Setting the scene



  • Snapshot of what the future will look like for New Zealand including an increase in cultural minorities, a people-focused culture and collaborative workplaces   
  • Addressing the ongoing challenges of inequity and underrepresentation transparently  
  • Leaning into the uncomfortable: Overcoming fear of communicating candidly about difficult topics  


Flourishing ethnic diversity: Working strategically and in partnership with communities  


  • Valuing migrants to the New Zealand economy and fostering a sense of belonging in a superdiverse country  
  • Building capacity for the public sector to respond to superdiversity by adopting a formal multicultural strategy on a bicultural base  
  • Expanding talent pipelines to see greater ethnic diversity in all sectors   


  • How the Human Rights Commission’s religious diversity statement translates in the workplace  
  • Discomfort and acceptance of religious diversity  
  • Accepting differences: Supporting your team who think and believe different to you  
  • Being an ally: Consistent and determined commitment to speak up and support  




Delegates will be divided into 3 groups where they will participate in each discussion for 20 minutes, followed by group feedback.  
  • What is your experience of New Zealand workplaces?  
  • What does your community need to be visible and to belong?  
  • What are the barriers to workplace inclusion in New Zealand?  
  • What does allyship look like for you?  


Diversity, sustainability and social justice  


  • Prioritising purpose over profit: A look at emerging business models  
  • Contemporary leadership approaches to drive change for positive impact   


Discover why sustainable practices are not just ethical but also give a huge competitive advantage.   


  • Encouraging and demonstrating fair and transparent pay  
  • Transparency in career development, promotions, performance management, goals and achievements  
  • Using platforms for reach beyond the organisation level   


  • Uncovering different mentorship models for non-dominant groups  
  • Avoiding assimilation by creating inclusion  
  • Encouraging reverse-mentoring and cross-mentoring   


Unconscious bias and systems change  


  • Awareness education as foundation for transformation 
  • Ability to mitigate the impact of ingrained worldviews in interactions, processes and structures  
  • Training to dismantle systemic and structural bias, prejudice and discrimination 


  • Where does this debate leave you in respect of your views on training in unconscious bias?  
  • How is your organisation handling unconscious bias?   
  • Does unconscious bias training promote moral licensing and complacency?   


  • Gaining a competitive edge by setting targets and making your public commitment to diversity and inclusion tangible and even financial  
  • Measuring progress through business growth, better stakeholder engagement and investment   
  • Changing the organisational ecosystem in conjunction with unconscious bias training programs  




Creating psychologically safe workplaces for all 


Hear why embedding health and safety in every organisation around the country shouldn’t be a measure of compliance but rather at the forefront of everyday practice.   



Delegates will be divided into 3 groups where they will participate in each discussion for 20 minutes, followed by group feedback  
  • Dealing with toxic masculinity  
  • Utilising healthy tools to cope with stress and anxiety in the workplace  
  • Politically correct versus over-sensitive – where to draw the line  



  • Providing an alternative work environment for those working from home who are exposed to risk   
  • Consulting workers to discuss concerns that they may have about their health and safety if work arrangements change   
  • Maintaining regular communication with workers to foster trust and ensure they feel comfortable speaking up about issues   


  • Creating a multigenerational strategy focused on leveraging millennials and mature aged workforce   
  • Mentoring and sponsoring future talent to utilise the wealth of knowledge and experience of the mature workforce  
  • Effectively communicating amongst age diverse workers and providing career progression opportunities for all  




  • Promoting human difference by supporting equal opportunity employment and accessibility   
  • Appreciating and accommodating the behaviours and social norms of people who are different to us   
  • Utilising the unique skills that Neuro Diverse staff possess and presenting opportunities for innovation and growth  
  • Communication matters: Overcoming communication barriers to develop highly specialised skills  


  • Understanding and appreciating the diverse experiences and skills that each individual has  
  • Avoiding the compartmentalisation of issues and supporting those who feel torn between intersectional identities  
  • Explaining how psychologically destructive forms of overt and covert constructs of prejudice, discrimination, exclusion and microaggressions in the workplace manifest differently 


Hear why Coca Cola Amatil NZ won the prestigious gold medal in the Employees category at the HRD Employer of Choice Awards and the steps they took to be one of the first organisations in New Zealand to be awarded the Gender Tick. Find out how Chris fostered change from the senior leadership level and how they successfully tracked post implementation progress.



  • Discussing the challenges of fostering inclusion while working remotely   
  • Supporting the mental health of your team especially those who may be disproportionately impacted by COVID-19  
  • Why committed leadership engagement helps to advance diversity and inclusion  



Don’t miss our post-conference workshop on “Workplace Design – Design Tools and Practice”! 
An interactive, hands-on learning experience where you will be equipped with the latest research and tools to design an inclusive and equitable work environment in your organisation. 
2 September 2021 | 9am-3:30pm 
Aotearoa Inclusivity Matrix (AIM) 
  • New framework for equity, diversity and inclusion in NZ 
  • How to measure maturity and gaps? 
Systems Change 
  • How to uncover systemic bias  
  • What does it take to change a system? 
Inclusive Design Overview 
  • What is Inclusive Design? 
  • How to design a road map using inclusive design thinking methodologies?  
Facilitated by:
Dr Guillermo Merelo, Head of Research and Innovation, Diversity Works 
With a strong background in public management and public policy, Guillermo has worked as a senior public officer, columnist, lecturer and academic researcher in Latin America, Europe and New Zealand. He is a published author on integration and inclusion. His academic work revolves around the value of migrants’ processes of integration to their receiving societies. He is also a HR specialist with more than 20 years of experience in talent management, organisational development and change. 
Brought up in a family of strong women and being a member of the LGBTI community, Guillermo truly cherishes diversity and he is convinced that diverse workplaces have the potential to foster understandings of the self and others, unleash organisational potential and make this a better world.