Call to book: 01983 861133

Diversity and Inclusion in the Workplace Online Summit

Time: 09:30 - 16:30 BST (if you can't attend live, register to watch the recording)

Cost per attendee: £250 + VAT 

Platform: Zoom - An encrypted zoom platform with password access. Click here for further information and to test access 

"Diversity and Inclusion needs to be something that every single employee at the company has a stake in."– Bo Young Lee, Chief Diversity and Inclusion Officer, Uber

In 2018, the most diverse workplaces in the UK were found to be 12% more likely to outperform industry averages than the least diverse. Companies that foster a well-developed Diversity and Inclusion strategy outperformed the national industry average by 15%. Discriminatory practices cost the UK economy on average £127 billion in lost output each year.

Recent events, such as COVID-19 and the BLM movement, have highlighted a pressing need for employers to revisit and reanalyse their Diversity and Inclusion strategies in order to quickly adapt to new challenges facing the workplace. Failure to employ an effective Diversity and Inclusion strategy causes threats to financial performance, reputational risks, as well as a disaffected and disenfranchised workforce.

A truly diverse workforce includes going above and beyond just the legal specifications, by creating an environment that fosters inclusivity to help employees maximise their potential. 

Looking strategically at the post-COVID challenges, the Online Summit will address pay gap, remote working, and practical inclusion strategies, while a series of afternoon streamed workshops will drill down into specific topics: women, BAME, neurodiversity, disability, LGBT+, social mobility

Since our first Diversity event in 2006, BFI has been helping organisations stay up to date with addressing Diversity and Inclusion needs by offering the latest developments, policy and legal updates, as well as case studies from top employers. 

Please note: If you have a topic to suggest or might like to speak at, endorse, or sponsor the event, please see how to get involved here

Which functions will benefit from attending

  • HR, Diversity & Inclusion, Occupational Health, Recruitment & Resourcing, Policy & Strategy, Operations, Legal, Talent, Equality, Policy, Organisational Development, Employer Branding, Engagement, Employee Relations, People Development, Learning and Development, Improvement and Quality and all Directors and Line Managers with responsibilities in this area.

Hear from

Schedule

Welcome and introduction to the day

Elizabeth Smith

Elizabeth Smith

Director of Research
Business Forums International Ltd. (BFI)

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Business Forums International Ltd. (BFI) logo

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.

Keynote address: the scope of our challenge

Vandana Dass

Vandana Dass

Managing Director
Davenport Solicitors

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Davenport Solicitors logo

Vandana Dass

Managing Director , Davenport Solicitors

As Managing Director and Solicitor at Davenport Solicitors Limited, I was extremely proud to be named the Winner of the "Rising Star in Law" category at the London Asian Business Awards and “Entrepreneur of the Year” category at the British Indian awards. I advise employees and employers on a range of Employment law and Immigration matters from implementing employment contracts and policies, advising on Sponsorship licences and managing them, advising on Tier 1 and Tier 2 visas to representation at the Employment Tribunal. I started Davenport Solicitors as I wanted to eradicate the worries of HR/Employment law for my clients so they can concentrate of growing their business. Moreover, I wanted to provide Businesses, who were looking for HR/Employment law support with a first class service from expert Solicitors, with the flexibility of choosing from a range of services which suits them. Davenport Solicitors specialises in HR/Employment and Immigration law. I have the responsibility of making sure we provide the best possible service to clients, achieve its targets and continue to thrive and grow as a business. I am responsible for implementing company policy, planning growth of the Company, overseeing all client work, managing communications and representing the Company at various events. I regularly present seminars on what really concerns businesses and HR professionals. I am also a Employment Law Lecturer at South Bank University. I am a member of the Employment Lawyers Association, the European Employment Lawyers Association, a Committee member of the Asian Business Association and the Chair of the School Stakeholder Committee at Krishna Avanti Primary School. In my spare time, I enjoy spending time with my family, baking, travelling and trying different cuisines.

  • A snapshot of UK and European race relations: how do we stand up?
  • Understanding the effects of division in your workplace: the legacy of Brexit, furlough and the race conversations and protests
  • Building ethical and transparent companies
  • D&I policy: what should it look like?

