Programme

Updated 7 February

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Time	Session
10:00am - 11:00am	Pre-conference workshop registration
11:00am - 3:00pm	Pre-conference workshop The Wall Walk Dr Simone Bull
5:00am - 7:00pm	Registration & welcome drinks

Time	Session
7:30am	Registration & information desk opens
9:00am - 10:30am	Session 1 Grounding in time and place The opening session of the conference firmly locates us in Aotearoa New Zealand. We are welcomed in accordance with cultural custom to this three day gathering, with a strong emphasis on indigenous wisdom. We are challenged to weave together our collective strengths and multitude of worldviews into a movement for social change.
9:00am	Mihi whakatau
9:30am	Chairperson’s welcome Ola Ioane
9:45am	Opening keynote: Ancient wisdom and modern solutions Ngahihi o te ra Bidois Ancient Wisdom Modern Solutions is the inspirational story of one man's journey. Inspired by the love and support of his wife and family, Ngahihi's painfully honest recount of his journey records the highs and lows as he joined the ranks of the unemployed to relearn the language he'd once spurned. He speaks of reconnecting with his Māori heritage and the life-changing decision to receive the gift of ta moko from his ancestors. Now sharing his people's Ancient wisdom, modern solutions from stages across the world, Ngahi can finally say - "for this I was born".
10:15am	Whakawhanaungatanga Our relationships with people and places are foundational to who we are and everything we do. The table discussion will provide the space for people to connect with each other, to express what is in their hearts and to explore aspirations and goals for the three days together.
10:30am	Morning tea
11:00am - 12:30pm	Session 2 Scanning the horizon We live in a time of rapid change. Society is going through a process of fundamental transformation in all aspects – social, economic, political, religious and cultural. During the past 3 years, countries around the world united on many of these societal shifts and we now have the opportunity to seize this moment in order to accelerate positive change. This session will draw on a range of global perspectives, and explore the trends, areas of focus and new perspectives that could inform our DEI strategies and next steps.
11:00am	Panel discussion: Benefitting from global perspectives to accelerate organisational transformation Launching the Global Inclusion and Diversity Alliance (GIDA) Facilitator: Chris Lamb Lisa Annese Janet Ledger Anne-Marie Pham Maretha Smit The discussion will reflect on similarities and differences across the world, and opportunities for learning from global experiences and connections. We will launch the Global Inclusion and Diversity Alliance (GIDA) and explain how organisations can participate and benefit from a global DEI community.
12:30pm	Lunch Lunch and Learn Session
1:30pm - 3:00pm	Session 3 Work and wellbeing We spend many hours of our lives at work and experiences in the workplace have an enormous impact on our wellbeing. Similarly, experiences at home or in our community have a significant impact on how we show up at work. In this session, we will look at some of the realities of workplace experiences across Aotearoa New Zealand, as well as models and case studies to improve those experiences. Moreover, we will look at how the workplace can become a place of refuge and healing for those who face setbacks elsewhere in their lives.
1:30pm	Unwell - Bullying and Harassment in Aotearoa New Zealand Dr. Kat Eghdamian, New Zealand Human Rights Commission A national survey of New Zealand’s workforce sheds light on the prevalence of sexual harassment, racial harassment and bullying in the workplace. For the first time in Aotearoa New Zealand, we look at the prevalence and impact of these acts of violence from the perspectives of gender, ethnicity, disability, age, industry, and period of settlement across the country. And we ask the question “what needs to change to improve workplace safety for all employees?”
1:45pm	Creating work environments where people from diverse communities are safe from harm Blair Gilbert, Tautoko Mai We all have stories of sexual harm from our workplaces, ranging from being made to feel embarrassed, to harassment, assault and other criminal acts. They stick in our memory, sometimes years later. Although many situations make the recipients feel uncomfortable and objectified, they often don’t report it as there often is an imbalance of power that means speaking up could jeopardise their employment. If a workplace has no empathy or policy around sexual harm, or denies its existence, people tend to cut their losses, quit and move on. In this presentation we look at the structural changes required in workplaces to deliver the most promising outcomes in reducing sexual harm.
