• Outlining the most significant barriers for women in leadership roles and entering the political sphere
• Monitoring the successes, changes, and actions in the workplace resulting from new leadership initiatives
• Defining leadership and fostering a workplace culture that is progressive and open to all
• Delivering assistance and funding to elevate those who have been left out of current leadership discussions
• Prioritising initiatives, training, and new programs to support women’s growth, ambition, learning, and engagement

• Demystifying politics and pathways to political leadership for women
• Using partnerships and community to help women reach their political aspirations and represent their communities
• Recognising misogyny and the existing barriers for women entering and remaining in politics and the culture change required
• Celebrating sisterhood on the path to gender equal political leadership

• Highlighting the gendered outcomes of the pandemic, looking at the emerging trends and the positive and negative shifts within the workplace
• Examining the disproportionate burdens of childcare and informal caregiving on women, recognising their impacts on gender-inclusive leadership
• Amplifying diverse leadership to highlight women’s issues and experiences during crises
• Ensuring that women’s needs are not ignored and that no one is left behind by the pandemic
• Achieving the Sustainable Development Goal for Gender Equality by re-enforcing the value of women’s perspectives, knowledge, and competences

• Examining the barriers to women’s progression in the workplace and the limitations facing women in male-dominated occupations
• Considering how the challenges facing women in leadership have shifted over time, sharing personal experience and acknowledging the new difficulties emerging from the pandemic
• Implementing change through advancing opportunities, addressing deep-rooted inequalities, and implementing collaborative practices
• Building a more progressive Fire and Rescue Service to support women entering and progressing to leadership roles

• Applying practical tools to address menopause as a workplace issue
• Sharing experiences and creating awareness of menopause, and how it affects women’s transitions to senior management roles, and the impact on the gender pay gap, gender pension gap, and workplace productivity
• Turning the COVID-19 crisis into opportunity by implementing better practices to transform leadership in the workplace
• Breaking taboos to enact cultural change for women’s participation and leadership

• Reflecting on the developments for women in leadership at Birmingham City Council
• Strengthening allyship to support women's development
• Highlighting structural leadership barriers and how to encourage reflection and growth
• Driving self-care and inclusive leadership 

• Barriers and strategies for women to reach and succeed in leadership positions
• What works and doesn’t work? Evidence-based findings of the effect of organizational policies and interventions on gender equality
• What inclusive leadership means and what behaviours are involved

• Recognizing the key barriers women face after having a family
• Showcasing the transferable skills these women have that are in high demand in the work place and self-employment
• Providing a clear pathway to return to work or start a new career along with up skills for a smooth transition back
• Creating a friendly, like-minded network of women for life
• Building confidence, aspiration for these women as individuals and to empower their family

• Recognising the key barriers affecting women across their careers particularly in entering management and leadership roles
• Supporting women through implementing mentorship programs, leading employee networks, and driving wider change by reshaping organisations
• Sustaining progress through collaborating, sharing personal experiences of leadership within financial services, and tackling gender inequalities within senior leadership roles
• Building an inclusive, diverse, and successful future

*programme subject to change