Date: 23 March 2023 Workshops and networking, half day (afternoon) conference event. This in-person event will give information and education on a specific topic with break out spaces which help network with peers. • Training session - Career progression • Meet and mentor peers with the aim of building long-lasting support networks • Develop tangible solutions to real-world and everyday challenges More details to come, so please check back for updates.   Who is it for? Future Leaders Format? Workshop…

MM Section: Culture & Inclusion  Description: Understanding racism in the workplace (macro and micro) Allyship: My identity and how to use it for good Introduction to the Allies Toolkit Who is it for? Line Managers/Middle Management/Future Allies that are new to ethnicity inclusion Format? Webinar Registration: admin@investinginethnicity.org For further information email: admin@investinginethnicity.org

MM Section: Culture & Inclusion Allyship training is easy to roll out, but how do you embed it across the entire organisation?  It can be difficult to roll out a program where every single one of your employees are engaged.  We will hear from organisations that have made allyship a top priority and train at least 90% of their employees have completed allyship training.   Who is it for? DEI Leaders, Middle Management, Executive Sponsors Format? Action Group Registration: admin@investinginethnicity.org…

MM Section: Policy & Data Now that you've published your ethnicity pay gap, what next? Publishing your Ethnicity Pay Gap - alongside gender statistics - helps with transparency, especially when accompanied by a strategy-based action plan. We hear from organisations who have taken this information to create an ethnicity strategy.   Who is it for? DEI & Data specialists Format? Action Group Registration: admin@investinginethnicity.org For further information email: admin@investinginethnicity.org

MM Section: Employee Life Cycle   The recruitment process needs to be accessible to a diverse candidate pool. You should remove as much identifying information as possible to prevent bias from entering the process. Name, address, employment history and schooling should all be removed. This leaves a focus on the skills the candidate can bring to the role. We hear from organisations that have made the switch to anonymised CVs - how they did it, what identifying information they've removed,…