2:05pm	Beyond good intentions - removing barriers to employment for people with disabilities Paula Tesoriero, Chief Executive, Whaikaha Ministry of Disabled People Many disabled people and whānau face barriers in achieving ordinary life outcomes due, in part, to the way in which our workplaces are set up. Disabled people are less likely to be employed than the general population, primarily as result of bias and lack of access to opportunities, rather than disability. Although one in five working age people in New Zealand have some form of disability, most have little or no barrier to working in some kind of paid employment given the right support. But providing the right support needs intentional action rather than good intention. In this presentation we look at how to become a disability confident organisation and what it means to make reasonable accommodations to recruit, retain and support disabled people.
2:25pm	Panel discussion: I am the future of work! Building workplaces that are attractive to young people. Facilitator: Renisa Peterson Dr Zoe Port, Massey University Dr Angela Lim, Clearhead Kauri Tearaura, Ara Poutama Aotearoa, Department of Corrections In discussions about the future of work, we often focus on the impact of technology, rather than the impact of generational shifts in culture and behaviours. Yet, the emerging generation of employees have a very different approach to work and much higher expectations for the workplace than ever before. In addition, the incoming generation of employees have increased levels of anxiety, stress, and depression due to a highly connected world, climate change, a global pandemic and economic instability that's impacting job security, and financial debt. In this discussion we will learn what matters to young people, and how to show up as supportive work environments in order to build a functional workforce for sustained economic progress.
1:30pm - 3:00pm Lounge	Concurrent Session: Connecting Courageously - Does cancel culture have a place in social change? Rahul Govinden During the past 5-10 years, the concept of cancel culture, or call-out culture, has emerged as a form of withdrawing support from those in power who are doing things that are no longer socially acceptable. The argument is that, if people are never called out, they will never learn. And this approach seems to have merit, as call-out practices have helped to counter sexism, racism, homophobia and similar practices. But does this give people tacit permission to bypass empathy and forgiveness in favour of righteous anger? How do we find the balance between cancel culture and the basic human journey of learning, unlearning and relearning? And where do we draw the line in defending the right to freedom of speech and holding individuals and corporations responsible for their actions? Let’s talk.
3:00pm	Afternoon tea
3:30pm - 5:00pm	Session 4 \| Concurrent Are we there yet? Developments in gender equity Session chair: Dellwyn Stuart In 49 years, the Equal Pay Act has not closed pay gaps in New Zealand. Issues of fairness persist for genders, for Māori, for Pacific peoples, disability communities and other ethnicities in the country. In this session we will look at the tricky landscape that women need to traverse – from pay inequity to period products to menopause to care responsibilities – and look at solutions to create a more empowering work experience.	Session 5 \| Concurrent Beyond binary workplaces Session chair: Adam Rohe While there seems to be much to celebrate in terms of progress made with Rainbow Inclusion, the pace of change for those with diverse gender identities, gender expressions and sex characteristics has been much slower. In this session we will hear about global trends and priorities in rainbow inclusion, opportunities to improve data collection, and practical tips on implementing a Gender Transitioning at Work Policy.	Session 6 \| Concurrent Disability, neurodiversity and accessibility Session chair: Phil Turner, Accessibility Tick / NZ Disability Employers’ Network Workplace DEI programmes have a mixed record when it comes to bringing people with disabilities into the workforce and creating environments in which they can thrive. Although some progress has been made in removing historical barriers, good results are still fragmented and far from providing a holistic approach across the organisation. In this session we will look at ways to overcome some of the main challenges in developing organisations that are confident in their approach towards disability and neurodiversity.
