Diversity & Inclusion: The Changing Landscape - Conference Report Leading the change - the Employers ...
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Leading the change
Diversity & Inclusion:
The Changing Landscape
Conference Report
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enei would like to thank NatWest for hosting
the 2018 enei Annual Conference
Denise Keating, 4 Chief Executive, enei Mary Fitzpatrick, 5 Head of Diversity and Inclusion, NatWest Markets Ceri Fuller & Richard Loxley, 6 Practice Development Manager and Senior Associate, & Partner, DAC Beachcroft Raj Tulsiani, 7 CEO, Green Park Sam Flynn, 8 Social Media Trainer and Expert, Sam Flynn Social Media Dr Pete Jones, 10 Chartered Psychologist and Chartered Scientist, Shire Professional Tracey Groves, 12 Founder and Director, Intelligent Ethics Dr David Snelling, 13 Programme Director - Artificial Intelligence, Fujitsu Gary Kildare, 14 Chief HR Officer, IBM Europe Debbie Rotchell, 15 Strategic Consultant, enei Peter Clark, 17 Co Founder, Qlearsite Baroness Ruby McGregor-Smith CBE 18
Denise Keating, Chief Executive, enei
The world we live and work in is significant impact on the focus and information that is available to us
changing and so is the focus on challenges for D&I. on diversity issues and the bias
equality, diversity and inclusion. that may result.
At the same time, this environment
An unsettled political environment,
has also created opportunities Our speakers are drawn from
Brexit, terror attacks on home
for people to speak out about across the fields of technology,
soil and overseas, an increase
behaviours and views that business psychology, marketing
in fake news and leaders being
they believe to be biased and and HR.
held instantly accountable for
groups that might be adversely
comments or accusations made This is what they said.
affected, which also increases the
on social media, have had a
4
Mary Fitzpatrick, Head of Diversity and Inclusion, NatWest Markets
Mary welcomed delegates to the 1960s and now. She explained find a way to adapt to modern
NatWest’s offices. Discussing how how much the way NatWest’s expectations or risk missing out on
the world of work was changing, people work had changed. Using talent.
she highlighted the differences the example of condensed hours,
between how people worked in Mary said that employers must
5
Ceri Fuller, Practice Development Manager and Senior Associate
&
Richard Loxley, Partner, DAC Beachcroft
Ceri Fuller and Richard Loxley itself. It was made clear that programmes and initiatives are
from DAC Beachcroft discussed until the 29 March 2019, nothing put on the backburner. Richard
the political, legal and economic changes for EU citizens. However, gave two examples of issues
drivers of diversity in the the lawyers suggested that where D&I initiatives have a
workplace. Ceri highlighted employers encourage staff who compelling business case. The
how the Brexit agenda was were worried to formalise their first of these was in tackling
overshadowing domestic business, rights to live and work in the UK workforce wellbeing, especially
meaning Parliament was simply through permanent residency or mental health. The second was
unable to allocate time to other citizenship, where this applies. apprenticeships, where employers
issues such as caste discrimination. can use the apprenticeship levy to
Ceri and Richard recommended
Ceri pointed out that whilst case tackle skills gaps and as a central
that employers conducted an
law suggested caste discrimination platform to bring in a greater
audit of their workforces to assess
may be an element of the race diversity of talent.
how much they relied on an EU
Protected Characteristic, that is not
workforce and how much that may Finishing with legislative change,
the same as an amendment to the
change. They also advised that Richard spoke about the impact of
Equality Act 2010.
employers investigate obtaining tribunal fees being removed and
Ceri also brought up social a UK visa sponsorship license for gender pay gap reporting. He also
inclusion, saying that whilst recruiting talent from around the spoke about cases currently in the
there was unanimous support world. courts, from the “Gay Cake” case
in the House of Commons for to equal pay claims in the retail
Richard then spoke about the
making employers reveal socio- sector. Finally, Richard warned
economic factors affecting the
economic data about employee about sexual harassment and the
D&I landscape. With nervousness
backgrounds, there was unlikely to danger of senior individuals being
and caution around the economy
be any parliamentary action on the too afraid to coach or sponsor a
remaining high, uncertainty is
issue until 2020. junior employee of the opposite
causing employer budgets to
sex, which of course damages that
The next part of Ceri and Richard’s squeeze. This has a knock on
individual’s progression.
