Why you should make time to learn! PART 2 ?? Join us LIVE TODAY - 17th Feb (1st of 4 Quarterly DIAL Global Virtual Summits 2022)

After such a challenging 2 years, we’re so delighted that in this summit we’re looking to the future.

Join us Free by registering at:

www.dialglobal.org/febsummit22

Looking to the future and shaping the future. For those of us who work in D & I, who are committed to make life easier for people who have been for far too long, excluded, it can often seem like a thankless task. Things seem to move too slowly, we don’t see change fast enough, and there are still too many awful stories of racism, sexism, homophobia and inequality hitting the headlines.

But, while we carry a lot on our shoulders we also hold a true privilege in our hands. We get to make it better. Every time we show up to work, to a meeting, to an event, or to a summit like this – we get to convey that message of equity and equality. We get to open peoples hearts and minds and bit by bit we get to move that DIAL.

If experiences of the past have weighed you down, our panels today will help you look to the future. We’re examining new trends and insights, we’re sharing knowledge and experiences and we’re working together to make a fundamental difference to the diversity agenda.

Thank you to our Headline Partners – Co op, Britvic, Fresenius Kabi,?Yahoo ,Marks & Spencer & Yahoo & their superb editorial teams.

Additionally our strategic partners Podcast Radio, Revolt and our plethora of fabulous diverse and mainstream publications including that we admire including diverse and mainstream publications: Enable, he voice, Forbes, Wall Street Journal, CNN, Bloomberg and many many more…….

– without you this simply wouldn’t be possible.

As ever …… we always like to make our summits as inclusive as possible, and I am excited to say that we are partnering with MyClearText to provide captioning for the next two days. ?My Clear Text allows anyone with hearing difficulties or neurodiversity's viewing the summit to turn on live captioning at any time. You can find the live caption link pinned into the event chat throughout the day.

Don’t forget to tag DIAL Global and use our social media handle #MovingTheDIAL.

We will hear soon from more amazing panelists on a range of inspiring sessions -

2022 Work/Life / Parenting Balance – Survival Guide

2022 Work/Life / Parenting Balance – Survival Guide? (Same Sex, No Binary, Single Parent Etc) We know so many of us are passionate about our careers—and passionate about being a great parent—but often it can really hard to create the right balance. There’s no playbook or clear benchmarks for success, and candid discussion with managers can feel taboo; you might worry about being labelled as unfocused, whiny, or worse.

On this panel, we’ll hear from working parents about their techniques to reduce stress and successfully balance their professional and family roles. They’ll share stories about what’s worked and what hasn’t and how they are creating new routines, expectations and solutions.?

2022 will see companies putting ‘Family Fertility’ at the heart of their talent strategies

2022 will see companies putting ‘Family Fertility’ at the heart of their talent strategies.

The number of women in the workplace at both ends of the spectrum is growing. 51% of the population are female and of these, 71% work. More female than male graduates are entering the professional working world, where menstruation could be an issue for them. Women over the age of 50 are the fastest growing group in the workforce and currently there are 4.3 million of them in the U.K. They will be highly experienced mid-career level women, who may be peri-menopausal or actively going through the menopause.

A growing trend in 2022 will be more and more leading companies implementing family-centered workplace policies for employees spanning maternity, paternity and shared parental leave, as well as adoption, surrogacy, fertility, pregnancy loss and menopause.?As companies emerge from the pandemic, many feel a responsibility to build back better and ensure they have adequate financial and emotional support in place to protect their employees’ health, safety and wellbeing at every stage of their lives.

Generation Unlimited – Unlocking Generation Z in the workplace

Gen Z only recently entered the workforce, but they're already rewriting workplace norms, making older colleagues realize just how "uncool" they really are. From how many hours they work to what emojis they use when messaging, twenty-somethings are "rolling their eyes” at the habits of their elders. Employers have found their Gen Zers prefer to set their own hours, don't hesitate to assign work to higher-ups and are willing to take off days for their mental health. Simply put, they're playing by their own rules.

Intergenerational frictions are wreaking havoc in many organisations. So how can businesses adapt to the changing values and norms of different generations and continue to unlock their talent? We’ll talk to today’s panelists about how they form, motivate and manage multi-generational, high-performance teams.?

Will hybrid work help or hinder our D&I agenda??

Remote working has lasted longer than anyone first thought and now businesses have moved away from crisis mode and into the deliberate – there is an opportunity for businesses to think about and implement the right processes, technology and support systems to promote a healthy and balanced workplace. While there’s more than a strong case to get hybrid working right for all, how does it impact diversity and what are the potential inequalities that might arise in hybrid working?

