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The 12th Global Inclusion Seminar

2019 will see a unique new blend of “end-user”, contributions along with Keynotes, best in class practices and case studies but also a new fresh approach to group work and experiential learning, providing you with the first-hand knowledge, experience and solutions to implement in your organisation.
Key Focus Points:
  • Global Inclusion & Diversity Strategies
  • Behavioural Insight & Neutralising Biases
  • Inclusive Leadership & Talent
  • Gender Inclusion
  • Disability & Alternate Ability
  • Mental Health & Wellbeing
  • Gender Pay Gap
  • Moving Beyond the Business Imperative of Inclusion
  • Unconscious Bias in Recruitment
  • AI, Tech & Analytics
  • Growth Mindset
  • Moving beyond a D&I Crisis
  • De-biasing organisations instead of individuals to make smart changes

Diversity Hack

Re-introducing the successful series of the “Diversity Hack”, session, where we draw from specific challenges presented from audience members during 2 short-burst ‘Diversity Snacks’ sessions. The most relevant points ( voted by the audience ) will then become the focus of our Diversity Hack session at the end of Day 1 whereby the audience will be broken into groups to come up with the best solutions for each major issue.
Thursday 11th

08:15 – 8:45Welcome Coffee, Tea & Power Juice : courtesy of MarshallACM

Chair Opening Address
08:45 – 09:00
Dr.Monique Valcour

Dr. Monique Valcour
Management Professor
& Event Chair

 

Monique is an executive coach, keynote speaker, and management professor. She helps clients create and sustain fulfilling and high-performance jobs, careers, workplaces, and lives and is a regular contributor to The Harvard Business Review.

We welcome Monique back for a 3rd year of Chairing the event.

 

 

KEYNOTE ADDRESS
09:00 – 09:20
Iain Anderson

Iain Anderson
Executive Chairman
Cicero Group

An Executive Chair Perspective: “The battle ahead for diversity”

Iain sponsored Cicero to become the first communications company to join the UK Treasury Women in Finance Charter and set ambitious targets for a 50 50 gender balance in their first year of recruitment, which has been surpassed. He is a key part of the Diverse City initiative supporting diversity charities, with a special emphasis on women in work. He has also worked with the 10 Downing Street business liaison team to drive the Prime Minister’s support for the initiative.

Additionally, he sponsored and hosted an investor breakfast at Cicero Group with the Home Secretary to champion women in business across the Commonwealth as part of CHOGM 2018. As one of the few SMEs to become part of the 30% Club, Iain acts as a mentor to several women in business. Cicero now hosts the regular Women in Public Affairs events and his team members are part of the decision making structure and governance.

09:20 – 09:40Ice-Break Introductions

KEYNOTE ADDRESS
09:40 – 10:00
Stephanie Hottenhuis

Stephanie Hottenhuis
CEO & Chair to the Board of Management
KPMG N.V.

A C-Suite Perspective

The state of play in inclusion today is this is no longer a politically correct topic for leaders to project their enlightenment and modernity. I would like to talk about how it is a BUSINESS imperative, an embrace or die. This starts with treating gender inclusion and diversity like the business priority it is, from setting targets to tracking progress, to holding business leaders accountable.

It requires a serious, fact based analysis of the root causes for failing inclusion, and addressing these in a disciplined fashion, one by one, year after year. It means closing gender gaps in hiring and promotions, it means addressing the talent pipeline from the start not only at top level, it means facilitating the “sandwich age” of young family and first career progress steps. It requires leaders to bust the mom penalty in pay gap, signal and address bias, install metrics for solidly unbiased processes, rethink learning and development to allow everyone to feel respected and included, tailor make targets and requirements, including quota, in business sub-units with slow progress, make senior leaders and managers champions of diversity.

This is not just a tweak here and there of what we do today – we are in a fundamental shift in embedding inclusion as a business driver.

