What you can do

Day programme

Choose from a series of CPD-accredited workshops

09.30 - 10.00 Registration and refreshments 

10.00 - 11.00 Opening keynote speeches

Please note, delegates will be contacted ahead of the conference about registering for breakout sessions. You can choose three breakout sessions to attend throughout the day and it is on a first come, first served basis.

11.00 - 12.00 Session A

1 | Leading your network group to success

The best employers capitalise on the ideas and innovation of their employee network groups to deliver LGBT equality and inclusion from the ground up. This interactive session for network group chairs and HR staff will look at new ideas for existing network groups, including how to increase the diversity of network group membership, running creative awareness-raising events and keeping the leadership of networks engaged.

Learning outcomes:

  • Gain insight into the creative methods used by Chair/Co-chairs to raise awareness of LGBT issues across the organisation 
  • Develop ideas for recruiting and engaging volunteers in the network 
  • Explore ways to develop members skills and provide suitable support for development

2 | Empowering line managers to harness the strength of diversity

Equipping managers with the skills to lead diverse teams can help employers utilise all of their staff to their fullest potential. This session will provide line managers or those who train line managers with tools for how to manage diverse teams and engage managers in diversity.  It will address managing differences including conflicts arising from having diverse team members.  This will give line managers increased knowledge to review their own practices and the confidence to share advice with colleagues.

Learning outcomes:

  • Learn about managing diverse teams from best practice examples
  • Understand how to manage conflict within teams which arises from having diverse team members
  • Take away ideas about how to empower your line managers to champion inclusive behaviours among team members

3 | Devising your inclusion strategy

Developing a visible and dynamic diversity and inclusion strategy is a critical step in becoming an inclusive employer. It allows you to set the pace for the organisation as a whole and to track progress in a practical way.  This session will allow you to find out how other organisations have done this and get you started on an LGBT inclusion strategy aligned to your organisation.

Learning outcomes:

  • Understand why inclusion strategies are important
  • Identify and achieve milestones with tangible measures for success
  • Practical tips on how to get started and begin to make a plan for your organisation

4 | Achieving equality through procurement

The best organisations know that by embedding LGBT inclusion into their procurement and commissioning practices, they are able to provide a better service for their LGBT service users and customers. In this session you will gain an understanding of cross-industry best practice for ensuring that your suppliers are as LGBT-inclusive as you are.

Learning outcomes:

  • Explore the business benefit of supplier diversity 
  • Look at how to implement a procurement process and encourage suppliers to improve their workplaces and services for LGBT people
  • Provide practical information on how to monitor suppliers for quality

12.00 - 12.25 Refreshments and networking

12.25 - 13.25 Session B

5 | Leveraging your network group as an effective change agent

Network groups will often start as a support system for LGBT staff, but will develop from this into an effective resource for equality and inclusion. From working on internal policies, through working with other network groups, to consulting on services and business, network groups can make a significant impact on the culture of an organisation. This session will look at techniques to maintain your network group and develop it into a resource.

Learning outcomes:

  • Learn techniques for driving an effective network as a resource group
  • Hear best practice examples for how network groups can advise on policy, support staff and advise on organisational strategy
  • Develop ideas for tackling common issues faced by established employee network groups

6 | Monitoring: Better comms, better data, better business

Monitoring allows organisations to work intelligently to respond to the needs of their staff, customers and service users. Data relating to sexual orientation and gender identity also provides a powerful tool to measure success in creating an inclusive workplace. This session will help you to gain best practice knowledge around the life cycle of monitoring and how to use the data to improve the culture of your organisation.

Learning outcomes:

  • Understand the best practice approach to asking for data on sexual orientation and gender identity
  • Look at how to better utilise staff communications to increase declaration rates
  • Learn how to use the data to create a more inclusive organisation

7 | Building and sustaining your allies network

Allies have the power to transform workplace cultures from unaccepting to accepting and from accepting to actively inclusive for lesbian, gay, bisexual and trans people. We know that taking a structured approach and setting up formal ally networks is the best approach to creating sustainable change in your organisation. This session will help you to set up and build your ally network with examples from successful organisations. 

Learning outcomes:

  • Understand the value allies can bring to changing organisational cultures
  • Learn how to engage allies from across your organisation
  • Gain ideas on how to motivate your allies from passive support to proactive agents of change

8 | Engaging staff in dispersed locations 

Organisations with dispersed workforces often struggle to engage staff with LGBT inclusion initiatives. This session will explore ideas on how to reach staff who work in satellite offices or stores and have limited (if any) access to electronic resources and how to help keep them informed and included in the organisation’s diversity journey.

Learning outcomes:

  • Understand the challenges of dealing with a dispersed workforce
  • Explore solutions to engage your workforce across the UK
  • Make your diversity and inclusion culture consistent across all sites, stores and offices

13.25 - 14.15 Lunch

14.14 - 15.15 Session C

9 | Inclusive Service Delivery

When providing vital public services it is essential that your service is mindful of the needs of the lesbian, gay, bi and trans community. This session will help you to identify the diverse needs of LGBT service users and how to form an action plan based on your consultation.

Learning outcomes:

  • Understand the needs of some specific LGBT groups
  • Hear from organisations who have delivered inclusive services
  • Be able to build an action plan based on feedback from service users

10 | Maximising the impact of senior champions

The best network groups are supported by an organisation, often by the senior sponsor or champion, to give their insight and expertise across a whole range of organisational initiatives, not just diversity and inclusion activity. Proactive senior champions demonstrate to all staff they will be respected and valued, regardless of sexual orientation or gender identity. This session will help you recognise the positive impact that senior leaders can have as LGBT champions and will offer ideas on how to overcome some of the organisational challenges faced by senior leaders championing LGBT diversity.

Learning outcomes:

  • Understand the positive impact that senior leaders can have on championing diversity for LGBT staff
  • Recognise the challenges faced by LGBT champions and develop strategies to maximise their impact
  • Hear from organisations about the benefits that this has brought for both individuals and the organisation

11 | Mental health: ‘Coming out’

Stonewall’s research shows that LGBT people disproportionately experience mental health problems. Mental health is also still shrouded with social stigma, preventing many people from getting the help and support they need. This session will explore how we can raise the profile of mental health experiences within the LGBT community.

Learning outcomes:

  • Hear people’s stories in relation to their experiences with their mental health and their identity as an LGBT person
  • Explore how to challenge the social stigma that surrounds mental health and LGBT issues, in  order to allow people to talk about it more openly
  • Discuss some of the practical steps organisations can take to support the mental wellbeing of their staff

12 | Supporting your trans staff

The experiences of trans staff and those transitioning at work are diverse and unique. This means that organisations have to take an informed and individual-centred approach to trans inclusion. This session will look at specific practical steps your organisation can take to support trans staff.

Learning outcomes:

  • Further understand some of the issues and the diverse range of experiences that trans staff face in the workplace
  • Learn how you might communicate your organisational commitment to trans inclusion and engage all staff
  • Understand emerging best practice on policy and guidance and developing an action plan to bring this to life

15.15 - 15.40 Refreshments and networking

15.40 - 16.30 Closing session 

16.30 - 17.30 Drinks reception

 

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