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3rd Annual Supporting LGBTI+ in the Workplace Summit: An Inclusion Guide for Employers

Double Tree by Hilton Hotel London - Victoria , 2 Bridge Place, London SW1V 1QA

“Workplace culture needs to change. No one should think that a colleague being LGBT is an invitation for sexualised comments or inappropriate questions – let alone serious acts of assault.” – Frances O’Grady, General Secretary, TUC

Registration fee: £395 plus VAT per delegate

LinkedIn’s YouGov 2019 poll revealed some chilling statistics regarding the abuse, harassment and exclusion still faced by many LGBT+ employees at work. It also found a shocking 16% pay gap between LGBT+ employees and their straight counterparts.

The case for a comprehensive inclusion policy is far beyond simply a legal and moral one and It is vital that employers tackle discrimination and harassment of LGBTI+ staff in order to create safe, legally compliant and inclusive environments. The benefits of a successful inclusive policy to organisations include becoming a top employer of choice, improved productivity, increasing your talent pool as well as improving both engagement and retention.

Now in its third year after two sell out events, this conference shows how organisations that are serious about inclusion and diversity can implement and  demonstrate a culture of tolerance, support and inclusivity. A strong speaker line-up aims to provide delegates with the latest developments and updates as well as case studies and practical strategies and information on the best ways to support your LGBTI+ workers and how to embed a tolerant culture throughout your organisation.

Why attend this crucial summit?

* Get to grips with current and upcoming legislation to be sure your policies work
* Effectively implement culture change to become an inclusive employer
* Examine specific support you should offer to intersex and bisexual employees: understanding and meeting the challenges
* Review your recruitment strategy to position your organisation as an inclusive employer
* Data Protection and interpretation to promote workplace inclusion
* NHS Case Study
* Understand how to tackle the mental health and well-being issues
* Ensure safety for international employees: global challenges

Past speakers included: OUTstanding, Barclays, Sainsbury's, Fujitsu, Virgin Money, Thomson Reuters, Mishcon de Reya, Fidelity International, Deloitte, Carat, Freshfields Bruckhaus Deringer and Clifford Chance.

Recent feedback

"Really informative with an excellent group of speakers" 

"Really insightful and thought provoking"

"Very thorough and full agenda, good speakers and insights."

Please note: If you might like to speak at, endorse, or sponsor this event, please click here to get involved.

Which functions will benefit from attending

  • HR , Diversity & Inclusion, Recruitment & Resourcing, Policy & Strategy , Operations, Line Management, Legal, Talent, Training & Development

Hear from

Schedule

Coffee and registration

Chair's welcome and opening remarks

Jo Walker

Jo Walker

Environment & Sustainability Manager
Royal London

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Royal London logo

Jo Walker

Environment & Sustainability Manager , Royal London

Jo is the former Chair of Virgin Money’s Affinity Group and was Co-Chair of their Affinity Pride Network. She has shared her personal story of being bisexual having hosted and spoken at number of LGBT+ events both internally and externally. Last year, Jo was keynote speaker at Stonewall’s Annual LGBT Conference in Manchester. Jo also led Virgin Money’s Stonewall Workplace Equality Index submission, resulting in a jump of over 200 places from the prior year to secure a spot in the Top 100, a representation of much of the work Jo has done to drive equality. Last year Jo received external recognition, being shortlisted in the DIVA Awards and winning the Diversity Champion award at the British LGBT Awards. Jo has recently begun a new role at Royal London Group and is excited to support the team who are currently setting up the first Royal London Group LGBT+ Network.

POLICY AND LEGAL UPDATE

Sophie White

Sophie White

Partner
Eversheds Sutherland

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Eversheds Sutherland logo

Sophie White

Partner , Eversheds Sutherland

Sophie is a partner in our Human Resources group. She is a highly experienced employment lawyer, who advises clients on complex transactional and contentious matters across a wide range of sectors including healthcare, technology, media and telecommunications, engineering, real estate, construction, financial services and private equity. Her experience includes: advising on the employment aspects of IPO's, the European restructuring of a US Inc and the closure of UK operations of a European wide manufacturing company. She has written articles on subconscious bias for CIPD online and is the author of chapters on TUPE for Thomson Reuters and Redundancy for Tolleys

  • Current and upcoming legislation: ensuring your policies and practices are up to date
  • Auditing your current HR policy: what might need to change?
  • Benefit and TAP implications
  • Recruitment, promotion and retention guidelines
  • Inclusion policy: a checklist

INFLUENCING CULTURE CHANGE TO BECOME AN INCLUSIVE EMPLOYER

Leng Montgomery

Leng Montgomery

Diversity and Inclusion Lead
Cushman & Wakefield

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Cushman & Wakefield logo

Leng Montgomery

Diversity and Inclusion Lead , Cushman & Wakefield

PR, Social Media and Digital Professional and Diversity and Inclusion Specialist. Leng has a varied background work-wise but all of this has contributed positively to how he approaches social media, but now he has a stronger focus and practice with Diversity and Inclusion and empowerment and thought leadership. Having other media experience too has provided him with many networking opportunities as well as experience with radio and broadcasting skills. Managing and moderating online Facebook communitie Online and offline editorial experience Creative mind with analytical skills and technical knowledge Comfortable working independently and a good team player, driven to work cross departmentally to drive results and promote collaboration (advocate of 'social business' model) Understanding of b2b/b2c social media channels Social Media Monitoring, strategy implementation and deployment Seeding content through multiple social platforms Blogger outreach including sourcing and reaching out to industry experts, delivering best practice around SEO-optimised copy and sourcing images Strong knowledge and insight of LGBT and Trans Inclusion strategy and best practice across public and private sector companies.

