DIAL GLOBAL VIRTUAL SUMMIT FEBRUARY 2022

MOVING THE DIAL - DIVERSITY, INCLUSION AND BELONGING TRENDS 2022
 

Learn Why Co op, Britvic, Fresenius Kabi, & Marks & Spencer and more rely on the DIAL Global Summit on Trends & Insights...
 

97% rate it the "the most authentic DIBE event" in the year!

Know how to spot trends. Learn to action ideas. Change the way you work. Thrive in the post-pandemic world. Join some of the world’s most inspiring and authentic leaders as they dive deep into the key holistic D I B E trends coming up this year.

Be enlightened, inspired and informed as they’ll help us to uncover the exclusive view into the future of 2022 and diversity agendas.

You’ll learn keys to stepping up, to moving the DIAL and advocating for real and measurable change in 2022 and beyond!

 Our last two summits reached 200,000+ worldwide STREAMS & over 2,000+ ATTENDEES from leading global organisations!
 

Catch up on the previous summit highlights here

AND OUR MEDIA & SILVER PARTNERS

WEDNESDAY 16th FEBRUARY 

PANEL 1  12PM - 12:45PM GMT |  Trend: CEO Activists

Hear how leading UK organisations have come together to support the CEO Activist Pledge: Moving the DIAL on Diversity. Our founding partners Steve Ingham, CEO of Page Group, Steve Murrells, CEO of the Coop, Steve Rowe, CEO of M&S have come together alongside DIAL Global calling on all UK organisations to sign up to their 4 goal pledge on diversity, inclusion, belonging and equity. Learn about their vision and how other outstanding leaders are joining them in this movement and why. 

PANEL 2  1PM - 1:45PM GMT | 2021 Trend: Chief Diversity Officer – The role of the Chief Diversity Officer will become critical in 2022!

According to Gartner research, only 35% of HR leaders consider diversity, equity and inclusion as a priority for the next year. While 76% of employees and job seekers say a

diverse workforce is important when evaluating companies and job offers.  A common challenge – 36 % of HR leaders say they struggle to hold business leaders accountable for DEI outcomes and state that low diversity in the leadership pipeline is their biggest problem. 

Appointing a Chief Diversity Officer onto an executive team with a direct reporting line to the CEO can help address these issues. This appointment can demonstrate that c-suite leaders are willing to be held accountable at the highest level.  Hear from our panel of Chief Diversity Officers about how companies with this critical role will be winning and outperforming their peers in 2022. 

PANEL 3  2PM - 2:45PM GMT | 2021 Trend: ESG – How diversity and inclusion will be critical the ‘S’ to investors, governments, boards and consumers

2022 promises to be a landmark year for environmental, social and governance (ESG) initiatives. Following concerns that COVID-19 would dampen ESG efforts, the global focus

on “building back better” has instead set the tone for ESG issues to remain a

priority for governments, corporate boards, investors and consumers.

Diversity & inclusion will become a critical cornerstone of the ‘social’ S in the ESG as governments, investors, boards and employees will demand companies to disclose diversity data. In this panel, hear how leading organisations are ensuring that are now going beyond simple tick-box exercises to ensure D&I objectives are a measure of their organisation’s values. They explain how they are setting, measuring and achieving ambitious diversity and inclusion targets. 

PANEL 4  3PM - 3:45PM GMT | Trend: Hybrid Working: How to create a successful strategy for businesses and workers? (CPOs)

The COVID-19 pandemic caused massive disruption to the work lives of people worldwide and organisations have had to flex and innovate to stay in operation. It's becoming clear that most businesses will likely never go back to the ways things were before. Lessons have been learned, and employees have widely demonstrated that remote work is practical, productive, and promotes wellbeing.

What is emerging is a hybrid office, one that combines a corporate headquarters, with home and satellite offices so workers can decide where to work based on the activity they are doing; focused work, online collaboration, team brainstorming, or in person employee briefings. 2022 will see the “hybrid office” evolving with a balance of corporate headquarters space, satellite space, and team hub rooms depending on the industry and city.

