• Why an enhanced focus on diversity and equity is critical to solving today’s most complex business issues
• Participation in the digital world and benefit from its efficiencies in terms of inclusion
• What can the Tech sector do to build more inclusive and equitable environments
• Closing the digital diversity and equity divide and spur innovation.
MODERATOR: Karyn Twaronite, Global Vice Chair, Diversity, Equity & Inclusiveness, EY
• Errol Gardner, Global Vice Chair, Consulting, EY
• Justina Nixon-Saintil, Head of Corporate Social Responsibility and ESG, IBM
• Caroline Casey, Founder of Valuable500
INNOVATION IN DE&I STRATEGIES: WHAT WORKS, WHAT’S NEXT AND WHAT’S HOLDING YOU BACK?
10.05 Leadership Address: Establishing an Open, Supportive and Ready for Change Culture: Impact on People, Performance and Business Transformation
The challenges created by the pandemic over the last two years have resulted in The Great Resignation placing even more emphasis on building the right corporate culture. As we now emerge from the pandemic, the pressure for companies to go back to ‘Business As Usual’ has intensified. Find out which is the best policy and approach for your company.
• Identifying a set of non-negotiable behaviours in the workplace
• Making tough decisions about time, resources, and energy invested into your DE&I efforts
• Beyond surveys: Safely give and receive truthful, attributable feedback
• Creating leadership push down: Ensuring senior managers are trained and equipped to build the right environment
10.20 Panel Discussion: Being Ambitious for DE&I in the Telecoms Industry: Aligning DE&I with Core Business and Growth Goals
To make a rapid shift to a more strategic DE&I approach your vision needs to be clearly defined and articulated. A strong business case has to be made so everyone understands that this strategy is not merely a reaction to social or political issues or for HR departments only, but a proven and powerful, way of gaining a greater edge on competitors. It is therefore important to secure buy-in from senior managers across the organisation:
• Managing DE&I throughout the talent cycle in telecommunications
• Making sure senior managers have training and a clear understanding of how DE&I is a business growth enabler
• Leverage KPIs and performance management systems to embed DE&I: Setting workforce diversity targets
• Ways to increase reporting and growth tracking attached to DE&I across functions and teams
MODERATOR: Adriana Gascoigne, CEO, Girls in Tech
• Kristen Nichols, Senior Vice President Global Business Operations, Cisco
• Amy "Amy H-R" Hanlon-Rodemich, Chief People Officer, Nokia
• Maryam Saif, Chief Diversity and Inclusion Officer, Zain Kuwait
EMBEDDING DE&I INTO PRODUCTS & SERVICES: CUSTOMER-FACING DIVERSITY & INCLUSION STRATEGIES
10.50 Spotlight Address: Embedding DE&I Into Technology, Strategy and Products & Services
Companies that not only embrace but champion grassroots diversity, equity and inclusion initiatives are also well positioned to deliver outstanding customer and employee experiences at every level and touch point. Regardless of race, gender, sexual orientation, age, appearance or ability, customer service teams must be provided with the training and tools needed for their own success. What are the key ways to ensure that DE&I is a vital component of your customer services, products and customer-facing employees.
• Diverse customer experiences can help brands enable customers to have more faith and trust their products and services
• Creating a customer facing DE&I mission statement
• Optimising customer services for accessibility, equality and inclusion
• Employing and retaining DE&I champions across your business
SPEAKER: Namrata Sharma, Principal Partners Segment Leader – Semi Conductors, Amazon Web Services
WORKFORCE: UNLEASHING DIVERSITY & INCLUSION GOALS, TOOLS AND DRIVING RESPONSIBILITY FOR ALL
11.05 Spotlight Panel: DE&I: Data Collection, Trust and Representation Measures
Because the biases that perpetuate workplace inequality are largely unconscious and automatic, shifting an organisation’s talent management paradigm from ‘cultural fit’ to ‘diversity and inclusion’ takes time, data and accountability. Employee feedback is a useful data source for measuring the success of your DE&I programmes especially when leaders can use a “pulse,” a quick survey, to check in with employees without adding to distractions.
• Aligning your business strategy to specific diversity and inclusion initiatives you are implementing
• Legal and ethical requirements regarding the capturing and storing of sensitive information
• Building metrics around representation, retention, recruitment and promotion
• Setting up employee DE&I focus groups and data focused checks and balances
MODERATOR: Radhika Gupta, Director, Head of Data Acquisition and DE&I Champion, GSMA