  • The psychology of changing a mindset
  • Positioning LGBTI+ as part of your organisation’s wider inclusion strategy
  • Inclusion training and workplace-wide initiative
  • Setting goals and targets and ensuring top-down buy-in
  • Engagement and upskilling – ensuring senior management are on board
  • Ensuring all voices are heard: facilitating discussion and debate

Morning coffee and networking

DATA COLLECTION AND INTERPRETATION TO PROMOTE WORKPLACE INCLUSION: WHAT HR NEEDS TO THINK ABOUT NOW

Rowenna Fielding

Rowenna Fielding

Senior Data Protection Lead
Protecture Ltd

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Protecture Ltd logo

Rowenna Fielding

Senior Data Protection Lead , Protecture Ltd

Rowenna works as a Data Protection Lead for Protecture (protecture.org.uk). Being hugely enthusiastic about data protection, she is also on the executive committee of the National Association of Data Protection and Freedom of Information Officers (NADPO) as well as being a member of a variety of professional associations related to privacy, information security and records management. Rowenna holds the ISEB Certificate in Data Protection and the IDM GDPR Award.

  • What records should you have: how they should be stored and shared to avoid pitfalls
  • Ensuring you ask the right questions
  • Best practice asking questions on sexual orientation and gender ID
  • How to interpret the data you’ve collected
  • Disclosure: what needs to be disclosed and when

BISEXUAL SUPPORT: SPECIFIC CHALLENGES AND WORKABLE SOLUTIONS

Jo Walker

Jo Walker

Environment & Sustainability Manager
Royal London

View Bio
Royal London logo

Jo Walker

Environment & Sustainability Manager , Royal London

Jo is the former Chair of Virgin Money’s Affinity Group and was Co-Chair of their Affinity Pride Network. She has shared her personal story of being bisexual having hosted and spoken at number of LGBT+ events both internally and externally. Last year, Jo was keynote speaker at Stonewall’s Annual LGBT Conference in Manchester. Jo also led Virgin Money’s Stonewall Workplace Equality Index submission, resulting in a jump of over 200 places from the prior year to secure a spot in the Top 100, a representation of much of the work Jo has done to drive equality. Last year Jo received external recognition, being shortlisted in the DIVA Awards and winning the Diversity Champion award at the British LGBT Awards. Jo has recently begun a new role at Royal London Group and is excited to support the team who are currently setting up the first Royal London Group LGBT+ Network.

  • What are the specific challenges?
  • Understandings and managing stigma-based assumptions: what messages can you send?
  • Best practices in support

RECRUITING LGBTI+ TALENT

Suki Sandhu OBE

Suki Sandhu OBE

Founder & CEO, Audeliss & INvolve
Audeliss

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Audeliss logo

Suki Sandhu OBE

Founder & CEO, Audeliss & INvolve , Audeliss

As one of the UK’s leading specialists in sourcing exceptional diverse talent, Suki Sandhu has been a game-changer within the executive search and diversity arenas for over 15 years. In 2011, Suki established Audeliss, a global boutique executive search firm that genuinely cares about delivering excellence for clients and candidates alike. Audeliss are levelling the playing field for women, ethnic minorities and LGBT+ people at the most senior level in business, with 65% of our appointments since 2011 being diverse candidates. Suki is also Founder & CEO of INvolve, a network championing diversity and inclusion in business. Through the delivery of events, programmes, thought leadership and inclusion solutions, INvolve helps organisations to drive cultural change and create more inclusive workplaces. In addition, INvolve publish the annual OUTstanding, EMpower and HERoes role model lists celebrating business leaders and future leaders who are leading the charge in their respective diversity spheres, and securing a diverse talent pipeline for the future. Suki is a Stonewall Ambassador and launched ‘The Suki Sandhu LGBTQI Asia Fund’ to support activism in Asia. He is also Patron for The Albert Kennedy Trust and has been appointed to the Board of Directors of OutRight Action International based in NYC. He is also a Trustee for the Guild of HR Professionals. He was awarded an OBE in the 2019 New Year’s Honours for Services to Diversity in Business.