On the positive side increased flexibility opens up jobs to people that were excluded by the practicalities of commuting, the cost of living in certain cities, and the constraints of working fixed office hours. However, the converse argument shows there is a risk hybrid work mode could widen existing socioeconomic inequalities - with work from home (WFH) or work from anywhere (WFA) correlates closely with income: those earning less than ￡20K a year can perform only 30% of their tasks remotely compared with 58% for those earning more than ￡58K.

?In today’s panel, we’ll talk to leaders about their views on how hybrid working can benefit their diversity and inclusion agendas and what are the pitfalls and obstacles to look out for.?

Supplier Diversity: Supplier diversity will be more important than ever in 2022

2022 will continue to put organisations under social pressure to ensure supplier diversity by buying from firms with wider diversity and purpose that avoids conditions such as modern slavery and protects human rights.?

Starting a supplier diversity program could seem like a daunting task. After all, how does a company sift through thousands of potential partners and figure out which ones are minority owned? How do you tell your existing suppliers that they aren’t diverse enough??

Celebrating LGBTQ2+ Awareness Month - driving authentic inclusion for all in the workplace

Our leaders will share leading practice and successes gained through taking a holistic approach of LGBTQ+ inclusion.

A continued growing trend in 2022 will be an increasing number of leading companies implementing LGBTQ+ inclusive policies, processes and initiatives for employees. There is an increased focus on Bi, Gender-Fluid, Trans, and Non-Binary identities and an appreciation that there are many different communities with different experiences and challenges within the LGBTQ+ community.?

As part of that, more and more organisations focus on implementing transitioning at work policies, ensure their Employee Resource Groups (ERGs) have formal representation for all identities and the organisation proactively engages with the community beyond the workplace.

Those who are further ahead on their journey, are increasingly moving away from the embassy model in anti-LGBT countries and are instead engaging in meaningful advocacy work by working with local NGOs and community groups.

They’ll share stories about what’s worked and challenges there are and how they are creating new ways to drive employee awareness, education and workplace (solutions being respectful of all) initiatives which are inclusive of all LGBTQ+ employees.?

CEO Activists? - Measuring and Understanding Intersectionality / Future Directions for Incorporating Intersectionality into D&I measurement & agendas

The term ‘intersectionality’ was coined in 1989 by professor Kimberlé Crenshaw to describe how race, class, gender, and other individual characteristics “intersect” with one another and overlap. “Intersectionality” has, in a sense, gone viral over the past half-decade, seen as enlightening by many people and seen as a ‘impossible to measure’ by others.

So how have organisations looked to collect intersectionality data? And what does it mean for their workplace diversity and inclusion agenda’s..??

I’m just so proud to head up DIAL Global, and to work alongside so many brilliant minds leading the way in the diversity movement.

I’ve found the honesty and authenticity brought to the summit by our speakers really inspiring and I hope this has been a good chance for you to reconnect with the urge to continue striving and taking action to make a difference.

The team and I at DIAL Global feel so supported in that mission knowing that we have such wonderful people working to make the world a more inclusive place.

Our work matters, we’re doing great things and when we share our ideas, our best practice, and our authenticity - we are unstoppable.

Thank you again to our Headline Partners – Co op, Britvic, Fresenius Kabi,?Yahoo ,Marks & Spencer & Yahoo & their superb editorial team…

Additionally our strategic partners Revolt & Podcast Radio and amazing support from publications that we admire including diverse and mainstream publications: Enable, Fair Play Talks, the voice, Forbes, Wall Street Journal, CNN, Bloomberg and many many more…….

And I want to leave you with this final thought – we’ve had such a tough couple of years when we’ve faced more challenges than ever before. But we rose to the occasion, we were stronger than we thought – and we need to work together once more to really get to the top of the mountain we’re climbing.

As always I want to thank my DIAL Global team who once again went above and beyond to make this summit happen.?Of course a massive thanks needs to go to our speakers, and our sponsors and partners but taking action, and for being allies.

We would love to hear your thoughts on this summit and how we can make our next Quarterly summit coming up even better. So please take 5 minutes to respond to the quick survey that you’ll get in your inbox today if you joined us live at the event, or just drop me a line directly.

I am so grateful for you all joining us on this journey. Together, I truly believe we can move the dial.

Love and well wishes as ever,

Leila xxx