Agenda

08:20

08:40

08:50

FORMING A CULTURE OF CULTURES

09:00

09:10

  • Uncover the reasons religious inclusion has overwhelmingly been left out of corporate diversity initiatives, despite it being a core identity for vast majority of workers worldwide  
  • Creating a shift in the mindset that initiatives too focused on faith will result in the potential to introduce a source of conflict in the work environment  
  • Discover practical ways to promote religious diversity in the workplace to ensure people feel free to practice beliefs and respect the right of others to do the same  

09:40

10:10

10:20

10:50

  • Discover how organisations can empower ethnic role models to be visible for others who have been forced to overcome similar hurdles in their professional journeys  
  • Unpack the power that diverse input across cross-cultural teams bring to decision making and teamwork  
  • Understanding the barriers to refugee and migrant participation in the New Zealand labour market and across sporting teams

VISIBLE ROLE MODELLING

11:20

11:40

12:10

  • Unpacking identity struggles and its impact on productivity, happiness, talent retention and leadership development  
  • Increasing and leveraging accessible LGBTQI+ leaders as role models within organisations  
  • Being mindful of language patterns: Demonstrating zero tolerance of homophobic and transphobic language and behaviours 

12:40

SUPPORTING AN EVOLVING WORKFORCE

01:35

03:10

PROGRESSING TO THE NEXT STAGE

03:40

A: Beginner – Getting started with DE&I: Lessons from organisations early in the journey   
Jo McNaughton, Head of Māori Colleague Strategy, Bank of New Zealand  
 
B: Intermediate – DE&I journey has hit a plateau  
Annabel Coxon, Diversity and Inclusion Lead, New Zealand Trade and Enterprise   
 
C: Advanced – Refining your approach for greater ROI    
Mark Bosomworth, General Manager, George Weston Foods 

04:40

04:50

08:30

09:00

INCLUSIVITY WITH ADVOCACY

09:10

  • Understanding and addressing privilege through the practice of allyship  
  • Creating psychosocial safety in workplaces where all individuals feel a sense of belonging  
  • Approaching DE&I through a lens of change management

09:50

  • Discover the systemic barriers that contribute to Māori and Pasifika peoples being significantly underprivileged when it comes to career opportunities, recognition and remuneration  
  • Recognising leadership as a way of stepping up, contributing towards communities and holding a shared vision of the group, rather than achieving a position of hierarchy 

10:30

10:40

11:10

  • Leading a global team of googlers responsible for driving large-scale impact across Diversity, Equity and Inclusion programs 
  • Taking a targeted approach: Addressing barriers and supporting racial equity, disability inclusions, gender equity and LGBTQ+ inclusion 
  • Beyond the organisation: Supporting black and Latino owned businesses

11:40

CREATING SAFE WORKPLACES

12:10

  • Discover how to shift the focus back on wellbeing when companies have pulled back on mental health offerings just when workers need them most  
  • Unpack the Importance of training leaders in mental health awareness  
  • Recognising the stigma around mental health and preventing individuals from being judged, penalised or discriminated against

12:40

01:30

01:40

02:20

  • Supporting a neurodiverse workforce: Embracing the diversity in ways of thinking to lead to increased productivity, innovation and a competitive advantage  
  • Tapping into vast sources of talent and creativity  
  • Debunking the common myths of employing a person with a disability  
  • Discover how your organisation can start or progress your disability inclusion journey 

02:50

THE FUTURE OF DE&I

03:20

  • Recognising and responding to microaggressions without the “hypersensitive” label  
  • Addressing unconscious bias in relation to race/ethnicity, citizenship, class, mental health, gender, sexuality, parental status etc. 

03:50

04:00

Co-design for Equity (CoE) 

20 October 2022 | 9:00am – 3:30pm  | Auckland  
  
Organisations are hard at work implementing D&I initiatives aimed at attracting more diversity into their fold but the rate of change is glacial.  
 
Many of these initiatives and interventions are built on the foundation of pre-existing organisational power structures, founded on principles of equality – i.e. the idea that all individuals have equal access to what’s on offer. These approaches miss pre-existing inequities. 
  
Co-design for Equity (CoE) seeks to tap into the ‘lived experience’ of employees, uncovering existing inequities within organisational systems and structures. It prioritises relationships and uses creative tools to reimagine these fundamental processes. The goal of CoE is to work with your employees who are experiencing barriers to create solutions that result in equity for all.  
  
In this workshop, there will be opportunities to: 

  • Learn how to identify where power imbalances and inequity are likely to be undermining your diversity efforts.  
  • Understand the key components to taking an equity approach to your D&I practices.  
  • Learn the fundamentals of Co-design 
  • Workshop a co-design process and experience co-design in action 
  • Be resourced with tools and tips to bring co-design to your own organisation.  
  
Who should attend this workshop?  
DE&I, HR leads and people leaders responsible for setting, implementing and measuring D&I across their organisations. 

WORKSHOP AGENDA

WORKSHOP LEADERS