Opening address: post-COVID challenges: what are the obstacles? Corporate culture, leadership skills and transformation

Dawn Osbourne

Dawn Osbourne

Founder & Chair, Black Employee Network EMEA
Adobe

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Adobe logo

Dawn Osbourne

Founder & Chair, Black Employee Network EMEA , Adobe

Adobe has given me an amazing platform as the founder and chair of BEN UK. I believe that inclusivity and a sense of belonging develops a strong internal community where people can bring their authentic selves to work. This in turn improves morale and increases performance. My vision is a diverse workforce where people from all backgrounds are represented. I oversea Personal/Professional Development for BAME Employees; development of future talent and creating opportunities for all within Adobe; and Social Outreach campaigns within the Black community (recently influencing over 1 million USD of donations to the BLM movement).

  • Understanding the effects of division in your workplace: the legacy of Brexit, furlough and the race conversations and protests
  • Where is your company right now? A yardstick for inclusion
  • Analysing and quantifying your D&I status: key questions
  • What are the specific challenges facing making workplaces inclusive?

Legal framework: what are your obligations and duties?

Kate Dodd

Kate Dodd

Diversity and Inclusion Consultant
Pinsent Masons LLP

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Pinsent Masons LLP logo

Kate Dodd

Diversity and Inclusion Consultant , Pinsent Masons LLP

Kate Dodd is a Diversity and Inclusion Consultant for Pinsent Masons LLP. She advises the business, and its clients, across the full range of inclusion, culture, and wellbeing topics. Kate’s passion is for creating great workplaces that allow talent to thrive. She has a flair for culture change and helping leaders to learn how to start conversations around complex workplace issues. Kate has been instrumental in founding and developing the Mindful Business Charter, which is a cross-industry cultural change enabler focused upon increasing wellbeing. The MBC has now been adopted by more than 40 international organisations, creating happier, more mindful workplaces. Kate is passionate about supporting businesses to attract and retain the best talent, and to cultivate the skills needed to serve their clients and communities. Known for managing complex issues with sensitivity and discretion, Kate is described as “very knowledgeable with a great understanding of clients’ businesses”. Kate is an employment lawyer by background. An experienced advocate, she represented her clients in Employment Tribunals across England, Scotland and Wales across a full range of sensitive discrimination and equality issues for 15 years before moving into a specialist D&I role.

  • The Equality Act 2010
  • Making decisions: legal versus cultural issues
  • Discrimination: what policy changes should you implement to make your workplace fair and be an employer of choice?

Let's Talk Race

Nichole McGill-Higgins

Nichole McGill-Higgins

Co-Chair, EmbRACE Race Equality Staff Network
CIPD

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CIPD logo

Nichole McGill-Higgins

Co-Chair, EmbRACE Race Equality Staff Network , CIPD

Nichole McGill-Higgins is Co-Chair of the CIPD’s EmbRACE group, the group was launched in June 2018 to encourage conversations about race amongst employees and to promote understanding and take joint responsibility for creating a healthy working environment for all people. Nichole joined the CIPD, the professional body for experts in people at work, in 2016 where she is Volunteering and Systems Officer. Since EmbRACE launched she has helped organise numerous internal and external events to help break down barriers and open up conversations about race. Nichole has spoken at numerous external events on this subject matter. In her day to day role Nichole works on the CIPD’s Steps Ahead Mentoring programme which she is also a volunteer for, supporting numerous individuals from diverse backgrounds into employment. Nichole has been externally recognised for her volunteering and recently won the National Mentor of the Year Award 2019. Nichole is also a trustee for the Croydon BME Forum. Croydon BME (black & minority ethnic) Forum is the umbrella organisation for Croydon’s Black and Minority Ethnic voluntary and community sector; engaging people, building capacity, and promoting equality and cohesion. The Forum was established to maximise the engagement of BME communities in all aspects of living and working in Croydon. Prior to working at the CIPD Nichole worked across a range of sectors including insurance and the NHS, where she managed several multi-cultural teams. Nichole has a master’s degree in marketing and an undergraduate degree in Hospitality Management.

  • How to start difficult conversations
  • What you can do now
  • Useful resources
  • The impact of staff networks

Break

Remote working: an opportunity at closing diversity gaps?