3:30pm - 4:00pm	Chair introduction and panel discussion - Beyond the Gender Pay Gap Nardine Sleeman, Te Kawa Mataaho Public Service Commission Kat Eghdamian, NZ Human Rights Commission In 2022 we marked 50 years since the introduction of the Equal Pay Act in 1972. This is a significant milestone for the country, but progress to achieve gender pay parity remains slow. An encouraging development during the year, however, was the increased focus on how people are disproportionally impacted at the intersection of gender and ethnicity. Programmes implemented by mindthegap.nz, the Human Rights Commission and Te Kawa Mataaho Public Services Commission are all working towards equitable employment outcomes for people across all intersections of our diverse society. How are these programmes working together to shift the dial on inequity? And what can we learn from them in order to implement change in our own environments?	Chair introduction Adam Rohe	Chair introduction - Current priorities in disability inclusion Phil Turner, Accessibility Tick / NZ Disability Employers’ Network
4:00pm - 4:15pm Session 6 3:40pm	How women need the workplace for change - lessons from our latest research Tania Domet, Cogo and Project Gender Organizations that don’t realize the importance of women in the workplace are missing out. Besides doubling the potential talent pool, an increased number of women in the organisation may also improve performance. But workplaces are still fundamentally structured in ways to either keep women down, or to keep them out. What are we getting wrong? Research done by CoGo sheds some light on the experiences of women across Aotearoa, with practical suggestions for changes that will make the work environment more inclusive and desirable for women.	Mobilising employee led networks to build rainbow inclusion Theresa Peters, Ministry of Social Development Employee networks provide a place for people to connect with one another. They unite people who share an identity or lived experience, and they foster dialogue around inclusion, belonging and advocacy. Too often, however, employee networks are little more than a social club, with insufficient support and resources to proactively drive change. The MSD Mentoring Programme journey began in 2020 with the aim to develop their diverse peoples through partnering with, and supporting existing and emerging employee-led networks. In this session we will hear about an approach to rainbow inclusion that goes beyond social clubs and multi-coloured lanyards, focusing specifically on removing the barriers to belonging through a montoship approach.	Recruiting, developing and promoting Deaf talent Lachlan Keating, Deaf Aotearoa Over the past 10 years, Deaf representation on the Leadership Team at Deaf Aotearoa has grown significantly. From having five Deaf people in total hold leadership roles during the period 1980-2011 to 10 Deaf people holding leadership roles in the 2012-2022 period, the growth in Deaf people holding leadership roles is unheard of in New Zealand and overseas. With insights about how to create a support and development system from birth to change the cycle of workplace discrimination for Deaf people, this is a noteworthy case study and a practical example of how to create inclusive work environments for physically disabled people.
4:15pm - 4:45pm Session 6 4:05pm	Case study: The unspeakable - managing menopause in the workplace Jeanette Kehoe-Perkinson, Ph.Creative Menopause has always been around, but the details of "the change" have, until recently, not really made it into polite conversation. Menopausal women are, however, now the fastest growing workforce demographic and organisations need to understand how this significant life event affects the ‘older’ women in their teams. Alarmingly, one in four women consider leaving their jobs as result of menopausal symptoms, which has a massive impact on talent retention. With the right approach, it is it is possible to bring this hidden subject out into the open relatively easily and in this presentation we look at how a basic level of knowledge, understanding and support can make a big difference.	Fireside chat - Practical steps to implement a gender transition policy Facilitator: Max Lawson, Watercare Pete Mercer, Diversity Works New Zealand Despite a growing global awareness of the struggles trans people face, many employers remain ill-equipped to support trans employees with appropriate policies and workplace cultures. Consequently, trans employees continue to experience stigma and discrimination, hostility, and pressure to “manage” their identities in the workplace. Implementing a gender transition policy is one way for organisations to protect and promote the rights of people of all gender identities and expressions, and increasing employees’ understanding and acceptance of their trans colleagues. But done as a box-ticking exercise, this can have devastating consequences. In this session we learn at what good looks like in the implementation of a gender transition policy.	Panel: The voice of neurodivergence - workplace practices that work David Hammond, Ministry for the Environment Sian Winmill Research has found that neurodivergent individuals possess skills that are highly beneficial for organizations - from the heightened focus of those with ADHD, to the ability to think creatively of those with Dyslexia, to the the ability to identify complex patterns of those with Autism Spectrum Disorder. However, despite the wide acknowledgement of these strengths in the literature, neurodiverse individuals face numerous challenges in an organizational context. In this session we hear from a panel of diverse neurodivergent individuals to learn about some of their difficulties in navigating existing organisational structures and processes, with practical suggestions about how to make the workplace less daunting for them - thus allowing them to play to their strengths.
4:45pm	Reflections and discussion	Reflections and discussion	Reflections and discussion
4:55pm	Closing comments	Closing comments	Closing comments

Time	Session
9:00am - 12:30pm	Session 7 Race at work Session chair: Ziena Jalil There has been a growing focus on racial disparities in the workplace in recent years, but barriers still exist to creating fully inclusive working environments. While most seem to be willing to accept the existence of structural racism, there is still a deep discomfort that comes with talking about race in workplaces. Programmes to dismantle structural racism are critical and important, but our progress will remain superficial unless we build up courage to have better discussions of race – ones that are more historically grounded and accepting of lived experience. In this session we will start this brave conversation, look at research and evidence from workplaces around the world, and hear about innovative case studies that tackle the issue of race at work.
9:00am	Chairperson’s introduction Session chair: Ziena Jalil
9:10am	Keynote: After the Tampa Abbas Nazari When the Taliban were at the height of their power in 2001, Abbas Nazari's parents were faced with a choice: stay and face persecution in their homeland, or seek security for their young children elsewhere. The family's desperate search for safety took them on a harrowing journey from the mountains of Afghanistan to a small fishing boat in the Indian Ocean, crammed with more than 400 other asylum seekers. When their boat started to sink, they were mercifully saved by a cargo ship, the Tampa. However, one of the largest maritime rescues in modern history quickly turned into an international stand-off, as Australia closed its doors to these asylum seekers. Twenty years after the Tampa affair, Abbas tells his amazing story of being a child refugee who grew up to become a Fulbright scholar, highlighting the plight and potential of refugees everywhere.
9:40am	Creating conditions for a cohesive society Molly Elliott As immigrant-related diversity has grown in New Zealand since the change to immigration policy in the late 1980s, it has become increasingly important to ensure positive outcomes for immigrants. These outcomes cannot be achieved through policy alone - it needs a society willing and able to accept, welcome and integrate people from different cultures across the world. In the wake of the Christchurch Mosque Attack in March 2019, the Royal Commission of Inquiry recommended development of a strategic framework and a monitoring and evaluation regime to improve social cohesion. In this presentation we hear about progress to develop and implement this framework, as well as the ways in which organisations can contribute to building a cohesive society.
10:05am	Research presentation: We need to talk: Racism at Work Dr Virginia Mapedzahama, Member Education Director, Diversity Council Australia Across the western world, conversations about race and racism are deeply awkward. But, with the global outrage in 2020 and subsequent solidarity with the Black Lives Matter campaign, came a readiness to be more courageous in this work. In this time of racial reckoning the Diversity Council Australia undertook extensive research to create evidence-based guidelines to effectively address racism at work, and in doing so, support racial diversity and inclusion in the workplace. Drawing from the research findings, we will look at why anti-racism needs to be on the agenda for organisations. We hear about the consequences of silence and discover some practical guidelines for those organisations who understand the urgency of doing this work and are brave enough to enter into anti-racism programmes with their employees.
10:30am	Morning tea
11:00am	Session 7 (cont) \| Concurrent Session: Connecting Courageously - Is the emotional tax that comes with diverse representation a necessary evil for DEI progress? Session chair: Rahul Govinden This session is for those who wish to consider the specific DEI dynamics and priorities in the construction and infrastructure sector. It will look at some of the barriers identified through numerous research projects and the range of tools and support programmes available to organisations in the sector. Through practical sessions, we will explore how the tools and support could be best activated to drive change in the sector.	Session 11 \| Concurrent DEI in Construction Session chair: Katherine Hall This parallel session is for those who wish to consider the specific DEI dynamics and priorities in the construction and infrastructure sector. It will look at some of the barriers identified through numerous research projects and the range of tools and support programmes available to organisations in the sector. Through practical sessions, we will explore how the tools and support could be best activated to drive change in the sector.
	Panel discussion: Navigating race and culture conversations in the workplace Earle Wilkes, ANZ Bank New Zealand Janelle Mims, Community Business, Hong Kong Fazleen Ismail, Ministry for Ethnic Communities \| Te Tari Mātāwaka Conversations about race and racism can be uncomfortable, but they're necessary for an equitable and inclusive workplace. So what can companies do to ensure that conversations about race and racism at work are meaningful and productive? Open, honest conversations with employees about inequality are an important part of diversity, equity and inclusion. So how can companies ensure that conversations about race and racism at work are meaningful and productive? In this discussion, our panel of experts explore the complexities of navigating discussions about race and identity in the workplace across the globe. We look at the nuances of race and culture in New Zealand, Canada, China, Hong Kong, India, Japan, the Philippines, and Singapore. We consider how to have effective conversations with people leaders and colleagues about these concepts, and we think about the principles, steps and considerations for organisations in encouraging race and culture conversations	Session chair introduction Katherine Hall
		Fireside chat: De-stigmatising mental health struggles in a hyper-masculine workplace Victoria McArthur, Mates in Construction Although both men and women are affected by mental illness, it is oftentimes overlooked in males. Due to the sigma attached to mental health concerns, men are far less likely to seek mental health treatment than women, and it often goes untreated. In the construction sector, specifically, men are subjected to a culture of masculinity that contributes to the underuse of seeking professional help, often leading to depression and anxiety, substance abuse, interpersonal violence and overall psycological distress. Manhood needs to be redefined in order to reduce the stigma and to improve mental health outcomes for men. In this discussion we explore what this might look like.
