aware of a heightened sense of inequality in society, with the Black Lives Matter civil rights movement gaining important momentum. In addition, Daniel was named the "Legal Innovator of the Year" at the FT Innovative Lawyers Awards in 2012 for his work in capital markets and diversity and inclusion.  In 2020 Daniel was appointed as Queen's Counsel Honoris Causa (Honorary QC) for both his contributions to capital markets in England & Wales through the  Forum for US Securities Lawyers in London as well as his contributions to diversity, inclusion and culture in the legal sector through the InterLaw Diversity Forum.

Please join us for a discussion of LGBTQ+ talent in the workplace in 2021.   While much progress has been made in the workplace for LGBTQ+ talent, we are still struggling with retention and promotion of LGBTQ+ talent at senior levels within organizations.  We also need to approach the LGBTQ+ talent space with an intersectional approach taking on board race and ethnicity, disability, sex, social mobility, etc.  We will also be exploring the latest research in this space from Stonewall, the InterLaw Diversity Forum, and IGLA to inform our discussion.  Finally, we will also be focusing on active allyship in this space and what concrete actions we can take as organizations to galvanize real, sustainable change in this space.

Comfort break

Workshop findings and feedback

Closing remarks and next steps

End of summit

Online networking for delegates and speakers

As requested, we will provide a space for all attendees to exchange thoughts on the day, swap contact details and make new allies and friends following the summit. We learned just as much from attendees as from our expert speakers last year, and have responded to a call for a specific space for lengthier networking this year. There will be an opportunity to continue conversations privately in breakout rooms, talk directly to speakers and other experts and ensure you get a chance to reflect together on a full and invaluable day.  Feedback from the event last year includes: -

"I loved meeting so many like-minded people"

"I wish I could have carried on the workshop discussion for another hour - it makes such a difference hearing from colleagues facing the same issues"

"The panel discussions were incredible, and raised so many questions. I would love a chance to speak directly to those experts."

"This summit was head and shoulders the best I have attended. God willing, next year we can meet in person and keep talking with such honesty."

"Almost too many ideas to take away! Great bunch of people and amazing speakers. Loved the chance to talk to everyone too."