presentation focused on Brexit effect where important D&I
6
Raj Tulsiani, CEO, Green Park
Raj warned that many Speaking about the challenges relevance, employee advocacy and
organisations are taking a copy of increasing diversity at board leadership conditions.
and paste approach to diversity. level Raj said that the balance of
Raj also highlighted the
He noted that too many employers power had shifted in favour of
importance of diversity in
are working through a list of candidates. Executive search and
representing customers. He said
initiatives such as mentoring; head-hunting was no longer about
that authenticity and values had to
recruitment audits; coaching; identifying and finding people for
be visible to build trust between
but aren’t tailoring the initiatives roles. Candidates can find roles
the organisation and its customers
to the specific cultures of those themselves and are looking at
organisations. things like the employer’s brand
7
Sam Flynn, Social Media Trainer and Expert, Sam Flynn Social Media
Sam spoke about the importance demonstrated how promoting and trust between organisations,
of social media as a representation your employees on social media customers and potential
of the employer brand. Whilst allows organisations to showcase employees had to be worked for.
social media is increasingly used the diversity of their workforces.
Sam finished with the risks,
by employers to vet candidates, She reiterated how important it
pointing out how the trust and
Sam highlighted how potential was that social media combined
emotional connections we build
employees also look at the social employer branding and customer
on social media can cause us to
media of organisations before branding so that your culture and
believe fake news. She concluded
applying for roles. values as a business are clear to
by pointing out how important it is
see.
Sam showed delegates how to consider diversity and inclusion
employers were using their Sam stressed the importance of business wide, not just in HR, as
employee’s stories on social using different forms of media, poor marketing (as in the case
media to build emotional including images and videos. She of Hello Magazine’s Star Mum
connections with both customers reinforced Raj’s comments on the competition) can quickly escalate
and potential recruits. She also importance of authenticity, saying into a backlash against your brand.
that the emotional connections
8
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Dr Pete Jones, Chartered Psychologist and Chartered Scientist, Shire
Professional
Pete introduced delegates to To prove this, Pete showed use the initial impression from
some of the most common Kayo’s professional LinkedIn Facebook to insinuate that Kayo is
forms of unconscious bias that profile first, where she used an first and foremost a party person.
affect our social media use. He anglicised name and displayed
Finishing with his thoughts on
explained how people use social her professional qualifications and
AI, Pete expressed his concerns
media to compare themselves endorsements. Kayo’s Facebook
about bias being embedded in
with other, and demonstrated profile used her real name and
the systems behind AI. He shared
how people actively manage their tells a completely different story,
his experience with an AI startup
social profiles to present different with no little to no reference to
project which pulls together a
images of themselves. her professional career but shows
bias-free project team with no
that she is a part-time singer and
Using the examples of Kayo knowledge of names, gender or
DJ. Pete showed how the order
and Hayle, Pete explained how ethnic backgrounds. However, Pete
we receive this information is
confirmation bias causes us to use explained that it used information
important: when Kayo’s Facebook
our first source of information as from performance appraisals and
is viewed second it tells us that
a basis for our judgement, with LinkedIn recommendations, which
she has a life outside of a very
information from subsequent are created by biased humans.
competent professional role, but
sources either used to support
if the order was switched we may
our impressions or ignored if they
don’t fit.
10AIG is proud to be
the
AIGsector sponsor
is committed to
fostering a diverse,
ofinclusive
enei’s and
Diversity
respectful
& workplace.
Inclusion:WeThe are
proud to sponsor
Changing Landscape the
Albert Kennedy Trust
Conference
Gala Dinner. 2018
For nearly one hundred years, our organization has faced and managed complex risks. Today we provide
the risk expertise and financial strength that empowers clients in more than 80 countries and jurisdictions.