	Case Study: From Diversity and Inclusion to Anti-Racism Dr Sripriya Somasekhar, Ministry for Business Innovation and Employment Stephanie Weller, Ministry for Business Innovation and Employment "Cultural exclusion" and "structural disadvantage" became preferred terminology to keep DEI practitioners safe from backlash around issues of racism. And the race equality agenda are often addressed through generic DEI programmes, rather leaning into the level of self-awareness and personal accountability that goes with changing the status quo. But the hard work around anti-racism lies at the heart of the DEI agenda, and initiatives that fail to address issues of race in the workplace, risk failure. Through this case study, we will hear why and how a large public sector organisation implemented an anti-racism programme. The way in which bias affected day-to-day decision making in the organisation are addressed along with the prevalence of microaggressions and the impact thereof on wellbeing. We will look at the role of line managers in creating a culture where all are educated enough to understand how to interrupt their own biases and how to address microaggressions when they take place. And we learn about the deliberate efforts to dismantle this through pro-active employee engagement and human cantered design.	Making space for women and indigenous communities in construction: Case Studies from Canada Beatrix Dart, University of Toronto It is estimated that, in 2020, woman made up only 5% of the nearly 1.1 million tradespeople employed in the construction industry in Canada. Data from the subsequent three years indicate a minimal uptick in the numbers of women working on the tools in the sector, which is similar to the experience in most developed countries. That said, there are some pockets of excellence in construction organisations in Canada that can inform best practice inclusion of women and indigenous across the globe. In this session, we look at the lessons to be learnt from these initiatives.
12:20pm	Closing comments	Driving DEI accountability and progress through a thriving industry coalition Charlotte Downes, Diversity Agenda The value of industry coalitions is to facilitate change that requires a greater voice and power than any individual business has on its own. Through coalitions, executives can lead the charge on some of society's biggest problems and exercise their collective power as a force for good. The Diversity Agenda, as such a coalition of leaders in the infrastructure sector, reflects on the strategic initiatives on their radar to drive DEI accountability.
12:30pm	Lunch Lunch and Learn Session
1:30pm - 3:00pm	Session 10 \| Concurrent From Equal Opportunities to Equal Outcomes Session chair: Ola Ioane It is becoming increasingly apparent that traditional Western organisational models may no longer be the benchmark for sustainable organisations. Despite decades of focus on “equal opportunities”, global movements such as #MeToo and #BlackLivesMatter have shone a sharp light on the failure of such strategies of “equality” to level the playing field for all humans to participate to their full potential. In this session we will look at what it would take to bring an equity-first approach to our work – and what our world might look like if we get this right.	Session 11 (cont) \| Concurrent DEI in Construction
	Session chair introduction Ola Ioane
1:30pm - 2:00pm	Strengthening Māori economic resilience through developing wāhine and rangatahi Māori leadership Jessica Smith, Te Puni Kokiri Māori recover at a much slower rate than non-Māori from the impacts of economic shocks. This disproportionate recovery enables the systemic disparities that already exist between Māori and non-Māori to expand. Through its Whānau Resilience Programme, Te Puni Kokiri focuses on strengthening Māori economic resilience through developing wāhine and rangatahi Māori leadership. In this presentation we hear about the mahi to facilitate Māori economic resilience - not only to enable Māori to return to pre-COVID levels, but also future-proof Māori against impending disruption likely to be caused by climate change, technological advancements and automation.	The Construction Diversity Roadmap as a lever for change Graham Burke, MBIE Construction is a complex sector and the lack of diversity is one of many issues to be addressed. One of the findings in the research commissioned by the Construction Sector Accord was that many organisations want to make improvements in DEI – but they simply don’t know where to start or are fearful of getting it wrong. In this session we hear how diversity in construction does not necessarily require complicated solutions but rather a series of easy solutions that, when applied in a considered and ordered way, create the momentum and the required change. The Construction Diversity Roadmap attempts to provide easy-to-access, easy-to-understand and easy-to-apply steps and solutions for those who want to make positive change for their organisations and the sector.
