• What do we mean by “diversity” and “inclusion”?
• How do we differentiate between “equality” and “equity”?
• What are the benefits of having a diverse workforce that go beyond increased productivity and retention?
• How to advocate for EDI in your workplace regardless of your position?

• How is the Equality Act impacting both the employee and the employer
• Understanding direct and indirect workplace discrimination
• Building a workplace strategy that is inclusive and helps avoid discrimination claims

Work environments today needs to be designed to be inclusive for all. But to be inclusive we need to embrace design principles that aid in accommodating various personality traits, work styles and neurotypes. The fact is that today we are living in a time of increased numbers and awareness about individuals with neuro-sensitives and special needs, such as ADHD, Autism and Dyslexia. In fact, 1 in 5 people are considered neurodivergent, but fewer than 50% know it. And when we design for the extreme, we benefit the mean, for everyone is impacted for sensory stimuli in the build environment, even neurotypicals. Spaces today needs to reflect the diverse makeup of organizations. Not only is designing to be inclusive the right thing to do, there is a compelling business case for it as well. Join us as we share the findings from our research and share how we can design a more neuro-inclusion community.

• How mentorship can break down barriers and provide opportunities for underrepresented groups?
• Common challenges faced in implementing mentorship programs that promote EDI
• The importance of providing training and support for mentors to effectively engage with mentees from diverse backgrounds

• Strategies to avoid saying the wrong thing.
• Guidance on what to do if you inadvertently say the wrong thing.
• A fail-safe toolkit of things you can say and do, and more!

• The Lloyds TSB Case Study: Understanding the nuances of the case, the missteps made, and the costly implications of inadequate DEI facilitation and decision-making.
• Key Competencies for DEI Professionals: Unpacking the essential skills and knowledge that competent DEI professionals must possess.
• Selecting the Right DEI Partners: Practical tips and strategies for evaluating DEI providers, ensuring they align with your organization's values and goals.

• Who are allies and how can they advance Equality, Equity, Diversity, and Inclusion within your organisation?
• How do you define allyship?
• In what ways could allyship shape the culture of your organisation?
• What are the distinctions between performative allyship and authentic allyship.
• What does a successful allyship initiative look like?

• How do we revamp our recruitment processes to attract diverse talent?
• Building an inclusive interview process
• Tools to retaining diverse talent through building a truly inclusive culture

• Ashanti Bentil-Dhue, Founder and CEO of the Competence Centre for Workplace Equity (CCWE)
• Angela Matthews, Head of Policy and Research, Business Disability Forum
• Kay Sargent, Senior Principal, HOK
• Kasia Wojciechowska, Neurodiversity and Women In Tech Advocate | Regional Head of Client Accounts at Peregrine

• The burden of mental health across diverse communities
• What are some of the common misconceptions that can be addressed in the workplace?
• Support measures that can be implemented to ensure a truly inclusive wellbeing initiative
• Tools and techniques for creating a safe environment where staff feel respected and heard

• Why do policies really exist, and can they truly make us inclusive?
• Examining how policies can never fully be respectful towards intersectionality.
• The need to ditch buzz words and phrases, and to examine attitudes and culture instead, when trying to do better.
• How understanding a person’s lived experience is always the starting point for change.