Insurance and services provided by member companies of American International Group, Inc. Coverage may not be available
in allservices
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provided byismember
subjectcompanies
to actual of
policy language.
American For additional
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Group, Inc. please
Coverage may visit
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available at www.AIG.co.uk.
in all jurisdictions and is subject
to actual policy language. For additional information, please visit our website at www.AIG.co.uk. Registered in England: company number 1486260. Registered
address: The AIG Building, 58 Fenchurch Street, London EC3M 4AB. AIG Europe Limited is authorised by the Prudential Regulation Authority and regulated by the
Financial Conduct Authority and Prudential Regulation Authority.Tracey Groves, Founder and Director, Intelligent Ethics
Tracey began by highlighting decide whether suspects should being used to inform decision
the positive consequences of AI be referred to a rehabilitation making. Suspects from deprived
and machine learning. It releases programme or remanded in areas were less likely to be referred
individuals from routine, repetitive custody. to the rehabilitation scheme than
tasks. However, Tracey also otherwise identical suspects from
The problem was, as Tracey
pointed out the risks associated affluent areas. This reinforced
pointed out, that one of the
with AI. She began with the risks existing biases.
categories used to identify the
created by building AIs with bias
risk of future offending was post Tracey’s final message was not to
built into them. As an ethicist,
code information. This meant that be fearful about bias in AI. Instead,
Tracey said that the question is
demographic and socio-economic she said, recognise that it is there
not whether AI itself is ethical, but
information was inadvertently and manage it.
whether the behaviors, values and
governance of those designing,
developing and implementing the
AI systems are.
“Let’s not be
Tracey was clear that machine
learning itself wasn’t inherently
prejudiced. However, it was
fearful about the
learning prejudice from humans.
She gave the example of a UK
police force who were using an
AI solution to inform custodial
risk of bias”
decisions. The algorithm suggests
whether suspects are at a low
or high risk of committing
further crime so the police can
12Dr David Snelling, Programme Director - Artificial Intelligence, Fujitsu
David explained the science and correcting it when it suggests David finished with what he
behind artificial intelligence. an inappropriate wine. believed were the biggest issues to
He began with the definition of consider around AI. He highlighted
Explaining the next level of AI,
intelligence, discussing the stages displacement, and robots taking
David spoke about how AI was
of perception, interpretation and over jobs. He followed with
being used in business processes.
understanding. Using the example transparency, and the need for
Marketing sentiment analysis, for
of a wine database, he explained AI solutions to be able to explain
instance, uses natural language
how a neural network can use the how they come to a certain
processing to identify whether
measurable attributes of wine to conclusion. Finally, David spoke
reviews are negative or positive at
identify new types for you to try, about authenticity – being able to
a large scale. He used a number of
based on the characteristics of distinguish between an AI and a
examples of how businesses were
wines you’ve already said you like. human, sharing a story where he
using AI to evaluate large data
You then teach the AI, approving spoke to three stages of polite AI
sets, or to study ultrasound scans
its choices when they are correct before reaching a rude human in
for anomalies.
customer service.
13Gary Kildare, Chief HR Officer, IBM Europe
Gary spoke about how IBM built likely to meet or exceed financial saw lifelong learning as critical for
diversity and inclusion into its targets. the future, thinking of employees
business from an early stage in as apprentices for life in order to
Gary described how IBM’s values
its 137 year history. He reflected learn, grow and change.
applied across the 170 countries
on how a diverse workforce had
IBM works in, even when the local Finally Gary discussed how data
been imperative on IBM’s ability to
environment doesn’t support was transforming the employee
change and reinvent itself in line
total inclusion. IBM achieves this experience at IBM. Using the
with technological advances.
through three phrases: I believe, data held about career paths
Gary was keen to share the I belong and I matter. This means and histories means they can
business benefits of diversity that everyone is treated as an identify improvements to life at
and inclusion, pointing out individual who chooses to be the company. Gary stated that
that businesses with a diverse a part of IBM and shares IBM’s employees expect the workplace
workforce can expect to see culture and values. to be inclusive, and are growing in
six times more innovation than their expectations. Employers must
Gary shared how structures
homogenous organisations, begin treating employees as a
were changing, with hierarchical
be six times more likely to customer of benefits and services,
structures being replaced by
anticipate change and respond and of the tools and employee
networks of flexible, inclusive
to it effectively and are twice as experience provided.