2:00pm - 2:30pm	Building a diverse and inclusive local government to create equal outcomes for communities Susan Freeman-Greene, Local Government New Zealand Data from the annual New Zealand Workplace Diversity Survey suggests that local government has some way to go in building more inclusive workplaces. And a simple online search would indicate that Aotearoa New Zealand is not an outlier in this respect. Despite the significant impact of local government on community wellbeing, there is very little available in terms of relevant DEI practices to ensure that the right decisions are made for communities. How do we change this? In this presentation we explore what might make a difference in building a local government sector that reflect the demographics, needs, hopes and aspirations of the people in their communities.	Procurement as a lever for change Alison Murray, MBIE Driving economic growth has traditionally not gone hand in hand with efforts to confront social equity but, as we emerge from the pandemic, broad interest in socially responsible companies is accelerating. Increasingly, companies who procure from diverse suppliers (small businesses or companies owned by ethnic minorities, women, veterans, members of the LGBT community, or people with disabilities) have a competitive advantage. In this session we learn about policy developments in supply chain diversity, frameworks to drive equitable economic growth and practical examples of how to leverage supply chain diversity in tender processes.
2:30pm - 2:50pm	Fireside chat facilitated by Teina Teariki Mana Creating opportunities for marginalised young people in STEM Lyndele von Schill, National Radio Astronomy Observatory, Charlottesville, Virginia Arohaina Owen, Pūhoro STEMM Academy Due to the rising demands for a workforce with science, technology, engineering, and math (STEM)-related education, there is a need to increase youth engagement in STEM education. Research has, however, shown that youth residing in low-income communities and marginalised households are disproportionately affected by psychosocial barriers, which means that they are often being left behind in terms of educational achievements and career aspirations. In this discussion we hear about learnings from Aotearoa New Zealand and the United States of America about initiatives that advance the educational achievements and career aspirations of youth from low-income and marginalized communities through meaningful engagement in STEM fields and research.	Table discussion - Levers for change to accelerate inclusion in construction
2:50pm		Closing comments
3:00pm	Afternoon tea
3:30pm - 5:00pm	Session 13 \| Concurrent Allyship in action Session chair: Ola Ioane Many passionate leaders have stepped forward over the past couple of years to introduce initiatives the make their workplaces more diverse and inclusive. Yet, being passionate about DEI does not guarantee success. During this time of acute social conflict we need to support our allies and changemakers with the knowledge, skills and relationships to remain resilient.	Session 9 \| Concurrent DEI in Local Government
	Chair Introduction Ola Ioane	Co-designing a "coalition of the willing" to improve DEI in local government Susan Freeman-Greene, Local Government New Zealand In this session, we bring together those work in local government to design a sector-wide collaborative approach to drive DEI for improved community wellbeing
	Did you just say that? Why language matters Marni Panas, Canadian Centre for Diversity & Inclusion Language is a powerful tool for building inclusion at work. The way we speak to each other can enhance our empathy, clarity, and understanding of each other as complex individuals with intersectional and varied identities and experiences. However, when language ignores issues of power and equity that shape people's lives, it serves to further exclude marginalised people. What we say, how we say it and who say it, is especially critical when navigating sensitive topics, such as those involving race, ethnicity, gender, sexual orientation, and gender identity. In this presentation we hear about the way in which the irresponsible and oblivious use of language shape people's experiences at work, we discover strategies to keep up to date with developments around the evolving use of inclusive language, and we learn how to recover when we get it wrong.
	Fireside chat: Moving beyond western models of DEI to build workplaces of belonging. Dr Guillermo Merelo, Auckland University Haylee Putaranui, Fonterra “For the master's tools will never dismantle the master’s house.” Audre Lorde. In making the “business case” for diversity, we see how even our DEI models are western. To remain sustainable, will have to reconsider what we value. We will need to move beyond the rhetoric in addressing neo-colonialism and structures of power. And we will need to look at models from the global south of the world and learn from indigenous groups about alternatives that might be effective in building organisations that put people first. This discussion looks at the development of structural exclusion for the indigenous people of Aotearoa New Zealand, and how our existing DEI approach still serves to keep existing structures of power in place.