So, what do organisations do now? Insist on a return to the office? Or find a middle

ground with a long-term hybrid working solution? And how does it factor into a successful

business strategy?

PANEL 5  4PM - 4:45PM GMT | Advertising and Marketing – in 2022 showing Diversity will be a MUST DO

What makes you purchase a product? Typically, it’s something you can see yourself using and the imagery the company puts forth in its advertising should reinforce that. But, according to a survey conducted by Adobe, as many as 120 million Americans — especially Blacks, Asian Americans and Latino/Hispanic Americans — don’t feel they’re represented in advertising, and say it has an impact on them and which products they purchase. 

And what about people with disabilities – do they also use your products. The world of marketing and advertising is changing rapidly as they realise people want to see people like themselves on TV, magazines, as heroes and heroines of their own lives. 2022 is going to be the year that marketing and advertisers wake up and start representing their customers in all shapes, sizes and diversities in their materials. In this panel, we will speak to marketing leaders and executives in the advertising world to discuss how and why their brands are changing up the traditional communications plan.

PANEL 6  5PM - 5:45PM GMT | Holistic Diversity – McKenzie-Delis Foundation 

D&I agendas have traditionally focussed on gender, race and sexuality, but diversity encompasses so much more than this. In 2022, organisations will need to broaden their thinking and their efforts to harness more than visible diversities. The McKenzie-Delis Review was created to help organisations track and measure 10 facets of visible and invisible diversity. 

Join the chairs of the McKenzie-Delis Review to learn why they’ve become involved in this important diagnostic survey - and why they feel it’s imperative that all companies bring the same rigorous measurement to diversity that they do to other business success factors.

 
PANEL 7  6:00 -6:45 GMT | CEO Activists The Focus on SocioEconomic Diversity: 

Most big companies today have diversity and inclusion programs focused on issues of race and gender in the workplace. But in these initiatives, very few companies include socioeconomic class as a dimension. That can make white-collar workplaces alienating to professionals who grew up in blue-collar households — people scholars call “class migrants.” Class migrants report lower levels of belonging in the workplace, feel disadvantaged by lack of knowledge about the “rules of the game” in a corporate office, and are less often seen as a “good fit” due to arbitrary measures. 

A growing 2022 Trend will see more companies working to reflect the community’s socioeconomic diversity within their workforces and their leadership teams. Companies will need to integrate class into the conversation in 2022 if they want to be inclusive and desirable workplaces tomorrow. In this panel, hear from leaders who are leading the charge with driving socioeconomic diversity in their strategies. Learn about what steps they are taking and why they see this as the biggest game changer. 

DAY 2

PANEL 8  12.000PM - 12:45PM GMT | 2022 Work/Life / Parenting Balance – Survival Guide  (Same Sex, No Binary, Single Parent Etc)

We know so many of us are passionate about our careers—and passionate about being a great parent—but often it can really hard to create the right balance. There’s no playbook or clear benchmarks for success, and candid discussion with managers can feel taboo; you might worry about being labelled as unfocused, whiny, or worse.

On this panel, we’ll hear from working parents about their techniques to reduce the stress and successfully balance their professional and family roles. They’ll share stories about what’s worked and what hasn’t and how they are creating new routines, expectations and solutions. 

PANEL 9  1:00PM - 1:45PM GMT | : 2022 will see companies putting ‘Family Fertility’ at the heart of their talent strategies

The number of women in the workplace at both ends of the spectrum is growing. 51% of the population are female and of these, 71% work. More female than male graduates are entering the professional working world, where menstruation could be an issue for them. Women over the age of 50 are the fastest growing group in the workforce and currently there are 4.3 million of them in the U.K. They will be highly experienced mid-career level women, who may be peri-menopausal or actively going through the menopause.

A growing trend in 2022 will be more and more leading companies implementing family-centered workplace policies for employees spanning maternity, paternity and shared parental leave, as well as adoption, surrogacy, fertility, pregnancy loss and menopause.  As companies emerge from the pandemic, many feel a responsibility to build back better and ensure they have adequate financial and emotional support in place to protect their employees’ health, safety and wellbeing at every stage of their lives. 