Daniel Winterfeldt QC (Hon)

Daniel Winterfeldt QC (Hon)

Global Capital Markets Partner
Reed Smith

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Reed Smith logo

Daniel Winterfeldt QC (Hon)

Global Capital Markets Partner , Reed Smith

Daniel is a partner in Reed Smith’s Global Capital Markets practice. Currently based the London office, Daniel’s practice focuses on representing US, UK, European and Asian investment banks and corporate issuers in a wide range of securities transactions, including Rule 144A and Regulation S equity and debt offerings; Category 3, Regulation S transactions for US companies listing in the United Kingdom; rights offerings; exchange offers; equity-linked securities offerings; initial public offerings and secondary and follow-on offerings of equity securities, including SEC-registered transactions. Daniel founded the Forum for US Securities Lawyers in London in 2006 to address US securities issues in the London market across law firms, banks and intermediaries. The Forum was short-listed by the British Legal Awards in 2009 for ‘Law Firm Innovation’. The Forum was 'Highly Commended" by the FT Innovative Lawyers Awards in 2016 in the category ‘Innovation in Navigating Regulation’. Daniel is also the 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 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. Daniel founded the Forum for US Securities Lawyers in London (tffuslil.com) in 2006 to address US securities issues in the London capital market across law firms, banks, and intermediaries. The Forum was short-listed by the British Legal Awards in 2009 for ‘Law Firm Innovation’. The Forum was ‘Highly Commended’ by the FT Innovative Lawyers Awards in 2016 in the category ‘Innovation in Navigating Regulation’. Daniel is also the founder (2008) and chair of the InterLaw Diversity Forum (interlawdiversityforum.org), which seeks to promote meritocracy and inclusion for diverse groups in the legal sector. The InterLaw Diversity Forum was 'Highly Commended' by the FT Innovative Lawyers Awards in 2016 for 'Innovation in Human Resources'; and shortlisted for 'Excellence in Diversity & Inclusion' at the 2019 Law Society Excellence Awards.

  • Strategies to ensure parity for employees working from home: gender and socioeconomic considerations
  • New tech, new roles, new skills: starting with a truly level playing field
  • How reskilling and upskilling will change your organisation’s diversity dynamics

Practical strategy for recruitment and progression

Osita Madu

Osita Madu

EDI Manager
HS2

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HS2 logo

Osita Madu

EDI Manager , HS2

A CIPD qualified Human Resource professional with 18 years’ experience spent specialising in Employee Relations, Recruitment, Training, Mediation and Diversity & Inclusion. Osita has made the most impact by developing, influencing, implementing and managing diversity across various sectors from local authorities, housing, media, banking and most recently infrastructure programme at High Speed Two. Previously Head of EDI at HS2, he joined the organisation in June 2016 where he has won a number of awards and gained recognition for his innovative approach to inclusive procurement and tendering for all major suppliers to HS2.

  • Examining your hiring practices post-Covid: what should they look like in future?
  • Visibility and restructuring: nurturing diverse board prospects
  • Levelling the playing field for women and BAME employees: fair representation and opportunity
  • Retaining skills during times of crisis

Mental health strategy: understanding where we are now and how to respond

Emma Mamo

Emma Mamo

Head of Workplace Wellbeing
Mind

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Mind logo

Emma Mamo

Head of Workplace Wellbeing , Mind

Emma is currently Head of Workplace Wellbeing at Mind. Emma joined Mind in 2007 and, since 2010, has led Mind’s campaigning for mentally healthy workplaces - playing a pivotal role in thought leadership to position mental health in the workplace as a key priority for employers and Government. Emma has led culture change through engagement with employers, health and safety professionals, HR audiences and Government on mental health in the workplace and back-to-work support for people with mental health problems. She also supports networks of employers and stakeholders to share best practice and develop business-to-business peer support. Emma’s prior role at Mind was as Policy and Campaigns Manager of the Social Inclusion and Rights team, leading on promoting social inclusion and upholding the human rights of people with mental health problems across the following areas: employment; benefits and welfare reform; debt and poverty; access to the criminal justice system; and equality and discrimination law. During this time, Emma led Mind’s successful national campaigns ‘Taking care of business: mental health at work’ and ‘In the red: debt and mental health’, both achieving awards and recognition for impact and innovation