	Learning, unlearning, relearning Joe Consedine, Director Global Women and Champions for Change “The illiterate of the 21st century will not be those who cannot read and write, but those who cannot learn, unlearn and relearn” – Alvin Toffler The world we are living in is fast and dynamic. In order to remain relevant, we need a growth mindset and a genuine desire to learn. Genuine allies are the ones who can learn to look beyond their own privilege to recognise the impact of inequity on various communities. In this session we look at how allies become allies and how to support them in their journey
4:55pm	Closing comments
7:00pm - 11:00pm	Conference dinner \| Grand Millennium Auckland A fantastic opportunity to network with diversity champions from all over the motu and meet our overseas delegates and speakers. All while enjoying a delicious dinner and drinks.

Time	Session
9:00am - 11:00am	Session 14 \| Concurrent Accelerating strategy and capability Session chair: Ola Ioane On the final day of the conference we talk about organisational capacity and capability to drive sustained transformation. We will look at how Boards need to govern issues of equity within their sustainability strategies, we’ll discover strategies for collecting critical data to inform actionable outcomes and we will hear how mentorship programmes can accelerate change. In this session we also launch the professional accreditation framework for DEI practitioners and leaders as a key enabler in building organisational capability. Our CEO panel reflect on what genuine leadership support look like, and how they lead change in their respective organisations.	Session 15 \| Concurrent Jump-start workshop – inclusive decision making Marni Panas, Canadian Centre for Diversity & Inclusion Using Gender Based Analysis Plus as a tool, this workshop will provide an understanding intersectionality and the layers of oppression that create barriers to equal outcomes
	Chair introduction Ola Ioane
9:10am	Ministerial keynote Minister Priyanca Radhakrishnan The Ministry for Ethnic Communities is the government’s chief advisor on ethnic communities, ethnic diversity and the inclusion of ethnic communities in wider society. Minister Radhakrishnan shares how the Ministry works in partnership across the system to harness and share knowledge, deliver tangible change for ethnic communities and support them to be empowered.
9:20am Session 15 9:25am	Changing complex systems and structures through deliberate leadership and accountability Chris Lamb, New South Wales Public Service Commission, Australia It is widely accepted that our organisational structures are complex systems that present multiple barriers to addressing labour market inequities. In order to truly embed DEI into an organisation’s culture, companies need meaningful metrics as well as the willingness and courage to use the data to hold themselves and their leaders accountable for their diversity goals and results. In this presentation we hear how, over a period of 4-5 years, one organisation has succeeded in producing notable DEI returns through a deliberate focus on leadership accountability.	Concurrent Session: Connecting Curageously - Is the "biculturalism first" approach realistic in a multicultural society? Rahul Govinden Aotearoa is a nation underpinned by the Treaty of Waitangi. As the nation’s founding document, this shapes the fabric and structures of our society. New Zealand is, however, home to many peoples and cultures. Some would prefer that New Zealand was officially multicultural with accommodations for the culture, language and rights of multiple cultures, not just Pākehā and Māori. But those who support biculturalism argue that the Treaty establishes a particular expectation for the Crown to protect the rights of Māori and that an official multicultural policy would make Māori culture and language no more important than other cultures and languages. Do biculturalism and multiculturalism stand in tension with each other? And, given the context of the Treaty, how do we ensure an experience of inclusion across all our ethnic communities in Aotearoa? Let's talk.
	Panel: Governance in a post-pandemic world - putting equity and social sustainability on the Board agenda Kirsten Patterson, Institute of Directors New Zealand Prue Kapua, Te Ropu Wahine Maori Toko Rob Campbell, Te Whatua Ora Equity, sustainability and governance are key challenges facing 21st century organisations. In this session we look at social licence and the need to prioritise diversity, equity and inclusion within corporate sustainability programmes. Our panel of governance experts look at what is required to get DEI on the Board agenda and the processes required to support organisations to implement DEI strategy, manage goal-setting and reporting, strengthen relations with external stakeholders, and ensure overall accountability.
	Case Study: Te Taunaki - Capture and Translate Critical Data for Actionable Insights Josh Masson, Te Kawa Mataaho Public Services Commission Te Taunaki was the first Public Service Census of approximately 60,000 public servants working in 36 Public Service organisations (departments and departmental agencies), including New Zealand employees based overseas. With this, a system-wide baseline of data related to demographics and diversity indicators was established. In this presentation we hear about the efforts to define, distribute and communicate the employee data collection project, including some of the lessons learnt and the way in which the data will now inform programmes to improve DEI in the public sector.
