In our increasingly socially conscious environment we are seeing more and more high profile issues and allegations around culture and conduct, with the risk of reputational and financial damage inflicted by toxic cultures dominating headlines.

Based on our experience working with global clients, Kin&Co will share insights on building trust, breaking down barriers, and empowering individuals to share their ideas and concerns openly, to shape and activate a speak up culture.

Complexity, Intensity, Pace. Programmatic change is a thing of the past. In the flow of work, the calling is for a dynamic, adaptive and versatile approach to impactful work that balances value creation with sustainable and evolved systems of work. The need to operate with more paradoxical and emergent technologies presents the people profession with a huge opportunity. To move from the instrumentality of the human capital machinery to a humanistic, flourishing sense of participation and prosperity. We will look at examples of the future being cast now in enterprising organisations, the science-based view on what people need from their work, and you will see how you can bend the arc of the future towards you and orchestrate the shifts to an evolved good work proposition.

About the Speaker:

Perry Timms has over 30 years of experience in business change and performance, with the last 20 being in HR/Organisation Design. He ranked Number 1 in HR's Most Influential Thinkers 2022 (his 5th inclusion in that list) and is now in the HR Most Influential Hall of Fame. Perry is a 4x Guest Professor, a 2x author and a 2x TEDx speaker. Perry founded People and Transformational HR 12 years ago and the venture is a Certified BCorporation, a WorldBlu Certified Freedom-Centred organisation, a Gold Standard 4-day Working Week, a 2023 Top 50 EMEA Inspiring Workplaces, Top 5 Most Flexible Workplace on the Flexa Index, a Living Wage employer and a Climate Positive enterprise. Perry is a Chartered Member of the CIPD and a Fellow of the RSA.

While leaders may agree their organisations need to become more agile, resilient, or innovative, why do many of them then get stuck? The impetus for change is compelling, yet the ideas and solutions never come to fruition. Alex will explore, through her own practical experience, how HR leaders can move this conversation forward into action. She will unpick cultural issues using recent case study examples, as well as providing an actionable exercise for HR leaders to use in their own organisations, to have this essential conversation in a way that produces results.

Fran and Donna will share the DEI challenges they were confronted with, which necessitated a different approach in order to effect sustained behavioural and cultural change with long term stickability. They embarked on this work by linking well-being to DEI and creating a basic but comprehensive framework to anchor the various proactive actions, actions designed to be owned collaboratively by the management teams and local culture champions. We will focus on one of the more innovative actions we implemented which was brought about by the need to support our colleagues to open-up dialogue together on unconscious bias, which we knew could be an emotive and challenging subject matter - this is an all-colleague roll-out of our DFDS branded gamified and face-to-face DEI learning. It has been transformational so far, not just for our business but has also greatly inspired many of our colleagues and equipped them with additional life skills as a result.

The workplace is quickly evolving to require different skills and, with that, greater resilience from our employees. While some will adapt with ease, this is unlikely to be the norm. We are already seeing an impact on employee wellbeing and attrition, which is a drain on organisational resources and business stability and continuity.

Expert talent strategists, Gattaca Solutions, will facilitate a debate on ensuring a resilient and adaptable workforce amidst external and geopolitical challenges and fast-evolving business needs.

In today’s turbulent landscape, when all organisations are navigating uncertainty and change, businesses with coaching and mentoring cultures have the edge.

In this session, Sarah Niblock will show how, amidst the chaos, there lies an opportunity for transformative leadership. High quality, bespoke coaching and mentoring afford organisations a chance to amplify shared values and chart a course towards rapid innovation. In a world where anyone can call themselves a coach or consultant, Ivan Beaumont will demystify how organisations should select the great coaching they need. He will set out the necessary steps on how to develop their own people to create an enabling internal culture.

Working in a newly hybrid world, set against a tough economic climate, many businesses face a tough challenge in retaining, connecting & developing talent. Mentorship has long been recognised as a powerful way for companies to develop talent & boost engagement. When VML identified a gap for this kind of personal support within their business, they wanted to offer a scalable, more inclusive approach to mentorship. Mentorship for the masses, not the few. The solution? Magpie – the Tinder styled mentoring app that connects you with peers for a variety of advice and support. Olivia & Harriet will talk through the Magpie case study – the background, making it happen and the results.

1. The Digital Revolution has meant rapid advancements in tech, reshaping industries and job roles.
2. The Imperative of Upskilling and Reskilling - There is a critical need for employees to continuously enhance their skills to remain relevant; for professional growth and for organisation success.
3. Identify Skills Gaps: Skills assessments and performance evaluations should determine where upskilling and reskilling efforts should be focused.
4. Tailored Training Programmes: Strategies should be outlined for designing and implementing tailored training programmes to address specific skills gaps.
5. Promote Collaboration and Knowledge Sharing: Collaboration and knowledge sharing is a vital component of upskilling and reskilling initiatives.
6. Overcoming Challenges: there are common challenges and barriers to be addressed to upskilling and reskilling, including time constraints, budget limitations, and resistance to change.
7. Call to Action: What do we need to do now?

