• Working across Government to understand tackle inequalities by joining up with the Race Disparity Unit and the new cross-cutting Disability Unit
• Following up on the January 2019 government consultation on ethnicity pay reporting and ensuring that ethnicity pay information leads to targeted action
• Increasing women’s economic empowerment, closing the gender pay gap and tackling discrimination
• Ensuring that equalities legislation is fit for purpose and enforced effectively
• Making flexible working a standard option for employees to help level-up the UK, boost opportunities for women and reduce geographic inequality

• Setting out three priority areas for action for the business response to Black Lives Matter ant-racism protests: leadership; allyship and connecting to employees and communities
• Conducting the UK’s biggest survey on race at work to deliver one of the most influential datasets on discrimination and bias at work: key findings
• Delivering the Race at Work Black Voices Report to shed light on how employers can improve inclusion and engagement of black talent in workplaces
• Targeting outreach and action where underrepresentation is occurring
• Using the anti-racism and allyship in the workplace toolkit to respond to the specific needs of organisations

• Positive examples of organisations across the public, private and civil society sector driving change on race disparities in the workplace.
• Government progress, the Commission on Race & Ethnicity and the impact of Black Lives Matter on the workplace.
• Is the public sector using its procurement and social value levers to drive change?
• Leveling up and tackling race disparities should be ‘two sides of the same coin’.  

A chance to put your questions to some of the speakers and submit your input to the consultation.

• Ensuring that employees from black and minority ethnic (BME) backgrounds have equal access to career opportunities and receive fair treatment in the workplace: applying the NHS Workforce Race Equality Standard (WRES)
• Using WRES indicators to enable trusts to understand what they need to improve workforce race equality
• Forming a staff BME networks to create a supportive working network for everyone
• Enhancing relationships between staff and BME people who use services and improving the experiences of BME staff
• Getting proportionate representation for BME staff at senior levels of the organisation

• The education sector has struggled with inequality for student and staff described as coming from Black Asian minority Ethnic and Racial backgrounds (BAMER).
• Changing these outcomes is primarily seen as an EDI issue with no connection to the wider success of the institutions.
• Failing to successfully address these issues could pose an existential threat to institution with large and small who BAMER staff and student populations.
• The presentation will highlight some of the challenges and solutions

• Ensuring that multinational organisations develop effective local diversity strategies and practices
• Getting people managers on board by treating them as key agents in fostering D&I
• Collecting and analysing high-quality diversity data to make more informed people management decisions
• Integrating diversity training into other D&I practices as part of a holistic programme
• Rooting out bias in job specifications ana selection and taking positive action on diversity

A chance to put your questions to some of the speakers and submit your input to the consultation.

• Achieving a change in attitudes by valuing difference and promoting an open culture of respect and dignity for all employees
• Addressing different types of discrimination according to the Equality Act 2010: direct and indirect discrimination
• Providing regular anti-discrimination training to staff and ensuring staff know how to complain if discrimination happens
• Building positive working relationships including regular one-to-one catch-ups between employees and line managers
• Handling complaints of bullying, harassment, discrimination and victimisation fairly and effectively

• Developing and implementing the Turning the Tide Strategy implemented across Health and Care Services in the South East of England
• Creating a race equality framework in the context of structural, institutional, and interpersonal discrimination
• Engaging the hearts and minds of senior leaders to create a critical mass of decision-makers who want to make a difference to this agenda
• Developing tools and guidance to support an evidence-based approach to managing transformation

• Diversity in Policing
• Accountability and Scrutiny
• Cultural change
• Achieving our vision

A chance to put your questions to some of the speakers and submit your input to the consultation.

• Changes in policy over the last 30 years, and how they have translated to real-world impact (for better or worse)
• The importance of intersectional representation and lived experience on developing policy
• Acknowledging successes and failures – learning from the past to inform the future
• The impact of self-employment and the gig economy on employment opportunities