Daniel provides a radical new framework for thinking about AI, and discusses how organisations can practically adopt these technologies and avoid being seduced by the hype. He argues that whilst these technologies are incredible at creating growth and streamlining operations, for companies to stay innovative they need to also use AI to unlock the creative capacity of their workforce. Daniel also covers the macro impact these technologies may have over the coming decades.

• Mental health is the biggest driver of long term sickness absence, why are businesses not taking it seriously enough?
• Understanding how the political, financial and environmental climate can have an impact on employees' mental health.
• Increasing support for staff during periods of change and understanding how this might affect them in the workplace.
• Recognising that each individual will be facing unique challenges and implementing practical strategies to support employees.

• What strategies can be used to help support teams manage rising workloads? 
• Using diagnostic questions as a method to assess knowledge and understanding quickly and accurately.
•  Gain insight into how you can utilise performance consulting to create a learning impact.

• Making sure core values are reflected outside of your organisation. 
• How can we keep values alive and inspire people at work? .
• What are the implications of getting your messaging wrong? 
• How can AI be used to enhance and streamline internal communications

Explore the dynamic nature of workplace wellbeing and the diverse perspectives of stakeholders involved. This session will delve into specific factors that can influence workplace wellbeing, emphasising measurable aspects and offering insights on how businesses can proactively contribute. 

 This interactive session will delve into additional facets, fostering a deeper understanding of the subject. The audience is encouraged to reflect on these insights and explore avenues for enhancing wellbeing within their respective companies. This multifaceted approach ensures a holistic grasp of the changing dynamics in workplace wellbeing and inspires actionable steps for organisational betterment.

Readily-accessible generative AI is poised to reshape job roles and skills. Future-proof your organisation with insights on what L&D strategies should be adopted to meet evolving skill demands and to harness AI for upskilling and reskilling.

• Learn how to develop crisis plans and conduct risk assessments.
• Discover ways to prioritise ethics when making decisions during a crisis.
• How to establish open communication and decision-making with key stakeholders.
• Develop leadership skills that can adapt to different situations and promote sustainability.
• Learn how to evaluate post-crisis situations for continuous improvement.

In 2024 chances are high that your People team is looking to hire, keep great talents in the business, or develop, up- and re-skill employees. Cracking the code of successful talent management and employer branding is a much-discussed topic, but how do you unlock what’s important to your workforce? 

In this session you will gain insight into: 

• what drives new joiners and keeps them for longer 
• research on main drivers of engagement
• the cost of not acting & what causes it 
• why feedback and recognition build talents

• Defining diversity beyond traditional demographics
• Effective strategies for cultivating a more diverse workforce
• Attracting diverse talent through inclusive job descriptions and recruitment strategies
• What adjustments can be made to support everyone at work?

Television presenter, journalist, and media personality, Stacey specialises in social-issue-themed television documentaries and was appointed a MBE for services to broadcasting. She will speak on a variety of hard-hitting subjects including modern slavery, mental health, ESG and gender equality.

In today's rapidly evolving business landscape, the ability to adapt to change is paramount for organisational success. This presentation explores the contrasting approaches of companies that thrive by fostering a culture of change versus those relying solely on change programs. Attendees will gain insights into the dynamics of organisational culture, leadership strategies, and the role of change initiatives in driving sustainable transformation. By understanding these nuances, participants will be equipped to navigate their organisations through change effectively by cultivating adaptable cultures rather than one off change programs.

Is it time to start practicing what we preach? HR practitioners are often busy ensuring employee health and wellbeing stays on the agenda, and developing strategies and interventions to address any issue. But should this be to the detriment of our own self-care? Our session explores how people professionals can prioritise and role model self-care, and the impact this has on overall employee wellbeing.

A thought-provoking discussion exploring the delicate dance between decision-making and information gathering and help us unravel the paradox that challenges us to navigate the fine line between decisive action and the pursuit of knowledge.

Deciding to hastily risks incomplete understanding, while excessive information seeking may lead to indecision. 

How does organisational culture, or the preferences of our leaders and people, potentially impact our ability to navigate this opportunity.

Join the CIPD Trust and their expert panel to learn more about supporting refugees to translate their skills to the UK and flourish in work.

• The impact of social class in different industries and why we have so far to go 
• Understanding the nature of intersectionality and how privilege comes in different forms 
• Why accountability is important in order to define a baseline workforce demographic to work from 
• How investing in social mobility can pave the way for changemakers and have a greater impact on the world of work

• Are the human and people skills more important than ever to co work and manage generative AI?
• The people professionals role in managing AI —How will we guide responsibly and ethically as usage evolves?
• How can people professionals gain maximum advantage from AI?
• AI guidance and legislation – are guiding principles enough?

• What is the first step to measuring the correct KPIs?
• Exploring measures of engagement that are suitable for different goals
• What to do to improve employee engagement and reevaluate the impact of different initiatives
• What are the implications of a disengaged workforce and how to avoid them?

