Agenda

08:30

08:50

INCLUSIVE LEADERSHIP & CULTURE 

09:00

  • Formulating your organisational response to the Black Lives Matter (BLM) movement, and how this impacts our Indigenous communities
  • Celebrating differences of opinion and setting boundaries
  • Why inclusive leadership is so important in today’s environment – fostering inclusion, building cultural intelligence, empathy, sense of belonging etc.
  • Identifying the right leadership skills to align with a business-oriented diversity strategy 
  • Moving away from a focus on “diversity” towards a focus on “inclusion” 
  • Implementing values at the top that flow on to the entire workforce 
***Bring your CEO for free to this morning session***  

09:40

  • Changing the way leaders think about inclusion & diversity from a social justice issue to a strategic business imperative - how can it facilitate business recovery?
  • Positioning inclusion as the critical enabler  
  • Leveraging “diversity of thought as the end game”  
***Bring your CEO for free to this morning session***  

10:10

  • Planning, engagement & conversations: the key factors to a successful inclusion & diversity strategy 
  • Building an inclusion & diversity strategy that matches an organisation’s values and reflects the community in which it operates 
  • Ensuring a sustainable program, a committed leadership, and a level of success that is measurable 
***Bring your CEO for free to this morning session***   

10:40

FUTURE-PROOFING YOUR WORKPLACE 

11:00

  • Catering to requests for flexibility from different employees with specific needs 
  • How to implement a work-from-home policy that is suitable for your workforce 
  • Managing employee engagement & well-being through unique flexible working requirements 
  • Ensuring your employee's home working environment is psychologically safe 

MEASURING SUCCESS 

11:30

  • Gauging cultural diversity in the absence of official reporting measures 
  • Measuring the impact & success of inclusion strategies 
  • Creating an environment in which all employees feel safe reporting on cultural identity 

INTERSECTIONALITY

12:00

  • Understanding the interactions between different “identities” and how these impact diversity & inclusion 
  • Embedding a culture of inclusion that allows all diverse employees to feel safe  

12:30

  • Understanding the difficulties that employees face whose diverse identities intersect 
  • Making an employee feel safe & respected 
  • Implementing a culture of inclusion that goes beyond typical diversity metrics  

01:10

02:10

Work as a group to discuss practical solutions to the following challenges: 
Roundtable I – Managing and embracing an aging workforce
Morag Fitzsimons, Manager - Employee Care, Lockton Companies  
 
Roundtable II – Advancing employment for those with disabilities
Fiona Davies, Manager - Diversity and Inclusion, Life Withour Barriers 
 
Roundtable III – Eliminating unconscious bias
Lucy Taksa, Director Centre for Workforce Futures, Macquaire University  

RELIGIOUS & CULTURAL ISSUES

04:00

  • Navigating and pre-empting the potential policy options 
  • Preparing an inclusion strategy in times of uncertainty 
  • Simplifying and explaining the proposed legislation to other employees & heads-of-departments 
  • How to keep your inclusion & diversity strategy aligned with legal requirements and organisational outcomes 

MENTAL HEALTH & WELLBEING

04:30

  • Understanding different mental health considerations within each generation 
  • Responding to the distinct ways in which remote work impacts each generation 
  • Considerations of leadership for someone within each generation 
  • Creating a mentally healthy workplace catering for generational diversity 

05:00

05:10

05:25

08:30

08:50

09:00

  • What can we learn from decentralized movements like BLM that have diverse spokespeople with different opinions?
  • Ensuring diverse employees are included at all levels of seniority, including in leadership roles
  • Understanding the business, economic and social impact of an inclusion-focused workplace 
  • Identifying and implementing effective programs to achieve meaningful inclusion for all citizens 
  • How to monitor progress and measure success 

ABORIGINAL & TORRES STRAIT ISLANDERS 

09:30

  • Have the recent BLM movements impacted the discussion around Indigenous employment?
  • Recognising the pandemic’s impact on Indigenous businesses, which are 100 times more likely to hire Indigenous employees  
  • Realising the economic and social impact of inclusive workplace programs aimed at indigenous Australians 
  • Understanding and overcoming the barriers to meaningful Indigenous workforce participation 
  • Working with Indigenous communities to create shared value and a shared purpose  

GENDER EQUALITY 

10:00

  • How to legally collaborate with competitors to achieve a common social goal  
  • Using research and data to influence MDs to be involved and commit resources 
  • The importance of a data driven approach and finding the right external partners for 2020 initiatives 
  • Responding to the negative employment impact that COVID-19 has had on women in STEM 

10:30

  • Identifying key areas of concern & establishing tangible measures of progress 
  • Creating & implementing a strategy to improve gender equity across a large and well-established organisation 
  • Understanding & overcoming cultural barriers within an organisation within a realistic timeline 