  • Reflecting on the impact of recent events – COVID-19, BLM, Brexit etc
  • How to develop a mentally healthy and inclusive workplace
  • How to take of yourself during challenging times

Lunch break

Has HR failed on Diversity and Inclusion?: the reporting landscape

Nuzhat Ali

Nuzhat Ali

National Lead for Health Improvement
Public Health England

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Nuzhat Ali

National Lead for Health Improvement , Public Health England

Collaborative and engaging inclusive system leader with passion and commitment to make a real difference to population health and well-being outcomes and the individual lives of people in our organisations and communities. Nuzhat Ali is a National Health Improvement Lead for Public Health England and is also Co-Chair for the Civil Services Muslim Staff Network. She was awarded the inaugural Civil Service Championing Faith and Belief Inclusion Award in October 2019. Recognised for extensive contributions to diversity and inclusion. Nuzhat is passionate about inclusion and advocating for intersectionality. She is an active steering group member for her organisation’s BAME network and champions the wider diversity inclusion agenda Nuzhat began her career in the NHS as a front-line clinician, nearly 30 years ago. She has since worked across various health sector settings locally, regionally, nationally and internationally, in leadership roles, with a proven ability to build robust partnerships that facilitate transformative change. Skilled in creating added value through people. Passionate and committed to developing/designing inclusive work environments. Qualified and experienced in Organisation Development, Quality Improvement, Service redesign and diversity and inclusion leadership She is relentless about engaging with and mobilising communities and stakeholders to tackle the persistent causes of inequalities through her work in Government and in her multiple voluntary roles. Nuzhat is Chair and Founder of a London based women’s voluntary group, which aims to engage and connect with ‘seldom heard’ local women to encourage participation in civic activity and develop resilience. She is also Trustee on the Board of a national and a local voluntary sector organisation, and also provides visible leadership to various forums.

Duncan Brown

Duncan Brown

Independent Reward and Equality Researcher and Adviser

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Duncan Brown

Independent Reward and Equality Researcher and Adviser

Dr Duncan Brown, independent reward and equality researcher and adviser Duncan has 30 years’ experience working in major HR consultancies and employment institutes, including Willis Towers Watson and IES. He also spent five years as the deputy CEO at CIPD. His clients have included National Grid, the Cabinet Office, the Department of Health, Unicef UK and the Fairtrade Foundation. He has carried out major reviews for the government of the pay determination methodologies for groups including doctors and dentists and the judiciary. He has been on expert panels on topics including employee engagement, fair pay and pensions; and he inputted extensively on the gender pay reporting proposals. He was also a member of the research team that have carried out the gender pay gap in medicine review. Duncan has an MA from Cambridge University, an MBA from the London Business School and his PhD is in reward strategy. He is a board trustee of the Pensions Policy Institute and the CIPD’s Pension Plan, a Visiting Professor at the University of Greenwich and a Fellow of the CIPD. He has authored numerous books and articles on reward strategies and gender pay, most recently ‘A Handbook of Reward Management’, co-authored with Michael Armstrong. His latest article is: https://www.womanthology.co.uk/hr-and-diversity-management-choices-in-the-low-touch-economy-dr-duncan-brown-author-researcher-government-adviser-and-womanthology-associate/

Matt Boyd

Matt Boyd

Founder
Exceptional Individuals

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Matt Boyd

Founder , Exceptional Individuals

Exceptional Individuals provides consulting, recruitment and employment support to employers and individuals with dyslexia, dyspraxia, ADHD and autism. We provide the benefit of lived experience and are passionate about creating wider employment opportunities and better understanding and appreciation for neurodiverse individuals everywhere.

  • A review of pay gap reporting: wins and losses
  • Improvements to implement moving forward
  • What is best practice?
  • What are the challenges for ethnicity and other pay gap reporting?

Panel: the role of unions in promoting inclusivity: utopia or reality?

Derek Luckhurst

Derek Luckhurst

Training and Development Director
IPA

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Derek Luckhurst

Training and Development Director , IPA

Derek Luckhurst has been the Training & Development Director of the IPA (Involvement And Participation Association) since December 2000 responsible for consultancy services. Previously he was the Manufacturing, Science And Finance Union’s National Secretary for Legal & General since 1996. He was instrumental in the establishment of a breakthrough partnership agreement, which was signed at L&G in 1997. At IPA he has developed partnership workshops for the Inland Revenue, the Audit Commission, Royal Fleet Auxiliary, Aintree NHS Trust, Bolton NHS Trust and Santander. In conjunction with the workshop, he has written a partnership induction programme specifically tailored for people working on partnership initiatives. He is the author of “A Practitioner’s Guide To Sustaining Industrial Partnership” published by the IPA with DTI support in 2004, updated and re-published in 2011. He also wrote a Staff Representatives’ Handbook, which has been commissioned by Sanctuary Housing, Halfords, BP, Coral Racing and Avon Cosmetics. He has worked with many organisations helping them with employee relations including United Welsh Housing Association, Steria, Standard Life, Santander, Norwich Union, Royal College Of Surgeons, The General Medical Council, The Prince’s Trust, Egg, Blue Arrow, Royal National Institute For Deaf People, Bank Of Ireland UK Financial Services, The Independent Police Complaints Commission, The Healthcare Commission, Avon Cosmetics, The Royal Fleet Auxiliary, The National Asthma Campaign, National Grid, Peabody Trust, British Bakeries, The Employers Organisation, Pizza Express, The Communication Workers Union, The Post Office, De La Rue Cash Systems, Peabody Housing, Corps of Commissionaires, The Cancer Research Campaign, South East Water, Inland Revenue, Eurotunnel, Siemens, Pfizer, Terrence Higgins Trust, Electoral Reform Services, Opportunity Links, Kelloggs, the CBI, Skandia, AOL Broadband, Vodafone, Kimberley Clark and BP, Pearson, City & Guilds and HCL. Derek has also introduced the option-based consultation model for the effective involvement of the representatives of employees, be they union or non-union in identifying opinions and influencing the decision making process at a strategic level within organisations. Described by Keith Sisson, Emeritus Professor of Industrial Relations at Warwick Business School as a ‘landmark in UK industrial relations’, Derek has been busy training managers and employee representatives in option-based consultation in organisations like the Healthcare Commission, Standard Life, Bank Of Ireland, United Welsh Housing and many others. Derek leads the IPA’s influential Best Practice Network and, with them, developed the “15 Strategic Questions” that have proved popular with representatives and senior managers alike. He is also the author of “The 5 Key Steps To Employee Engagement”, published in 2007, which explores the unique role representatives can play in ensuring staff lose the cynicism that blocks engagement. He was a key player in developing a framework for flexible working in Legal & General and was responsible for the training of both managers and union representatives in how the concept should work in practice. A new anti-harassment and bullying procedure was established during his term of office together with improved grievance and disciplinary processes.

Joanne Williams

Joanne Williams

Chartered CIPD, Director & Owner Building Human Resources LTD

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Joanne Williams

Chartered CIPD, Director & Owner Building Human Resources LTD

Whether you need HR support with recruitment, employment contracts, managing disciplinaries, carrying out investigations, running change management,TUPE, restructuring and consultations or anything else on your journey as an employer, we can help by providing HR consultancy & interim support. Clients include public, private & voluntary sector organisations from small start ups to large established companies. Supporting businesses & managers in all aspects of employing staff and ensuring legal compliance and best practice. Services range from offering ad hoc HR and employment law advice, designing contracts, writing staff handbooks, terms & conditions and Human Resources policies. We are able to offer support for one off projects such as investigations, through to a retained HR services and interim HR management. For a free chat and further information contact me at joanne@buildinghr.co.uk

Streamed workshop: women

Amelia Gould

Amelia Gould

MEng CEng FIET, Naval Ships Combat Systems Director
BAE Systems

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Amelia Gould

MEng CEng FIET, Naval Ships Combat Systems Director , BAE Systems

Amelia’s career began in the Royal Navy as a Weapons Engineering Officer. Her 11 years of service included leading an engineering team onboard HMS Ark Royal during the war in Iraq in 2003, and defence procurement & support. She then spent 5 years as an Information Technology consultant and Business Analyst, working with public sector organisations to shape their enterprise systems to meet changing needs and leverage new technology. She joined BAE Systems in July 2013, and has since completed a number of Technical Authority, Engineering Management and transformation leadership roles. Her time as Head of Engineering in Naval Ships included the successful delivery of 2 new warships to the Royal Navy. She recently spent a year on secondment as Chief of Staff to the BAE Systems' CEO, before returning to the Maritime Sector as Project Director in April 2019. Amelia is a keen STEM Ambassador, and volunteers for a number of educational charities. Amelia received the WISE Woman In Industry Award in 2017, and in 2018 was named as one of the 100 women to watch by Cranfield University.