Long-standing career advice and axioms are fast losing validity in the workplace of 2024, as new technologies gain ground and people across the UK strive to redefine the place of work in their lives. What were once regarded as privileges are now priorities, and employees are increasingly emboldened to make their voices heard. All of which makes listening to their opinions imperative for HR and payroll leaders. 

In this session you will hear insights into a range of topics that matter to UK workers, including: 

• Job security and pay 
• Skill development and career progression 
• The developing role of DEI 
• Hybrid and remote work 
• Stress and mental health.

The Gender Health Gap, where women experience poorer health outcomes than men, is still prevalent across the UK. It is impacting women’s physical and mental health in their personal lives, but it is also having a significant effect on women in the workplace. This session will explore it’s impact on women’s professional development, the discriminations they are experiencing and how employers can better support their health and wellbeing, to close the Gap for good.

Only you can change your company culture. But why should you want to? The bottom line. What have wellbeing at work, mental health days, and toxic corporate culture got to do with the bottom line? What matters for profitability is productivity, sales, competitiveness, margins, right? Exactly. How productive is a team whose physical wellbeing is poor? How strong are sales when the sales team are off on mental health days? How competitive is a company where management and leadership are not aligned? Join this workshop and gain insight into: 

• What defines a toxic workplace culture 
• How to assess your workplace culture 
• The steps needed to turn workplace culture around 
• Driving change through small, daily behaviours 
• racHow behaviours influence culture.

AI is reshaping the world of work yet for many it is still shrouded in mystery. Join us to learn how organisations can embrace transparency to ensure AI integrations and their benefits are visible and understood. We’ll cover employee expectations, driving buy-in through transparency and the importance of responsible AI.

• Unlock innovation through neurodiversity
• Create inclusive policies and practices
• Fulfil DEI commitments with neurodiversity in mind
• Inclusive tools that maximise talent in the workplace

Discover what an employee experience gap looks like and the impact it can have on your workforce. 

Learn how to bridge this gap by clearing communication roadblocks. 

Discover which tools will improve and enhance engagement with your team. 

Find out why focusing on outcomes over activity helps employees curate their journey.

• What key behaviours are associated with effective line management and how can they be learnt and refined?
• Increasing the prioritisation and capacity for organisations to supply learning and development initiatives to support the development of leadership.
• How can you be a good leader in a hybrid environment which has created more siloed working styles?

• Leading, supporting and improving a culture of wellbeing. 
• Why people are the biggest asset to every organisation. 
• Top tips for creating a healthy workplace culture. 
• Supportive management to ensure an organisation is ‘high performing’. 
• The work-life balance in the ever-changing workplace and how wellbeing feeds into this.

• Understand how AI is radically transforming learning and development, making traditional approaches obsolete. It's adapt or fall behind.
• Learn how to intentionally harness AI to meet the fast-changing skills needs of every employee.
• Discover strategies to leverage AI for creating more engaging, interactive, and effective learning environments.
• Walk away with actionable insights on integrating AI and automation into your learning and development strategies to stay relevant and competitive.

The Post Office/Horizon scandal showed how damaging over-trustfulness in technology can be. As AI becomes more embedded in digital HR solutions, how can people professionals use them responsibly? In this session we share AI governance and assurance approaches to derisk and build trust in AI in HR.

What adjustments can be made to ensure every mind is included? 

What benefits could neurodiversity bring to the workplace and what are the risks to businesses and individuals of not being neuro inclusive? 

How to better understand neurodivergent conditions and how they affect ways of working.

Training line managers on best practice and working alongside staff with neurodiversity to create an inclusive culture

Alex, the first female Chief Executive of a major UK broadcaster, has transformed Channel 4 into a digital-first public media company. In this fireside chat she will discuss the pressures of leadership, and why it's important to create an honest and open culture. She'll also discuss the key principles behind embedding diversity, inclusion and equity in your organisation.

In this thought-provoking talk, Prudence Pitter will share relatable scenarios, highlight challenges leaders face, and emphasize ways leaders can shift their mindset from leadership survival to being a role model for thriving in the workplace. Learn ways to navigate the inevitable changes that occur in the workplace, build resilience, and focus on emotional intelligence and psychological safety. During the discussion, attendees will also learn ways to stay connected to and improve the organisation’s culture. Learn tips and tricks to: 

• Adapt while focusing on continuous learning - The best leaders balance change and continue to evolve 
• Keep Inclusion and two-way communication strong - Emotional intelligence and psychological safety go hand in hand and strengthen the organisation’s culture 
• Balance and work and life - Being a role model in and out of the workplace is an admirable leadership trait.

Low engagement not only drains employee morale and productivity but also significantly affects retention – costing the global economy trillions. Despite the high priority many businesses place on employee engagement, the majority of solutions fail to address the specific needs of frontline workers. To get to the root of the problem, we spoke directly with frontline workers, gaining invaluable insights into their needs and perspectives. 