PANEL 10  2:00PM - 2:25PM GMT | Generation Unlimited – Unlocking Generation Z in the workplace (CPOs)

Gen Z only recently entered the workforce, but they're already rewriting workplace norms, making older colleagues realize just how "uncool" they really are. From how many hours they work to what emojis they use when messaging, twenty-somethings are "rolling their eyes” at the habits of their elders. Employers have found their Gen Zers prefer to set their own hours, don't hesitate to assign work to higher-ups and are willing to take off days for their mental health. Simply put, they're playing by their own rules.

Intergenerational frictions are wreaking havoc in many organisations. So how can businesses adapt to the changing values and norms of different generations and continue to unlock their talent? We’ll talk to today’s panellist about how they form, motivate and manage multi-generational, high-performance teams. 

PANEL 11  3PM - 3:45PM GMT | Will hybrid work help or hinder our D&I agenda?

 Remote working has lasted longer than anyone first thought and now businesses have moved away from crisis mode and into the deliberate – there is an opportunity for businesses to think about and implement the right processes, technology and support systems to promote a healthy and balanced workplace. While there’s more than a strong case to get hybrid working right for all, how does it impact diversity and what are the potential inequalities that might arise in hybrid working?

On the positive side increased flexibility opens up jobs to people that were excluded by the practicalities of commuting, the cost of living in certain cities, and the constraints of working fixed office hours. However, the converse argument shows there is a risk hybrid work mode could widen existing socioeconomic inequalities - with work from home (WFH) or work from anywhere (WFA) correlates closely with income: those earning less than £20K a year can perform only 30% of their tasks remotely compared with 58% for those earning more than £58K.

In today’s panel, we’ll talk to leaders about their views on how hybrid working can benefit their diversity and inclusion agendas and what are the pitfalls and obstacles to look out for.

PANEL 12  4PM - 4:45PM GMT | Supplier Diversity: Supplier diversity will be more important than ever in 2022

2022 will continue to put organisations under social pressure to ensure supplier diversity by buying from firms with wider diversity and purpose that avoids conditions such as modern slavery and protects human rights. 

Starting a supplier diversity program could seem like a daunting task. After all, how does a company sift through thousands of potential partners and figure out which ones are minority owned? How do you tell your existing suppliers that they aren’t diverse enough? 

PANEL 13  5PM - 5:45PM GMT | Celebrating LGBTQ2+ Awareness Month - driving authentic inclusion for all in the workplace

 Our leaders will share leading practice and successes gained through taking a holistic approach of LGBTQ+ inclusion.

A continued growing trend in 2022 will be an increasing number of leading companies implementing LGBTQ+ inclusive policies, processes and initiatives for employees. There is an increased focus on Bi, Gender-Fluid, Trans, and Non-Binary identities and an appreciation that there are many different communities with different experiences and challenges within the LGBTQ+ community. 

As part of that, more and more organisations focus on implementing transitioning at work policies, ensure their Employee Resource Groups (ERGs) have formal representation for all identities and the organisation proactively engages with the community beyond the workplace.

Those who are further ahead on their journey, are increasingly moving away from the embassy model in anti-LGBT countries and are instead engaging in meaningful advocacy work by working with local NGOs and community groups.

They’ll share stories about what(’s worked) is working and what (hasn’t) challenges there are and how they are creating new ways to drive employee awareness, education and workplace (solutions being respectful of all) initiatives which are inclusive of all LGBTQ+ employees. 

PANEL 14  6PM - 6:45PM GMT | Measuring and Understanding Intersectionality / Future Directions for Incorporating Intersectionality into D&I measurement & agendas

The term ‘intersectionality’ was coined in 1989 by professor Kimberlé Crenshaw to describe how race, class, gender, and other individual characteristics “intersect” with one another and overlap. “Intersectionality” has, in a sense, gone viral over the past half-decade, seen as enlightening by many people and seen as a ‘impossible to measure’ by others.

So how have organisations looked to collect intersectionality data? And what does it mean for their workplace diversity and inclusion agenda’s?

f all) initiatives which are inclusive of all LGBTQ+ employees.