Kostiantyn Gridin

This keynote session aims to highlight the keys to become an agent of inclusive change for women in leadership. It includes how gender should be embedded as part of the business strategy, how to support women in leadership on their career path, the strategy needed to develop women leaders, the inclusive policies that corporations should foster regarding women's empowerment at a workplace, and key pillars to build a culture of respect to foster diversity, equity, and inclusion.

In our keynote, we will address why diversity can be mistaken for inclusion, how situations that seem inclusive may not be, and ways we can combat the issue. First, we will discuss how we define what we mean by the illusion of inclusion, and how current measures can often be misleading. We will follow that up with personal anecdotes and experiences from within the world of Special Olympics. We will then provide insights on what we see as critical to creating inclusive environments.

Over the last thirty years, researchers and diversity and inclusion practitioners have begun to challenge inequalities in workplaces through D&I initiatives and programs for a range of diverse groups. But for the most part, they haven’t attempted to answer the question of whether an individual’s social class makes a difference in their experience of inclusion.

At the Diversity Council Australia, we asked this question as part of our biennial national survey on the State of Inclusion. What we found was that despite the enduring myth of Australia as the land of the opportunity, that social class does in fact make a difference for individuals and their experience of being included in the workplace. We found was strong evidence that people from self-identified lower classes experience more exclusion, discrimination and harassment than people from higher classes.

Learn how to both attract and retain veteran talent through:

- Recognizing the value veterans bring to your business
- Assessing where you can improve your veteran retention strategies
- Investing in the veteran community

• Why Inclusion is key and should be the underlying design lenses you look at for all touch points related to people experience

• Diversity & Inclusion as a Global topic , how to make it locally relevant

• Wellbeing as a tool to create inclusion

UN-GLOBE's goal is the inclusion, equity, and non-discrimination of LGBTIQ+ people in the UN System and its peacekeeping operations. To achieve this goal, UN-GLOBE advocates for inclusive and equitable employment conditions, diverse, safe, and enabling working environments and cultures & the representation and engagement of LGBTIQ+ people.

In this interview Gurchaten Sandhu, the President of UN-GLOBE, shares the work of UN-GLOBE through his own personal journey.

Zelma will share how she learned to become an agent of change to bring the conversation about Diversity and Inclusion at Intercorp, a Peruvian economic group that represents around 3.2% of Peru's Gross Domestic Product.

Intercorp´s Diversity and Inclusión ecosystem is now impacting over 80,000 employees, their families & companies’ partners. Key learnings include: build the data, generate the business case, create a movement, set the tone from the top and, mostly make it about societal impact in order to inspire employees and partners to embrace diversity and inclusion and become agents of change, making Perú the best country in Latin America to raise a family.

In his keynote talk the speaker will provide his perspective on how corporate financial compensation systems should change to create a stimulus for all employees regardless of their rank, position and seniority to be able to thrive and be fairly rewarded for their efforts. Also he will share his view on how the financial compensation system can improve inclusion in the workplace.

In the following interview Steve Bilt, CEO of Smile Brands & Smiles for Everyone Foundation, will share his personal experience on solving DEI problems and tell about the company's approach to combating the issue.

Also, the speaker will share the lessons learned on certain stages of his professional journey as well as give a valuable piece of advice on DEI-implementing strategies.

In this session you'll learn tangible actions you can take to create a stronger, happier workplace through allyship and advocacy.

- What is allyship?

- Why is allyship important for your company?

- What does allyship look like and feel like, what steps can you take to be a better ally?

- How can companies build allies across their workplace?

To reach our diversity goals, we need to start with activating equity.  Organizational leaders must actively explore how their systems and approaches can better fit people, giving each person the support they need to thrive. Deloitte’s Vice Chair of External DEI, Terri Cooper, will answer several important questions on what equity is and what are the ways of promoting it in a workplace.

The key of the problem lies in the system of “salary+annual bonus” most commonly used in nowadays corporate world, which:

• Does not take into account an employee performance and results month by month;

• Does not create stimulus for most employees to go an extra mile when it is needed, with no clear and transparent formula to link those extra efforts with the financial compensation

• Does not create an inclusive team spirit between the top management and the rest of the employees