11:00

CULTURAL DIVERSITY 

11:20

  • The business case for including refugees – why it’s good for your organisation and good for Australia
  • Creating a workplace environment that is accessible and appealing to refugees 
  • How to avoid common traps

DISABILITY & ACCESSIBILITY

11:50

  • Recognising D&I as an enabler of business performance and recovery 
  • How to design your workplace from the point-of-view of workers on the fringe 
  • How inclusive design benefits workers in the mainstream 
  • Configuring inclusive design for your workplace designed to provide the greatest level of accessibility 

NEURO-DIVERSITY

12:20

  • Understanding the potential of an effective neurodiversity program 
  • Identifying the right skills and attracting the right talent 
  • Maintaining a safe & positive work culture 

12:50

01:50

Work as a group to discuss practical solutions to the following challenges: 
Roundtable I – Building a culture of inclusion within your organisation 
Gudrun Elms, D&I Program manager, NBN Co
 
Roundtable II – Improving accessibility 
Charmine Hartel, Professor and Chair in Inclusive Organisational Leadership  and Employment, University of Queensland 
 
Roundtable III – Creating a culture of psychological safety 
Theresa Lim, CEO, Play2Lead 

03:20

LGBTIQ+ PRIDE 

03:40

  • Building organisational confidence by starting with solid executive buy-in 
  • Engaging employees on the ground before, during, and after the process 
  • Creating and maintaining a space for LGBTIQ+ employees to feel safe and valued

04:10

  • Understanding and applying the latest research into diversity & inclusion in Australian workplaces
  • Identifying & overcoming reporting issues with LGBTQ staff to achieve a true measure of inclusion
  • Preparing & implementing the most appropriate and effective strategy to improve your D&I programs for LGBTQ staff 

04:40

04:50

Becoming an Inclusivity Confident Employer 

Closing the gap between strategy and reality 

 
Thursday, 19 November 2020 | 9am – 5pm 
  
This workshop offers a unique opportunity for you to harness collective knowledge and experience in one room, brainstorm new ideas, and address old and emerging issues. 
 
Using engaging case scenarios, participants will be encouraged to solve real-life problems through a diversity and inclusion lens. This workshop is designed to arm participants with the techniques and resources to tackle common diversity or inclusion challenges with confidence, creativity and optimism.
 

Workshop Learning Objectives:   

 
  • Empower employees from diverse backgrounds to become leaders
  • Address casual sexism without killing your career 
  • Support your employees through gender reassignment  
  • Recruit a candidate with disability and set them up for success 
  • Tackle bias in the promotion or performance process 
  • Question rejections for flexible working requests and test the status quo 
  • Handle the backlash on increasing diversity recruitment targets 
  • Level the playing field for introverts and remote workers 
  • Resolve issues around privacy and technology in the digital age 
  • Hold leaders accountable for their progress on D&I 
 

Your Workshop Facilitators:  


Diane Utatao: 


 
A high achieving, business professional and corporate speaker with deep expertise in diversity and inclusion, HR Management and Talent Acquisition, Diane is passionate about helping organisations to drive business and social change through creative solutions in order to leverage diversity and inclusion to improve equality, engagement, productivity and innovation. 
 
Diane has led diversity and inclusion strategy development and culture change initiatives across a workforce in excess of 36,000, and has delivered HR management and consulting expertise within a wide range of blue-chip industries in both private and public sectors. 
 
Diane’s creative work, such as short film ‘WorkMate’, has won numerous awards locally and internationally, she is Chairperson of NAWO NSW (National Association of Women in Operations), is a member and prior board member of NEEOPA (EEO, Diversity & Inclusion specialists) and a foundation member of Uni 2 Beyond - connecting students with intellectual disability to tertiary education & employment. Diane holds a post graduate diploma in HRM from University of Auckland. 
 
Karen Murphy: 
 
 

With an accomplished career in the education sector as a teacher, teach-trainer and lecturer, Karen possesses more than 20 years practice in the development and delivery of training and professional development. 
 
Karen’s experience in diversity and inclusion includes working in the Australian Human Rights Commission, Diversity and Inclusion team, delivering training to internal staff and external public sector clients. As a Director with the Migration and Refugee Review Tribunals she was responsible for the professional development of tribunal members. 
 
Karen holds a BA (Hons) in Political Theory and Institutions and a Master of Education in Language and Learning with a background in adult literacy teaching. She is a trained counsellor and career transition coach and places prime value on building rapport and active listening.  Karen is committed to lifelong learning and her training, based on adult learning principles, delivers what is relevant, practical, thought-provoking and fun.