Working in groups, delegates will learn and debate the key issues below, share experiences and best practise and report back to conference on the main findings

  • The business case
  • Specific discrimination and inequalities faced
  • Glass ceiling
  • Fertility and menopause support
  • Recruitment and progression policy and practise
  • Integration and minimising differences to avoid a ‘them and us’ culture
  • Terminology: the balance between causing offence and confusion
  • Attendee experiences and lessons learned

Streamed workshop: BAME

Fudia Smartt

Fudia Smartt

Partner - Employment Law Specialist at Spencer West LLP and Associate at Byrne-Dean
Spencer West LLP

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Fudia Smartt

Partner - Employment Law Specialist at Spencer West LLP and Associate at Byrne-Dean , 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.

Working in groups, delegates will learn and debate the key issues below, share experiences and best practise and report back to conference on the main findings

  • The business case
  • Specific discrimination and inequalities faced
  • Recruitment and progression policy and practise
  • Integration and minimising differences to avoid a ‘them and us’ culture
  • Terminology: the balance between causing offence and confusion
  • Attendee experiences and lessons learned

Streamed workshop: neurodiversity

Professor Amanda Kirby

Professor Amanda Kirby

CEO
Do-IT Solutions Ltd.

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Professor Amanda Kirby

CEO , Do-IT Solutions Ltd.

I am a bit unusual wearing several hats as a medic, academic, entrepreneur and parent of an adult with Dyspraxia, Dyslexia, and ADHD. Passionate about improving the lives of people who are neurodiverse in education and employment. I am the CEO of a fast expanding computer educational and work-based profiling company (www.doitprofiler.com )which has developed an innovative computerized assessment platform for schools, colleges, justice, employability and apprenticeship sectors. It's being used nationally and internationally to help maximize strengths and provide person-centered solutions delivered across organizations. I am keen to ensure that individuals in the workplace who are neurodiverse can maximise their talents while getting appropriate support. I have championed the government Disability Confident campaign and was the first company in Wales to become a Disability Confident Leader. I have delivered extensive training and consultancy to help support organizations to implement and embed change.I hold a chair in Developmental Disorders in education at the University of South Wales and founded The Dyscovery Centre, an internationally recognized specialist centre for children and adults with developmental disorders along with working with an amazing research team. I have lectured across the world to more than 30,000 teachers, health professionals and parents. I am also currently the patron of the Dyspraxia Association in New Zealand, Advisor to the Dyspraxia Association in Ireland and Medical Advisor to the Dyspraxia Foundation in the UK. In the past 15 years I have published extensively in the field of Developmental Disorders/Neurodiversity and have 2 very practical books on 'How to succeed'-one for Further and Higher Education one for employment for neurodiverse people ( including those with Dyslexia, DCD (Dyspraxia), ADHD,and ASD) to help at home, in education or in work.

Working in groups, delegates will learn and debate the key issues below, share experiences and best practise and report back to conference on the main findings

  • The business case
  • Specific discrimination and inequalities faced
  • Recruitment and progression policy and practise
  • Integration and minimising differences to avoid a ‘them and us’ culture
  • Terminology: the balance between causing offence and confusion
  • Attendee experiences and lessons learned

Streamed workshop: disability

Mary MacInnes

Mary MacInnes

Chair, Tideway Ability Action Group
Tideway London

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Mary MacInnes

Chair, Tideway Ability Action Group , Tideway London

Mary MacInnes is a former Publisher and Vice President of Taylor and Francis Publishers. She currently leads on Compliance and Data Protection for the Thames Tideway Tunnel – building London’s new Super Sewer.  www.tideway.london Mary was instrumental in creating, and now running Tideway’s Ability Action Group (AAG).  Working across the project, the AAG champions the needs and aspirations of people with disability in Tideway and their Joint Venture Partners in the construction industry. Through policy, procedure and cross industry awareness events, the AAG is a force for best practice in the industry.  We work alongside the Business Disability Forum, and external training providers to educate construction professionals and raise awareness of the advantages and specific challenges of employing people with disabilities.