teams. He also explained how he
“If it’s only what you see and
not what you do, beware”
14Debbie Rotchell, Strategic Consultant, enei
Debbie introduced TIDE, enei’s TIDE covers: Debbie also showed delegates
new benchmark. The Talent how TIDE has been synchronised
• Your workforce
Inclusion & Diversity Evaluation with enei’s equality to diversity to
is the successor to enei’s original • Strategy and plan inclusion roadmap. For each of the
e-quality benchmark. Debbie • Leadership and above sections your results will
explained how TIDE was designed accountability show you what stage you are at
to support the increasingly on the inclusion journey and what
international approach of • Recruitment and attraction actions to take in order to move
organisational D&I. To do this, • Training and development your agenda forward.
enei has made TIDE globally
• Other employment
inclusive, with no mention of
practices
protected characteristics or the
Equality Act 2010. • Communication and
engagement
• Procurement
Click here to find out more about the Talent, Inclusion
& Diversity Evaluation at enei.org.uk/tide
15Diversity is the goal,
inclusion is the method
Include
Introducing the first workforce analytics tool to
quantify inclusion by analysing the language used by
your employees.
Measure and track Diversity & Inclusion in your
organisation and identify future initiatives.
Qlearsite.com Organisational SciencePeter Clark, Co Founder, Qlearsite
Click here to learn more about Qlearsite at qlearsite.com
Peter introduced Qlearsite, a better than closed questions and trained with. He explained how
workforce analytics company checkboxes at identifying what they consciously managed that
which uses AI to help clients people really mean. Explaining that bias in the same way that humans
analyse and understand their checkboxes can only confirm or can manage their unconscious
workforce data. Peter explained deny the validity of a statement, biases once they are aware of
that the use of natural language Peter showed how the nuances of them.
processing meant that Qlearsite’s language can be used to identify
Highlighting how important
technology could understand the the inclusion issues that are
measurement is for inclusion,
sentiment of employee feedback, present inside organisations.
Peter spoke about how having
rather than simply picking out key
Peter discussed how Qlearsite tangible data meant that senior
words.
recognised that its software would managers had clear visibility of
He demonstrated how using pick up bias from the hundreds the organisation’s current D&I
words and open questions was of millions of documents it was position.
17Baroness Ruby McGregor-Smith CBE
Ruby led with her view on how Moving onto inclusion, Ruby Ruby raised the importance of
access to communication was spoke of her concern that whilst aspirational targets and building
changing the way businesses everyone knew it mattered, there inclusion priorities into your supply
operate. She spoke about how was too little action. She referred chains, and the power that larger
mobile devices had revolutionised to how people spoke about organisations have in encouraging
how connected employees were inclusion, wrote about inclusion smaller suppliers to focus on D&I.
and how much the volume of and analysed inclusion, but Finishing with her views on how
data held by organisations had failed to enact real change. Ruby business models would have to
increased. Ruby raised her fear discussed the barriers to inclusion change, Ruby said that businesses
that there was, if anything, too that were easy to remove, such as would have to be more flexible
much data, and that there was a lack of flexible working and lack around the communities they
so much that there was no way it of sponsorship. Speaking of her serve and the people they employ
could be actioned. own experience, she highlighted in order to be successful in the
how important sponsorship had future.
been throughout her career.
18Leading the change About enei The Employers Network for Equality & Inclusion (enei) is the leading employer network covering all aspects of equality and inclusion issues in the workplace. It is the only not for profit organisation in the UK supporting employers on all of the Protected Characteristics within the Equality Act 2010. enei has over 300 members who employ over 3.5 million people in the UK. For further information please go to www.enei.org.uk. © Employers Network for Equality & Inclusion (enei) 2018 Registered Office: 32-36 Loman Street, London, SE1 0EH Registered Company No: 04549009 Registered Charity No: 1101366 (England & Wales)
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