As a leading, global, data-driven communication company, BT is constantly navigating a complex landscape of data laws across 137 of the countries it operates in. The company created a new Data, Legal Compliance & Assurance Team to lead a coordinated data programme and boost data awareness and personal accountability company-wide. Through their case study, they will share compelling insight on:

- The Data Risks: Understanding the data risk landscape and the impact from your people behaviours
- Building the Right Data Compliance Team: Ensuring you have the right array of skills to help embed a strong data culture across your business
- Making Learning and Engagement Personal & Real: Empowering the learner with the passion and desire to learn more
- Building a Strong Compliance Culture: Switching on your people’s Data Human Firewall, and moving away from the old approach of “telling” to supporting and engaging. Moving from a push to a pull culture that entails creating the right campaign messaging, tools and tactics to empower your people to be the data heroes.

There can be many challenges to navigate when creating a business-wide culture. How can you reach everyone when you're geographically dispersed? How can you ensure you align your business culture with the many and various personal values of your people? Will you ever have nailed your culture? Spoiler alert - the answer to the final question is no! In this discussion, Kate Muller, Chief People Officer and Elise Sallis, Head of Global Communications at Caseware International will explore these themes and many more.

In an ever-changing economical landscape since COVID-19, start-up organisations have faced into a multitude of challenges requiring adaptability, creativity, and resilience in order to support employees.

Established in October 2020, Pace viewed this as an opportunity to establish and nurture a culture that fosters openness, ownership, thinking differently and high performance to prepare it to move from start-up to growth to scale-up stage. Maintaining and evolving this culture with its expanding remote team has been a critical aspect of their strategy to create an innovative culture and operational environment, enabling Pace to deliver its aim to create a better deal for its people and customers by creating environments that thrive.

Gail will talk about the opportunities and challenges that have faced Pace, and the growth ambition, tools, programmes and techniques they've implemented as the organisation has matured.

Culture technology continues to create hope that it is enabling organisations to drive productivity and performance. The reality is though, we are only producing faster horses instead of truly changing the game.

Organisations are using outdated methods of gauging employee engagement, relying on scoring systems that offer scant insight into the actionable steps required for genuine improvement in engagement. This reliance is precisely why embracing purpose, prioritising employee well-being, and effectively managing talent remain formidable challenges.

Brands with Values’ innovation lies in fundamentally rethinking the status quo. We're introducing a new currency to the market, complete with bespoke algorithms and supported by an operational model that not only transforms but also elevates the role of HR professionals and their impact on both work and society at large.

What can the corporate world learn from the world of cricket? In the last 3 years cricket has been under the microscope. Following historic accusations of racism, the sport received a lot of heat and kicked off a review of dressing room culture and then a comprehensive independent review – the Independent Commission into Equity in Cricket. The findings of this have been communicated and work is happening across the sport to implement recommendations and to improve the reputation of the sport. This session will explore some of the parallels between the corporate world and cricket and what lessons can we learn from what cricket got right, and what cricket got wrong.<

Today’s rapidly evolving business landscape requires a different way of leading organisations. Technology and ESG legislation are reshaping industries and the ability of leaders to implement successful business strategies is impacted by significant internal and external challenges.

At this Executive Boardroom session, expert practitioners Xenergie will facilitate a debate on how CPOs and HRDs can strongly influence their organisation’s leadership to bring about the mindset, behaviours and culture change needed for the organisation to reshape their focus and stay competitive.

Menu

Grilled chicken, London 'Cobble Lane'chorizo, new potato, cherry tomato, green olives

Sweet potato curry, sticky coconut rice, coriander (VG)

Charred broccoli, quinoa, radish & herbs (VG)

Butter bean, cucumber, peach salad, mustard & fig oil dressing (VG)

Carrot & orange cake, vanilla cream cheese, candied pumpkin seeds (VG)

Purpose-led businesses are proven to perform better. A common vision and ambition stems from the central brand purpose, highlighting to employees not just what they need to do but why they are doing it. During times of change and uncertainty, purpose can be anchoring, fostering a sense of belonging, ownership and responsibility for employees, customers and other stakeholders. But does a focus on purpose have value in all organisations, or can it fall prey to becoming a marketing exercise? And in the real-world drive for growth and profit, is leading with purpose really achievable and sustainable?

Our panellists will discuss their organisations’ approach to defining and embedding purpose; the extent to which it is used as a lens for decision-making and whether all this impacts on the mindsets, behaviours and confidence of their leaders, teams, customers or other stakeholders.

In a post pandemic landscape employers are working hard to attract and retain top talent. It has become increasingly important to build and evolve a people proposition that offers flexibility and innovative range to employees. At Zopa Bank, we had to solve for peaking attrition proactively and effectively to deliver on ambitious business growth plans. Iain and Emily will talk about how Zopa developed a compelling people proposition that helped their attrition to fall, attraction to skyrocket and the business to hit profitability.

Stepping into a new challenge, job or business venture can be daunting. This interactive seminar will help you to understand what could impact your confidence and you will leave with a toolkit to enable you to STRETCH® without breaking.