Working in groups, delegates will learn and debate the key issues below, share experiences and best practise and report back to conference on the main findings

  • The business case
  • Specific discrimination and inequalities faced
  • Recruitment and progression policy and practise
  • Integration and minimising differences to avoid a ‘them and us’ culture
  • Terminology: the balance between causing offence and confusion
  • Attendee experiences and lessons learned

Streamed workshop: LGBT+

Katrina Robinson MBE

Katrina Robinson MBE

Chair, Law Society LGBT+ Division
The Law Society

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Katrina Robinson MBE

Chair, Law Society LGBT+ Division , The Law Society

Katrina Robinson MBE is the Chair of the Law Society’s LGBT+ Committee and has a long history of activism and engagement with LGBT+ issues. She is also very passionate about ensuring access to the legal profession is open to those from all socio-economic backgrounds. She is a solicitor specialising in anti-social behaviour and fraud and in 2015 was honoured with an MBE for services to social housing. When not working, Katrina spends her time with her wife and cat, though probably more with the latter!

Working in groups, delegates will learn and debate the key issues below, share experiences and best practise and report back to conference on the main findings

  • The business case
  • Specific discrimination and inequalities faced
  • Recruitment and progression policy and practise
  • Integration and minimising differences to avoid a ‘them and us’ culture
  • Terminology: the balance between causing offence and confusion
  • Attendee experiences and lessons learned

Streamed workshop: social mobility

Ann Potterton

Ann Potterton

Head of Apprenticeships
BT Group Plc

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Ann Potterton

Head of Apprenticeships , BT Group Plc

Ann joined BT’s Apprenticeship Team in 2017, having previously represented training providers as the Director a provider network. Prior to that she was CEO of the Institute of Telecommunications Professionals (ITP) – a body which specialised in helping smaller companies access funding to recruit and train their own telecoms apprentices. Ann is an experienced Learning & Development Consultant specialising in the vocational sector, leadership and facilitation. She is a Chartered Member of the CIPD, holds a PGCE and a degree in French. BT has delivered apprenticeships as an employer-provider for over 60 years. We deliver a small number of specialist programmes ourselves eg. Openreach’s telecoms engineer programme and we fully outsource over 70 programmes. Apprenticeships are a core part of BT’s Talent Strategy and reflect its ambitions to ensure we maintain and develop a highly skilled workforce; build a diverse and inclusive culture; and promote social mobility.

Reg Bannerman

Reg Bannerman

Apprenticeship Manager
BT Group Plc

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Reg Bannerman

Apprenticeship Manager , BT Group Plc

Reg Bannerman, joined BT in 1986 as a Telephone Exchange Engineer. In 1996, he moved into a management role and led a team of engineers covering the provision and repair of telephone exchange services for the Westminster area. Between 2002 and 2006, Reg joined a team developing an operating model for Field Operations which involved producing a blueprint for a culture and structural changes. Following the restructure of BT in 2006, he joined the BT Apprenticeship Team and has contributed to the running of the apprentice schemes in different forms for many years which has given him credibility to build relationships with other employers, local government, the London Mayor’s Office and government departments and agencies. He is a member of CMI, and holds a diploma in Management studies.

Working in groups, delegates will learn and debate the key issues below, share experiences and best practise and report back to conference on the main findings

  • The business case
  • Specific discrimination and inequalities faced
  • Recruitment and progression policy and practise
  • Integration and minimising differences to avoid a ‘them and us’ culture
  • Terminology: the balance between causing offence and confusion
  • Attendee experiences and lessons learned

Tea Break

Workshop feedback session

  • Ten minutes per workshop
  • Workshop leaders will collate and present the key findings from their discussions
  • All delegates will receive a summary of the main talking points and suggested workplace action plans to implement

Closing remarks and end of summit

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