Module: Global D&I Strategies

END-USER PRESENTATION
10:00 – 10:30
Tina Kao Mylon

Tina Kao Mylon
SVP Talent & Diversity
Schneider Electric

Globally Inclusive, Locally Empowered: Schneider Electric’s D+I Ambition

Schneider Electric’s Commitment to D&I

We believe that “Access to energy is a basic human right” – our aspiration is to improve the lives of people everywhere in the world by developing sustainable energy solutions for our customers. This belief also extends to our D&I philosophy. Our ambition is to offer equal opportunities to everyone everywhere, and we want our employees — no matter who they are, or where in the world they live — to feel uniquely valued, and safe to contribute their best. For us, diversity of people and an environment of inclusion generate greater engagement, performance, and innovation.

With this ambition, Schneider Electric has embarked on a transformation journey to position the company as a global leader in D+I. Our roadmap focuses on: engaging leaders as champions and advocates, hardwiring inclusion via rituals and policies, and creating a global business model that creates equitable opportunity for employees.

I will share our journey to date and include practical examples of how Schneider Electric is driving this change and lessons learned.

10:30 – 11:00Networking Break : courtesy of MarshallACM

INCLUSION SNACKS
11:00 – 11:15

Food for Thought

Returning with our series of short burst sessions designed with “Food For Thought” in mind. We hear from 2-3 participants from the audience to share their specific challenges they face in their own organisations with the entire group. These challenges are explored for resolution in the Round-table Hack session on Friday afternoon.

PREMIER PARTNER
11:15 – 11:45

Reaching the silent mass, outside of D&I

It is one thing to define the culture we want and another thing to create lasting behavioral change. Once a program is in place, how can we reach out to those whose engagement is not always visible for various reasons? Especially if D&I is not part of their daily job. How to support colleagues and leaders to build new habits? Where and how do we embed inclusive culture.

What are the tools and systems we have in place to reach the silent mass? Practice makes perfect and we are looking forward to hearing from these two senior leaders sharing their different perspectives.

Beatriz Faro

Beatriz Faro
Regional President for International Markets
Pfizer

Ana Paula Carvalho

Ana Paula Carvalho
D&I Council Europe Co-Chair
Pfizer

Module: Gender Pay Gap

PREMIER PARTNER
11:45 – 12:15
Melissa Whiting

Melissa Whiting
VP Inclusion & Diversity
Philip Morris International (PMI)

Confirming the basics on equality: PMI’s global EQUAL-SALARY certification journey

Everyone agrees that women and men should be paid equally for equal work. Unfortunately, this is still not a reality for many women in the world today, regardless of equal pay laws in many countries. For PMI, equal pay for equal work is a basic human right so actions on equality must start by getting the basics right.

That’s why PMI is undergoing a global EQUAL-SALARY certification process by independent third-party, EQUAL-SALARY Foundation. This is to validate that PMI’s pay practices match its commitment to equality everywhere the company operates worldwide. With more than forty country affiliates awarded the EQUAL-SALARY certification so far, and more to follow, hear how the process has provided a practical building block to move PMI toward its goal of becoming a truly gender-balanced and inclusive workplace, essential for PMI’s business transformation to create a smoke-free world.

PANEL DISCUSSION
12:15 – 12:55

“Embedding I&D to help close the gender pay gap”

The benefits of closing the gender pay gap are now well known and widely accepted. The steps to achieve gender pay parity are common knowledge so why then are most companies failing on this issue. Most organisations aim to comply but they want to paint a positive and reflective picture. There is a need for companies to explain the gap so this panel will delve in to the many reasons companies find this so challenging

Moderated By:
Sonya Richardson : PWN

Panelists Include:
Melissa Whiting : Philip Morris International (PMI)
Beatriz Faro : Pfizer
Geoffrey Williams : Reuters
Iain Anderson : Cicero Group
Floss J. Aggrey : Randstad

Sonya Richardson

Sonya Richardson
President
PWN

Melissa Whiting

Melissa Whiting
VP Inclusion & Diversity
Philip Morris International (PMI)