Our STRETCH® model was developed by Collaborate’s CEO, Louisa Scanlan, following her experience with work related stress. Here we will introduce you to elements of our model, along with highlighting how it can be used in a variety of circumstances.

Many companies are struggling to enhance previously positive, productive cultures and are seeing a downward trend in engagement and retention. Finding ways to make frontline teams feel part of a cohesive culture is a challenge. The view that remote or hybrid work is a culprit has caught on, along with a call back to the office and the sense of a power dynamic shift from employee to employer.

At this Executive Boardroom session, expert practitioners Capgemini Invent will facilitate a debate on how CPOs and HRDs can support the organisation to reimagine culture and foster an exceptional employee experience, wherever and however we work.

Discussion points:

- Employee engagement and retention
- EVP and talent attraction
- Remote/hybrid/flexible work
- Aligning frontline and desk-based teams

Organisations are facing ever more complexity and uncertainty. This requires them to become more nimble, higher tempo, able to solve issues accurately and efficiently. It also means they need to retain their talent and make the most of the brilliance readily available at all levels. As such, every member of the organisation needs to feel empowered to contribute, to make decisions, and to feel like they matter. In this session, Chris will talk about his experiences of operating in organisations and cultures that epitomise this approach, and those that have leveraged it to deliver astonishing transformation and change.

Transport for London embarked on an ambitious journey to align its talent and performance management strategy with its new organisational values of being: Open, Caring and Adaptable. A changing relationship with its people in a post pandemic world also meant a move to a more inclusive approach to performance and talent management. At its heart, the new culture requires leaders to have conversations that matter in order to create an environment where everyone can achieve their work ambitions and feel their contribution makes a difference.

This case study will showcase the power of Group Coaching and how it has been used to build a strong culture of good people leadership across TfL.

Nowhere is the introduction of a level playing field arguably more conspicuous to “employees and customers” as in sport. Current Business Culture Awards’ DE&I Winner, Lewes Football Club, is leading the way in gender equality and inclusion in sports. They became the first, and are currently the only, professional or semi professional club to give their women footballers the same playing budgets, pitch and training facilities as the men.

Join this session to explore the challenges of redressing the gender imbalance in sport and the decisions which can either lead to transformative change or to maintaining the status quo.

To create a national study, in collaboration with PwC, Brands with Values embarked on a comprehensive exploration of perspectives, engaging with over 6400 individuals from diverse backgrounds across the UK. Spanning over 30 industries and encompassing all age groups, the study captures a panoramic view of the nation's sentiments and insights.

This extensive outreach provides a comprehensive and multifaceted understanding of the United Kingdom's collective consciousness, illuminating the richness and diversity of viewpoints within our society and its application to workplace culture.

You will learn

- The Data Risks: Understanding the data risk landscape and the impact from your people behaviours
- Building the Right Data Compliance Team: Ensuring you have the right array of skills to help embed a strong data culture across your business
- Making Learning and Engagement Personal & Real: Empowering the learner with the passion and desire to learn more
- Building a Strong Compliance Culture: Switching on your people’s Data Human Firewall, and moving away from the old approach of “telling” to supporting and engaging. Moving from a push to a pull culture that entails creating the right campaign messaging, tools and tactics to empower your people to be the data heroes.

Organisations need to be led differently to ensure their success. Leadership approaches which worked previously are no longer fit for purpose and different mindsets, skills and behaviours are required if we are to expect engaged and productive teams, and to be well prepared for the future of work. Leaders need to resist the urge to enforce rules, closely supervise their teams and mandate moments of connection. Courageous leaders are pairing essential rules with values-based leadership to engender greater trust, personal responsibility and connection to purpose - all critical factors in attracting and retaining top talent, as well as driving high levels of team performance and engagement. Our panellists, each of them recognised for their exceptional leadership at the Business Culture Awards, will explore their perspective on good leadership, and how they bring this to life in their own organisations and in an increasingly VUCA world.

Since the pandemic the world of work has been in a state of flux. Adapting to hybrid working, utilising collaboration tools for improved ways of working and enabling employees to make the most of new technology such as AI.

Standard Chartered is one of the only global banks in the world that offers true hybrid working to its employees, no mandated RTO’s here! But how do we tap into the benefits of hybrid working so it supercharges our performance? Rebekah will cover how SC has been embedding hybrid into its high performance culture, supporting teams to collectively agree on working patterns and its journey to further enhance flexible working for the bank.

She will also talk about how the bank has approached their reskilling agenda including how it has focused on developing a ‘growth mindset’ across the organisation, implemented a strategy for reskilling and continuing to embed deep learning with our 80,000 people.

We have more questions than answers about the future of work. It can be easy to get caught up in fear and uncertainty, as we grapple with new technologies; the unprecedented pace of change; organisations, or even entire sectors, being reshaped; and hitherto unknown skills and capabilities being sought. One thing for certain is that we need to shift mindsets in order to encourage openness to change, challenge and learning. The future of work harbours diverse opportunities to bring our human skills to every interaction with our employees, customers and other stakeholders to create richer experiences. Our panellists will discuss future of work readiness in their organisations and what is making the biggest difference to the mindset and behaviour changes that will be central to our future success.