Join us on 19th June 2025 at Terrace Room, London, and take the lead in shaping the conversation on Engagement & performance through inclusion.
As a sponsor, you’ll have the exclusive opportunity to:
Limited sponsorship opportunities available - Secure your place today!
A strong employer brand thrives on inclusivity and wellbeing. When this is embedded at the heart of your organisation, it can drive real impact—enhancing performance, boosting productivity, and strengthening talent attraction and retention.
How can you foster a workplace where every employee feels valued and empowered to succeed?
HR Grapevine Meet Up: Diversity & Inclusion is an exclusive opportunity for senior HR leaders to explore the key role of ED&I in improving workplace productivity and engagement.
Join industry experts and peers in a face-to-face setting to gain fresh insights into best practices and share knowledge. The event will consist of four engaging and interactive sessions that aim to tackle the challenges around diversity and inclusion. There will also be plenty of time to network with other HR leaders to share experiences.
To ensure all attendees get the very best from this event, we only have a limited number of spaces available for senior corporate HR leaders.
Please register your interest by filling out the form and we will be in touch to confirm your place.
* Registration for this event will constitute permission for the named partner(s) to rely on legitimate interest to process your data for the purposes of direct marketing.
Join Aggie Yemurai Mutuma for an interactive, high-energy workshop designed exclusively for HR leaders. This session will move beyond theory, equipping you to confidently connect inclusion with measurable business value across every strategic leadership domain. Through practical tools, discussion, and peer collaboration, you’ll learn how to translate inclusion into the language of business—securing buy-in from leaders, boards, and the wider organisation.
Key Learnings
Strategic Alignment:
Understand how a diverse, engaged, and inclusive culture drives success in Operational, Product, Customer, ESG, Digital, and Change Leadership.
Business Impact Storytelling:
Gain practical frameworks to articulate the ROI of inclusion using business metrics and outcomes relevant to each leadership domain.
Influencing Upwards:
Build confidence in speaking the language of the board and C-suite, connecting inclusion to risk, opportunity, and organisational growth.
Collective Accountability:
Explore strategies to activate all leaders and teams, ensuring inclusion is embedded and owned across the business—not just by HR.
Session Format
Interactive exercises, business case mapping, and real-time peer feedback.
Participants answer targeted questions, identifying their own gaps and next steps.
Take away practical tools and a personal action plan to drive inclusion-led business impact.
Senior stakeholder buy-in is essential for building truly inclusive workplaces. When leadership actively supports Diversity, Equity, and Inclusion (DEI) initiatives, it signals that inclusion is a strategic priority. Leaders shape organisational culture through their decisions and behaviours, and their visible commitment - via policy, resourcing, and communication - drives sustainable, organisation-wide change.
Key Learnings:
Leaders shape culture - Senior stakeholders set the tone for inclusion through their actions and priorities
DEI must be strategic - Integrating DEI into core business goals ensures lasting impact
Accountability drives change - Progress relies on holding leaders responsible through clear metrics and reporting
A data-driven approach to Diversity, Equity, and Inclusion (DEI) enables organisations to move beyond good intentions by measuring where they stand, setting clear goals, and tracking progress over time. By collecting and analysing demographic, pay, promotion, and engagement data, companies can identify systemic gaps and implement targeted interventions. Embedding DEI metrics into leadership accountability, transparent reporting, and continuous feedback loops ensures short-term results while building the foundation for long-term cultural change.
The session will cover:
Disaggregated data reveals hidden inequities and informs tailored action
Accountability mechanisms - like leadership KPIs and transparent reporting - are critical to drive progress
Long-term DEI success depends on sustained cultural transformation, not one-off initiatives
Employee Resource Groups (ERGs) are vital for fostering inclusion, supporting marginalised voices, and driving cultural change - but without the right structure and support, they can become overburdened and unsustainable. Empowering ERGs means providing clear goals, executive sponsorship, formal budgets, and recognition for their work. When organisations value ERGs as strategic partners they build momentum while protecting members from burnout.
We'll learn more on:
How to provide the structural support ERGs need - such as funding, leadership sponsorship, and protected time - to operate effectively
How to set focused goals and define success metrics to keep ERG efforts impactful and manageable
Ways to recognise, reward, and retain ERG leaders to promote long-term engagement and prevent burnout
* Registration for this event will constitute permission for the named partner(s) to rely on legitimate interest to process your data for the purposes of direct marketing.
