• Understanding why starting a conversation at the top is needed to ensure all voices at all levels
• Rethinking the meaning of leadership and moving towards inclusive leadership
• Developing inclusive and culturally appropriate services to fulfill and take care of a variety of patients and care service users

• Hearing the struggles, challenges, and exclusion the asexual and aromantic community has long been faced
• Addressing misunderstandings and misconceptions around the asexual community by understanding its complexity and compatibility 
• Encouraging employees to bring their true selves to work and breaking self-alienation

• Discussing anti-trans in the mainstream media and the Government
• Talking about psychological wellbeing and how bully impedes people's ability to thrive
• How do negativity and stereotype interlink with each other?

• Sharing the personal journey of how traumatised experience can lead to health concerns
• Why allyship and inclusivity in the workplace is important for a healthy work environment 
• Advocacy is more than just showing allyship during LGBT+ History Month and Pride
• Self-care, being seen and heard are all part of being mindful
• Understanding how to support the needs of LGBT+ staff during their transitions and different life stages, such as menopause 

• Addressing on the instances related to an LGB or gender identity, especially on workplace bullying, harassment, and discrimination 
• Learning every characteristic is equally important and no one protected quality overrides the others 
• Developing mechanisms, skills, and the mindset when handling complaints and conflicts at the management level 
• Thinking in the long-run to minimise the occurrences of such incidents by identifying inappropriate languages and behaviours, listening to concerns from all staff, and actively supporting inclusive initiatives 

• What is psychological safety?
• Why is it important - for individuals, teams and the organisation? 
• The 5 Pillars of Psychological Safety
• Measuring psychological safety

• Getting a clear understanding of what intersex means and its variations
• Gaining practical guidance on how to foster intersex-inclusive policies and training
• Understanding the importance of confidentiality and data management to prevent non-consensual disclosure
• Exploring the adjustment measures that are applicable at workplace to support intersex employees

• Hearing the challenges and barriers at work as an employee with ethnic minority and LGBTQIA+ backgrounds
• Driving changes in talent recruitment and retention by starting with collaborating with senior allies and setting up visible role models
• Learning how joint networks of ethnic minority and LGBT+ communities can boost representations
• Breaking the stereotype of a single ‘type’ of employees
• Going beyond box ticking to truly understanding the journeys of your employees

• Hearing how to raise awareness and visibility at the organisational level, especially in the public sector 
• Learning how we can support each other from a case study in the Department for Work and Pensions

*Programme subject to change without notice