Beatriz Faro

Beatriz Faro
Regional President for International Markets
Pfizer

Geoffrey Williams

Geoffrey Williams
Global Head of Diversity & Inclusion
Reuters

Iain Anderson

Iain Anderson
Executive Chairman
Cicero Group

Floss J. Aggrey

Floss J. Aggrey
Sr. Director Compliance, Diversity & Inclusion
Randstad

12:55 – 14:10Working Lunch : courtesy of MarshallACM

INCLUSION SNACKS II
14:10 – 14:30

More Food for Thought

Continuing with our audience participation we welcome 2 more attendees to share their specific challenges they face in their own organisations with the entire group, contributing to the Diversity Hack session on Friday afternoon.

PREMIER PARTNER
14:30 – 15:00
Randall Tucker

Randall Tucker
Chief Inclusion Officer
Mastercard

Ruthlessly Relevant: Making Diversity Matter NOW

Inclusion and diversity needs to go deeper than just bringing together people with different backgrounds. It’s an opportunity to encourage meaningful connections, inspire acceptance and cultivate a culture where we all belong – which allows for better decision making, drives innovation and delivers better business results.

But how do you engage your leaders and employees to really buy-in to the journey?

Join Randall Tucker, chief inclusion officer for Mastercard, for this important session on making your global inclusion and diversity strategy local, relevant and engaging and ensuring your company has the different perspectives it needs to succeed.

Module: Disability & Alternate Ability

KEYNOTE ADDRESS
15:00 – 15:30
Caroline Casey

Caroline Casey
Activist / Founder
/ Ted Speaker

Authentic Leadership

 

Authentic Leadership is at the core of everything Caroline does and stands for.

Here she discusses the importance of turning up as your real self, for yourself and others. You can only expect real change to happen if you are genuine and this is relayed in her personal journey embracing inclusion and disability, in changing behaviour and embeding cultures.

This keynote will help you drive the conversation and ignite the action within your organisation.

15:30 – 16:00Networking Break : courtesy of MarshallACM

Module: Mental Health in the Workplace

PANEL DISCUSSION
16:00- 16:40

Mental Health & how your organisation is dealing with it?

Globally, more than 300 million people suffer from depression, the leading cause of disability. A recent WHO-led study estimates that depression and anxiety disorders cost the global economy US$ 1 trillion each year in lost productivity. For example, a person may have the skills to complete tasks, but they may have too few resources to do what is required, or there may be unsupportive managerial or organisational practices. We invite a panel of mental health activists within their organisations to discuss what specific programs and initiatives they are pushing to help break taboos of mental health.

Moderated By:
Nadine Vogel : Springboard Consulting

Panelists Include:
Ana Paula Carvalho : Pfizer
Caroline Casey : Activist / Founder / Ted Speaker
M. Rachid Bensahnoune : Inditex
Yuri Lustenberger-Kim : UBS

Nadine Vogel

Nadine Vogel
CEO
Springboard Consulting

Ana Paula Carvalho

Ana Paula Carvalho
D&I Council Europe Co-Chair
Pfizer

Caroline Casey

Caroline Casey
Activist / Founder
/ Ted Speaker

M. Rachid Bensahnoune

M. Rachid Bensahnoune
Diversity & Inclusion Director, Europe
Inditex

Yuri Lustenberger-Kim

Yuri Lustenberger-Kim
Regional Head of D&I
UBS

Module: Impact of AI & Tech

GOLD PARTNER
16:40 – 17:10
Audra Jenkins

Audra Jenkins
Chief Diversity & Inclusion Officer
Randstad

Effects of AI on Women in The Workplace

Diversity and equality in the workplace is an issue many companies are working to solve. Among the myriad of factors impacting gender inequality, technology and automation poses the greatest peril. According to the World Economic Forum, 57 percent of jobs currently filled by women will be at risk from technology advancements between now and 2026.

  • Gain insight into robotics’ and automation’s effects on women in the workplace with advice for employers on creating programs to ensure women are marketable in the future of work.
  • Understand the key barriers to entry for women in STEM (e.g. pay inequity, disconnect of perceived qualifications)
  • Learn the importance of creating a strategic diversity plan to affect a culture of change from the top down.

Knowledge Partner
17:10 – 17:30
Robert Baker

Robert Baker
Leader D&I Consulting
Mercer

Shattering Stereotypes – Building Empathy and Inclusion through Technology

“We all use stereotypes, all the time, without knowing it. We have met the enemy of equality, and the enemy is us”

In order to succeed in an increasingly volatile, uncertain, complex and ambiguous business environment, companies need to attract and retain diverse and highly skilled talent, by creating a truly inclusive workplace for all colleagues. One of the key challenges to achieving an inclusive workplace is the biases and stereotypes many of us have about those that are different to us.

This session looks at how organisations can create supportive environments for colleagues to explore differences and to share their experiences of bias to help raise awareness and focus on actions to drive change. We also look at how they can use technology, like Virtual Reality, to build empathy and understanding between colleagues and strive towards a workforce where everybody’s voice is heard and valued.

“Where Bias Begins: The Truth About Stereotypes” – Psychology Today June 9, 2016

Chair Presentation
17:30 – 17:50
Dr. Monique Valcour

Dr. Monique Valcour
Executive Coach, Speaker and Management Professor

Nurturing Your Career: The Power of Continuous Renewal

When you’re in charge of delivering high-stakes inclusion results for your company, how do you make sure that you’re also continuously developing and renewing your career and yourself? This is essential to lead, learn, perform at your peak, and thrive..

Career self-management is about tending the fit between your work and yourself in the same way that you take care of your health, close relationships, home, and other important things over time. Crafting a sustainable career involves understanding yourself, learning and adapting, and accessing or creating opportunities to use your strengths to create something of value in the world and be rewarded for it.

In this session, management professor and coach Dr. Monique Valcour will help you to bring more regular renewal into your career and life.

17:50End of Day 1

18:00 – 19:15Cocktail Reception
Relax and unwind with a fine selection of delicious cocktails courtesy of BROWN FORMAN

Collaboration Partner

Kanton of Zurich - Collaboration Partner of Inclusion 19

Icon in partnership with the Canton of Zurich, invites you to INCLUSION 19
The 12th Global Inclusion Seminar

Gold Partner

Randstad - Gold Partner of the Inclusion 19 Seminar

Premier Partners

Pfizer - Premier Partner of the Inclusion 19 Seminar
Mastercard  - Premier Partner of the Inclusion 19 Seminar
Phillip Morris Logo

Support Partner

Zurich Marriott Hotel - Support Partner of the Inclusion 19 Seminar

Knowledge Partners

Aperian Global  - Knowledge Partner of the Inclusion 19 Seminar
Mesh Diversity  - Knowledge Partner of the Inclusion 19 Seminar
Mercer - Knowledge Partner of the Inclusion 19 Seminar

Cocktail Reception Partner

Brown Forman : Cocktail Reception Partner of the Inclusion 19 Seminar

Networking Break Partner

Marshall E-Learning - Networking Break Partner of the Inclusion 19 Seminar

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Please note that for each Icon Group Event, participants are provided with an official Post-Event Report containing notes from all presentations and sessions.

This report is supplied in the days following the event.

Friday 12th

08:30 – 09:00Morning Coffee, Tea & Power Juice

09:05 – 09:10Chair Opening thoughts – Professor Monique Valcour

Morning Address
09:10 – 09:20

Introduction to Great Place To Work

Michael Hermann / CEO / Great Place To Work

Module: Behavioural Insights & Unconscious Bias

THOUGHT LEADER PRESENTATION
09:20 – 10:00
Tiina Likki

Dr. Tiina Likki
Principal Advisor
Behavioural Insights Team

Behavioural Insights and Evidence-Based People Practices

From Google to the UK government, organisations increasingly use behavioural science to improve their people processes. Applying a more realistic understanding of how staff and managers alike make decisions can help design talent management processes that are less prone to bias – and to let go of practices that at best do nothing and at worst may exacerbate biases and limit performance.

This talk provides concrete, evidence-based guidance on actions that are likely to shift the dial, and actions that are unlikely to do so. These insights are based on a 3-year programme on Gender and Behavioural Insights, ran by the Behavioural Insights Team in collaboration with top academics from Harvard and beyond.

PANEL DISCUSSION
10:00 – 10:45

D&I – Harnessing the Cognitive Diversity of Your Team

What’s undoubtedly true is that you already have cognitive diversity on your team. The question is whether you’re capturing the full benefit of it. Probably not. Leaders often inadvertently suppress this form of diversity because they make choices and send signals that are in line with their own cognitive preferences. The good news, however, is that we’ve seen that a little self-awareness and self-management can go a very, very long way.

In this panel we invite senior leaders to talk about their experience within their own organisations & how they are pushing their leaders to harness the power of cognitive diversity.

Moderated By:
Dr. Monique Valcour : Event Chair

Panelists Include:
Fleur Bothwick : EY
Geoffrey Williams : Reuters
Dr. Ernest Gundling : Aperian Global
Dr. Tiina Likki : Behavioural Insights Team

Dr. Monique Valcour

Dr. Monique Valcour
Management Professor
& Event Chair

Fleur Bothwick OBE

Fleur Bothwick
EMEIA Director of D&I
EY

Geoffrey Williams

Geoffrey Williams
Global Head of D&I
Reuters

Dr. Ernest Gundling

Dr. Ernest Gundling
Co-Founder
Aperian Global

Tiina Likki

Dr. Tiina Likki
Principal Advisor
Behavioural Insights Team

10:45 – 11:15Networking Break

Collaboration Partner Address
11:15 – 11:35

Stereotypical Career Choices

Our Collaboration Partner The Office for the Equality of Men and Women(Kanton Zurich), will share their specific challenges and goals and look at some of the important work they do to promote the equality of men and women in all areas of life.

Alexandra Imbach

Alexandra Imbach
Kanton of Zurich
Fachstelle für Gleichstellung von Frau und Mann

Yannick Staubli

Yannick Staubli
Kanton of Zurich
Fachstelle für Gleichstellung von Frau und Mann

KNOWLEDGE PARTNER
11:35 – 12:00
Dr. Ernest Gundling

Dr. Ernest Gundling
Co-Founder
Aperian Global

Inclusive Leadership: From Awareness to Action

Approaches to Inclusion & Diversity are changing rapidly and becoming more globalized. Leaders willing to become more inclusive want to know the latest trends and to have a practical roadmap. Many organizations are already facing “bias fatigue,” and seek to move from awareness to practical action. It is useful to consider five stages of the inclusion journey:

  • Learning About Bias
  • Building Key Skills
  • Working Across Boundaries
  • Becoming a Champion
  • Getting Results

This framework, the basis for our Inclusive Behaviors InventoryTM, can be used to assess the current state of an individual or organization and to target next steps. It links inclusion in both domestic and global contexts by taking into account the role of various forms of “crucible” experiences in leadership development, along with similarities and differences across regions. Conference participants will have access both to the Inclusive Behaviors Inventory and to a new ebook: Inclusive Leadership: From Awareness to Action.

Module: Gender Talent & Inclusive Leadership

END-USER PRESENTATION
12:00 – 12:30
Chuck Stephens

Chuck Stevens
Global Head of D&I
Booking.com

Starting a movement to drive Inclusion

Booking.com is all about enabling people to experience the world, but how do we bring our people together based on differences? A female CEO in Tech, a majority female workforce, almost 200 offices around the world, more than 100 nationalities in our workforce, etc. all lead to a great mix of colleagues.

We are explorers and it shows. So we started a movement and provide tools to employees to enable them to join us in becoming the organisation we aspire to be.

B. Inclusionist
It is radically un-radical.

KNOWLEDGE PARTNER
12:30 – 12:50
Dr. Leeno Karumanchery

Dr. Leeno Karumanchery
Chief Diversity Officer
MESH diversity

What if you could actually measure inclusion?

Exciting eye-opening expert session. Watch this space!

Culture is integral to whether an organization can effectively attract, hire, develop and retain top talent. Recognizing D&I as a vital piece of the puzzle, forward thinking leaders are doing everything they can to drive the change (e.g. signing pledges, codifying inclusive aspirations in vision, mission and value statements, embedding “anti-unconscious bias” measures into interview processes)…and in spite of the effort, results remain quite hit and miss. So why is it that some efforts drive positive results, while others simply check the box?

Applying a sociological lens to this sociological problem, the Diversity Intelligence™ approach finally allows us to leverage inclusion as a quantifiable, manageable commodity that can drive both cultural growth and the bottom-line.

12:50 – 14:00Working Lunch

RESEARCH + RESOURCE SESSION
14:00 – 14:30
Rachel Thomas

Rachel Thomas
Co-founder & President
Lean In

The State of Women in the Workplace and why it’s time for companies to Lean In

For a number of years companies have reported that they are highly committed to gender diversity. But that commitment has not translated into meaningful progress. And in the wake of the #MeToo movement and many notable gender discrimination headlines, company leaders and employees aren’t just ready for change—they’re looking for concrete ways to take action.

Join Rachel Thomas, LeanIn.Org Co-Founder and President for a conversation on the structural and systematic barriers that makes it difficult for companies to level the playing field at work and the four things companies should do to make real progress on diversity and inclusion. Plus, receive a sneak peek of Lean In’s new gender bias training, 50 Ways to Fight Bias.

In 2019 women are playing their part, now it’s time for companies to Lean In too.

Module: Crisis Management

END-USER PRESENTATION
14:30 – 15:00
Raashi Sikka

Raashi Sikka
Head of Diversity EMEA
UBER

Culture Forward: Driving Inclusion at Uber

 

A deep dive into how Uber has been moving forward on creating a culture of inclusion and belonging in 2018 .

The session will have learnings along the way and a candid look at challenges faced and lessons learnt on overcoming obstacles along the way.

 

Module: Interactive Groupwork

Group Hack Workshop
15:00 – 16:00

Final Hack – Inclusion in Action Group Challenge

This final session of the two day event, will be an exciting surprise to see real Inclusion in Action. Pre-Selected teams of individuals will compete on a specific challenge vs the rest of the room, the results to be highlighted to see how progressive diverse and inclusive teams really are in real time.

Professor Monique Valcour along with a selected council for the two-day event, will act as the judging panel.

16:00 – 16:10Final Round-Up, Highlights and Takeaways!

16:10Event Close.

Collaboration Partner

Kanton of Zurich - Collaboration Partner of Inclusion 19

Icon in partnership with the Canton of Zurich, invites you to INCLUSION 19
The 12th Global Inclusion Seminar

Gold Partner

Randstad - Gold Partner of the Inclusion 19 Seminar

Premier Partners

Pfizer - Premier Partner of the Inclusion 19 Seminar
Mastercard  - Premier Partner of the Inclusion 19 Seminar
Phillip Morris Logo

Support Partner

Zurich Marriott Hotel - Support Partner of the Inclusion 19 Seminar

Knowledge Partners

Aperian Global  - Knowledge Partner of the Inclusion 19 Seminar
Mesh Diversity  - Knowledge Partner of the Inclusion 19 Seminar
Mercer - Knowledge Partner of the Inclusion 19 Seminar

Cocktail Reception Partner

Brown Forman : Cocktail Reception Partner of the Inclusion 19 Seminar

Networking Break Partner

Marshall E-Learning - Networking Break Partner of the Inclusion 19 Seminar

Back to Top

Please note that for each Icon Group Event, participants are provided with an official Post-Event Report containing notes from all presentations and sessions.

This report is supplied in the days following the event.

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