  • Why diversity makes business sense
  • Identifying challenges for LGBTI+ candidates and removing obstacles
  • How to engage directly: smart recruitment campaigns
  • Fostering an LGBT+ inclusive culture
  • The power of LGBT+ role models to support career progression

Lunch and networking

MENTAL HEALTH AND WELLBEING ISSUES

Barbara Harvey

Barbara Harvey

Managing Director
Accenture Research

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Accenture Research logo

Barbara Harvey

Managing Director , Accenture Research

Barbara Harvey is a Managing Director at Accenture where she leads Accenture’s global research programme on workplace culture. The programme – Getting to Equal – shows how creating inclusive, more equal workplaces enables all employees to thrive and unlocks their potential to innovate. Barbara is also the co-founder and lead for the Accenture’s UK mental health initiative including overseeing a peer support network of more than 2000 trained Mental Health Allies. She supports Accenture’s Pride network as a Straight Ally and through her research and mental health initiatives.

  • Understanding how sexual orientation can affect employee mental health
  • What practical steps are smart organisations taking to ensure a fully supported work experience?
  • Why workplace culture matters if LGBTI professionals are to thrive
  • Promoting dialogue and debate

WORKING WITH LIMITED RESOURCES: BECOMING MORE INCLUSIVE ON A TIGHT BUDGET

Marc McKenna-Coles

Marc McKenna-Coles

Global Diversity and Inclusion Manager
Lloyd's of London

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Lloyd's of London logo

Marc McKenna-Coles

Global Diversity and Inclusion Manager , Lloyd's of London

Marc is currently Global Diversity & Inclusion Manager for Lloyd’s. He oversees D&I for the corporation as well as supporting the markets D&I objects, including and not limited to, The Dive In Festival, best practice, Inclusion@Lloyd’s and the Inclusive Behaviours Pledge. He previously was a global Diversity & Inclusion Manager for RBS, where he also held roles within Retail and Business & Commercial banking. Marc’s D&I work at RBS, included improving LGBT+ inclusion for both customer and colleague, including, a policy and guidance to support Trans and Non-binary colleagues and improving how customers can update their gender marker on their banking profile. Outside of work Marc is a Role model for Diversity Role models. He recently married and is the proud husband of Hamish

  • Why it matters: tackling internal resistance
  • Identifying the real challenges and designing innovative solutions
  • Innovative ideas and approaches that won’t break the bank
  • Working collaboratively with other organisations
  • Engaging staff to help embed and spread the message
  • Quantifying the results

Afternoon tea and networking

CASE STUDY: THE PUBLIC SECTOR EXPERIENCE

Ricky Somal

Ricky Somal

Head of Engagement, Wellbeing and Inclusion
Southern Health NHS Foundation Trust

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Southern Health NHS Foundation Trust logo

Ricky Somal

Head of Engagement, Wellbeing and Inclusion , Southern Health NHS Foundation Trust

After studying MSc Health Psychology, Ricky started his professional career in HR and Organisational Development and has worked for the European Social Fund, Severn Trent Water and AXA Assurance. Working in the National Health Service (NHS), Ricky adopts the principles of behavioural economics and occupational psychology to design and lead strategies focused on employee engagement, inclusion, wellbeing and leadership development. His goals are to use his motivational leadership style to unlock the potential in people and systems, ensuring they can maximise their impact, ambition and delivery, whilst remaining conscious of preferences and triggers for stress when in high pressure environments and in times of change.

GLOBAL CHALLENGES AND SOLUTIONS

Julien Haye FRM MBA

Julien Haye FRM MBA

Head of Operational Risk
Fidelity International

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Fidelity International logo

Julien Haye FRM MBA

Head of Operational Risk , Fidelity International

Julien Haye joined Fidelity International (FIL) in July 2017 as Global Head of Operational Risk in London and has over twenty years’ experience in the Financial industry. He is also Global LGBT+ Lead for FIL. Julien joined Fidelity from DWS, where his role was Global Conduct Officer and UK Risk & Control Officer. He joined Deutsche Bank in 2012 where he held various positions in Risk Oversight and ICAAP, before joining the 3 Lines of Defense Programme as Risk & Control Assessment Lead. In addition to his work with Deutsche Bank, Julien has worked for several financial services institutions in Treasury, Risk, Capital Management, Programme Management and Trading. Julien is passionate about people, art and design. For many years he has lead the LGBT diversity and inclusion agenda at the firms he worked for, mentoring young professionals and entrepreneurs to help them to reach their potential and supporting non-profit organisations. Julien leads the Global LGBT inclusion strategy for FIL working closely with senior management and the HR team to nurture FIL’s inclusive and diverse culture. Having worked in less inclusive environments Julien recognises the importance of promoting the benefits of a diverse workforce therefore creating an environment where everyone can be themselves and to be a role model for LGBT colleagues. Julien has an MBA and is FRM certified and he is also a Stonewall Ambassador.

  • UN standards of conduct for business: how do you apply this in your organisation
  • How to reconcile global principles with local law and culture: hypocrisy or pragmatism?
  • Ensuring employee safety: what policies must you employ for international employees?

Wrap up and end of conference

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