10:55am	Building DEI capability: DEI Professional Accreditation Launch Successful strategy acceleration requires a heavy investment in building capability – both in technical skills and leadership skills. In this session we launch two accreditation options for DEI practitioners and leaders in Aotearoa New Zealand with a purpose to support workplaces with skills and capabilities that will accelerate change, while keeping teams safe and engaged.
11:15am	Morning tea
11:45am - 2:00pm	Session 16 \| Courage to connect
11:45am	Connecting courageously feedback Rahul Govinden In this discussion we hear about the themes, insights and concerns that shaped the Connecting Courageously Conversations series duirng the past three conference days. The objective is not to present conclusive findings and answers from these sessions; rather it aims to reflect the diversity in approach and mindset related to our work in diversity, equity and inclusion in workplaces.
12:05pm	CEO Panel - Creating energy and confidence in the workplace through inclusive leadership Facilitator: Susan Lowe Mark Bosomworth, George Weston Foods (NZ) Ltd Gaye Searancke, Land Information New Zealand Neeraj Lala, Toyota New Zealand What makes people feel that they are treated fairly and respectfully, are valued and belong at their places of work? It has been suggested that, what leaders say and do, has up to 70% impact on an individual's perceptions of inclusion. Creating an inclusive work environment isn’t only the right thing to do for employees – it’s also a driver of more effective teams. But, to achieve the intended outcomes, organisations need informed and passionate executives who are committed to leveraging their position, influence and resources to bring about positive change. Our panel of Chief Executives reflect on how DEI teams can motivate and empower change champions within senior leadership for long-term impact and momentum
12:45pm	Table reflections
1:00pm	Courage to connect: Lessons in badassery Shelly Davies “I think a lot about the concept of power because we tend to think of it hand in hand with control—and that’s a bad thing. When we think of powerful people we think of selfish, manipulative dictators, wielding their power. But me? I’m powerful in my world. I have the power to choose, at any given moment, to act or not to act. To speak or to stay quiet. To go left or go right. To be resistant or be open. To take on a client or not. To charge what I want for my services and expertise. To be generous, to love, to be vulnerable. And because I KNOW the choices are all mine, I’m powerful.” -Shelly Davies
1:45pm	Closing comments Session Chair: Ola Ioane
1:55pm	Karakia
2:00pm	Lunch
2:45pm - 4:00pm	Post-conference Professional accreditation workshop Waitakere Room 1 There is a noticeable increase in focus on workplace diversity, equity and inclusion (DEI) across the motu with growing demand for professionals who can effectively implement and lead this mahi. Many organisations are creating new roles to serve this need – a trend that is supported by global changes and developments in the DEI field. However, without appropriate experience, training and understanding of the nuanced DEI landscape in Aotearoa, it is common for practitioners to overlook key elements of DEI practice, rush the process of organisation-wide change, and miss important underlying issues. This could lead to resistance and defensiveness within organisations, rather than progress. Diversity Works New Zealand has identified the need for formal and standardised acknowledgement of the knowledge, skills, and experience required to effectively implement and lead DEI within workplaces in Aotearoa. In so-doing, we will raise the national profile of the DEI profession, have formal standard of accountability for the DEI profession in Aotearoa, and build an engaged community of workplace inclusion professionals. The accreditation framework will be launched on the final day of the Whiria Ngā Kaha Workplace Inclusion 2023 Conference. Leaders and practitioners who want to know more about the criteria and process to pursue professional DEI accreditation are invited to attend the Jump-Start Post Conference Workshop. At this interactive workshop, participants will learn about the competency framework, the assessment process, and ongoing professional development for accredited practitioners and leaders.	Post-conference 2023 Diversity Awards NZ™ Entry Assistance Hunua Room The Diversity Awards NZ™ is the most significant awards programme in Aotearoa New Zealand to celebrate excellence in workplace diversity, equity and inclusion. Entering is a valuable opportunity for organisations to showcase the mahi they are doing to build inclusivity in their leaders and teams and contribute positively to an increased level of diversity and inclusion across the motu. At this interactive workshop, participants will learn more about the awards format, how to enter and changes to the categories and the judging criteria for 2023. They will also receive advice on how to write an entry to showcase their diversity and inclusion journey and the impact it’s having on their people, their organisation and the community they serve.