Join HR technology expert Luke Boshoff, as he explores these raw frontline perspectives and shares actionable insights for you, including: 

• Why engagement initiatives consistently fail frontline workers
• What frontline employees genuinely think, want, and need 
• Real-world success stories from global brands like McDonald's Germany, Bosch, and Porsche 
• How to pick engagement solutions that embrace the diversity of your frontline.

• Removing taboos and creating open and honest conversations about mental health in the workplace.
• Normalising leaders talking about mental health and showing that vulnerability can be a strength, not a weakness.
•  Encouraging self-care across the people profession and communicating what support is available.
• Tackling stress and burnout and creating working environments where work-life balance is prioritised.

In a world where leaders are faced with mounting expectations and ever-expanding job roles, identifying those best placed for success is becoming more and more complex. Do success profiles really work? Should you focus on capability, skill, mindset or personality? How do you move past ‘words on a wall’ to create true value for the business? During this session, we’ll dig into the data and make sense of the noise to examine the foundations of effective leadership and simplify the complex world of success profiles.

• Considering a ‘bottom-up’ approach where employees can have meaningful input on the organisations and projects your company supports. 
• Developing partnerships within your community to help aid meaningful change within your local community. 
• Intertwining your commitment to corporate social responsibility with company values to create purpose.
• Measuring and reporting on corporate social responsibility within your organisation and communicating the successes with stakeholders.

“DEI must DIE” according to one high-profile figure, but to what extent is a growing backlash toward equality, diversity and inclusion (EDI) genuine, and what lies at the root cause of growing disengagement? Many of the disengaged would argue EDI has become too complex. But is there now an opportunity to take note, understand and learn from these challenges to simplify the focus of EDI to a set of equalities principles and measures?

Transparent and honest communication is fundamental to establishing a psychologically safe environment and culture. It’s also a critical component to building interpersonal trust and supporting a healthy functioning workplace. But what does it take to build psychological safety in organisations and why is it critical when it comes to delivering difficult conversations?

• The role employee appreciation and support plays in boosting morale and wellbeing 
• The power of a robust employee-first strategy to enhance the employee value proposition 
• Tips to align your total reward package with evolving employee demands.

• How can you build a positive organisational culture under a hybrid model? 
• Adopting mindful approaches to technology that focus on maintaining a work-life balance. 
• Building a sense of belonging through keeping teams connected when working flexibly. 
• The role of line managers in checking in on employees and creating safe spaces to raise concerns.

• Why we should focus on building a learning culture based on strengths.
• Strategies to ensure this is embedded effectively in a time-poor work environment.
• How to build this into a team environment to encourage peer support for development.

Case study 1 The new HR playbook – HR transformation in the digital age 

The presentation will overview proven, practical frameworks to navigate a successful HR transformation that supports your organisation in remaining competitive in the digital era. Successful HR transformation requires a holistic approach that combines people, processes, and technology to create a more agile, efficient, and strategic HR function that aligns with the organisation's goals. 

• Setting the transformation roadmap - from What to What ? 
• Aligning with business strategy and key stakeholders 
• Leading and embedding cultural change 
• Talent management 
• Measuring success 

Case Study 2 - Building a digital community for employee engagement 

An HR-driven initiative with wide-ranging impact that changed how employees dispersed in time and space connect with each other and strengthened organisational belonging.

• Build your capacity to really listen and be confident in the moment 
• Learn how the improv mindset can spark creativity and lead to a more engaged workforce 
• Enhance rapport in person or virtually

• Discover what employees' expectations, needs and wants are throughout different stages of the life cycle and how you can manage them. 
• With geographically dispersed teams and employees having radically different expectations, how can you re-engage and retain employees? 
• How can you create a more connected employee experience that builds advocacy?

From widespread discrimination masked by abusive NDAs to the childcare crisis, mothers across the UK have had enough of being sidelined and stereotyped in the workplace. We’re demanding change. This session will explore the shocking (and to the working mothers amongst us, the shockingly familiar) reality of how the motherhood penalty affects women’s working lives, what we can do about it, and how you can help.

• The shift in creating an engaged and resilient workforce to make people and organisations agile.
• Investing in cross functional relationships for L&D teams.
• Developing L&D practices to support teams in bouncing back from step backs, adapting to change and being ready for what comes next.

• How do you get started with sustainability?
• What does it mean to instil sustainability at every level of the business?
• Boosting engagement amongst employees through clear communication and ensuring employees understand the wider benefits.
• Exploring the role of the people profession in getting employees on board with sustainable initiatives.

• What are the potential biases involved in machine learning? 
• Avoiding biases in recruitment when using AI 
• How to use AI to promote diversity and revolutionise inclusive practices 
• What are the ethical implications of AI in the ED&I space?