The Allyship in the Workplace Conference 2025
Past and Present Supporters Include
Overview
Workplace allyship is when a person of privilege works in partnership with a marginalised group of people to remove the barriers that challenge their rights and status in the workplace. While the UK’s workforce increases in its diversity and inclusive initiatives become the forefront of HR strategies, a 2025 study of 4000 people from Ciphr revealed:
Get in Touch
Agenda
Registration
Chairs Opening Remarks
Dr Maja Kutlaca, Director of EDI, Durham University (CONFIRMED)
Keynote: Ensuring Collective Allyship within Workplaces
- Encouraging staff to recognise microaggressions and speak-up when witnessing discrimination
- Guidance on building the concept of allyship into staff development programmes and workplace policies
- Strategies for involving minority groups in developing and delivering inclusivity training and educational interventions
- Creating pathways for equitable career progression for staff from marginalised backgrounds
- Engaging with leadership teams in discussions on allyship
Senior Representative, Inclusive Employers (CONFIRMED)
Keynote: Women’s Allyship in Action
- Ensuring employees are aware on what constitutes sexual harassment, such as, inappropriate comments and uneven power dynamics
- Engaging men as allies by encouraging active support and promoting shared responsibility in workplace inclusion
- Ensuring career paths and opportunities for women are fair and equal
- Requiring leadership to be proactive when supporting women in the workplace by implementing strict policies, conducting regular training and ensuring the HR team is equipped to support women through clear reporting channels and resources for career advancement and well-being
Dana David, D&I Lead, ENEI (CONFIRMED)
Case Study: Allyship for Neurodivergent Individuals in the Workplace
- Encouraging flexible workspaces and practices that accommodate neurodivergent needs
- Ensuring leadership and HR teams have a strong knowledge on the unique challenges neurodivergent people face in the workplace
- Highlighting the desire of neurodivergent individuals for clear and honest communication, rather than relying on potentially contradictory body language
- Valuing a diversity of perspectives and not making assumptions about someone based on their neurodivergent status
Professor Amanda Kirby, Honorary Professor, Cardiff University (invited)
Questions and Answers
Comfort Break
Breakout Networking: Navigating Challenges and Collaborating on Strategies to Promote Allyship Initiatives
This session will provide you with the opportunity to discuss the main challenges you face in promoting allyship initiatives across all organisation’s levels. We encourage you to share what strategies developing to engage employees in workplace allyship. Take this time to share your experiences and network with senior colleagues.
Keynote: Supporting Allyships with People from an Ethnically Diverse Background
- Listening to the experiences of colleagues from diverse racial backgrounds
- Speaking up when witnessing racism or stereotyping in the workplace, whether in meetings, hiring practices, or day-to-day interactions
- Advocating for organisational policies that address racial inequality, such as diversity recruitment, inclusive leadership development programs
- Examining biases within leadership teams that affect whole workplace cultures
Richard DeNetto, Chief Executive Officer, Change the Race Ratio (CONFIRMED)
Keynote: Allyship in Action: Redefining Meritocracy
- Strategies to improve the representation of women, ethnic minorities, people with disabilities and members of the LGBTQ+ community across the national workforce
- Redefining meritocracy by broadening its scope to include other abilities, backgrounds, skills, reasoning approaches, and influences within it
- Addressing the salary gap and attracting a diverse workforce
- Encouraging inclusive recruitment practices by challenging biases, implementing blind recruitment strategies, and diversifying selection committees
Mark Harrison, Head of EDI Transformation, The Chartered Institute of Building (CONFIRMED)
Case Study: Workplace Allyship for Trans-people
Many trans people still face multiple barriers that prevent them from reaching their potential in the workplace and many workplaces are not able to attract and retain the best talent from this community. During this session, we’ll explore some of the practical ways that you can create a more trans inclusive workplace, including:
- Ensuring that your policies are inclusive for trans and non-binary people
- Supporting people to use inclusive language in your workplace
- Encouraging your colleagues to develop their understanding of trans identities and experiences
Senior Representative, Stonewall (CONFIRMED)
Questions and Answers
Chairs Closing Remarks
Dr Maja Kutlaca, Director of EDI, Durham University (CONFIRMED)
Conference Close
Previous Speakers
Lakechia Jeanne
Founder & Editor
Girls in Science
Amy Smith
Diversity and Inclusion Lead
Business in the Community
Dr Jill Miller
Senior Policy Advisor
CIPD
Daniele Fiandaca
CEO
Token Man
Testimonials
An excellent event giving opportunities to learn from a diverse set of professionals and organisations.
Fantastic session with great networking opportunities and practical takeaway’s which I would consider implementing in my organisation.
A varied selection of speakers, interesting presentations and relevant content.
A useful and thought provoking event.
Why you Should Attend
Why Attend?
✓ High-level keynotes on the latest guidance on equality, diversity, and inclusion in the workplace
✓ Listen and learn from best practice case studies on developing inclusive policies, creating allyship networks, and centring allyship in recruitment and retention initiatives
✓ Networking opportunities with speakers and senior colleagues from across the public sector
✓ 4 hours of CPD points towards your yearly quota
Who Should Attend
| Job Title Examples | Organisation Examples |
| HR Managers | Universities |
| DEI Officers | Trade Unions |
| Union Representatives | NHS |
| Charity & Advocacy Leaders | Small Businesses |
| Recruiters | Local Government |
| Executives | Charities |
Pricing Options
PRIVATE SECTOR
Your delegate place at this leading conference gives you: Full access to the conference; E-guide; Networking opportunities during the day; Access to presentations post conference; 8 CPD Point
PUBLIC SECTOR
Your delegate place at this leading conference gives you: Full access to the conference; E-guide; Networking opportunities during the day; Access to presentations post conference; 8 CPD Points.
VOLUNTARY SECTOR
Your delegate place at this leading conference gives you: Full access to the conference; E-guide; Networking opportunities during the day; Access to presentations post conference; 8 CPD Points.
Sponsorship
Raise your Profile, Showcase Your Solutions, Generate New Business
If your products, services, and solutions can support our audiences in their roles, and you want to make connections and generate new business with key stakeholders, decision makers, and influencers, then please contact us HERE
IMPORTANT: There are only a small number of sponsorship opportunities available to ensure maximum exposure and ROI – contact us today to secure your place.
Virtual vs F2F
Whilst F2F provide better options for networking, there are many distinct advantages of sponsoring our online conferences including:
- Wider geographical reach of delegates and a different audience who prefer online to f2f
- Lower sponsorship package costs
- No travel/accommodation
- Less time out of the office
- No stand materials required (lower costs)
- 1 of only 2 sponsors involved – less competition on the day
- Prime speaking slot in the morning of the conference including Q&A – less distractions and easier for delegates to hear/absorb information
- Receive all delegate data after the conference to follow-up directly with those who attend and don’t attend (small % but still key stakeholders)
- Ongoing exposure via OnDemand access (coming soon)
To find out more and discuss your specific objectives, please contact us below:
