13 - 14 March 2018 | Australia

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View Final Program - Diversity and Inclusion 2018

We know there are a lot of D&I conferences, whether niche or broad, in the market. But our focus is different; we want to help you develop the capacity and capability to measure the commercial results your efforts are having to help gain further resourcing and support from the top.

Whether LGBTI, indigenous inclusion, female or cultural representation in leadership, whatever your diversity stream, the themes of embedding and measuring the results of your strategy are very similar. 

With this in mind, the Diversity and Inclusion Summit has been designed to help you develop, embed and measure the ROI of D&I to boost innovation, customer service and competitive advantage.

Case Study

Telstra: Integrating a Global Diversity & Inclusion Strategy that Drives Staff Engagement and Improved Customer Experiences

Ahead of the Diversity and Inclusion Summit 2018 we chat to Lynne Barry, Global Head of Learning and Development, Inclusion and Diversity and Leadership Strategy at Telstra. In this article Lynne chats to us about Telstra’s D&I strategy and explores the strategies used to drive inclusivity, engagement and improved customer experiences. 

Making D&I a Priority: Embedding a D&I Team within Your Organisation for Improved Results

Ahead of the Diversity and Inclusion Summit 2018 we chat to Kate Russell, Principal Diversity Advisor at the NSW Department of Planning and Environment (DPE). As a proud Awabakal woman from Newcastle in northern New South Wales, Kate chats to us about key initiatives the NSW Government DPE has developed, including the creation of a focused D&I team, to help improve diversity, meet state-wide targets and achieve superior experiences for employees and the community. 

Fast Track Your Attendance

Fast Track Your Attendance

Want to fast track your attendance to the Diversity and Inclusion Summit 2018? It's easy! Simply fill in the registration form and email to registration@iqpc.com.au


Creating and Embedding a D&I Strategy to Enhance Collaboration, Innovation and Customer Experience

Ahead of the Diversity and Inclusion Summit 2018 we explore the strategies used by six organisations to create, embed and deliver a diversity and inclusion strategy for enhanced wellbeing, collaboration and innovation and delve into how these are creating exceptional customer experiences.  

News Article

Diversity linked to better financial performance, report finds

Companies that have high levels of ethnic and gender diversity across their workforce and at board level are more likely to exceed the average profitability margin, according to consultancy McKinsey & Company.

Its Delivering Through Diversity report claimed that companies in the top 25% for ethnic diversity were 33% more likely to achieve profit above the industry average EBIT (earnings before interest and taxes) margin than those in the bottom 25%.

Without inclusive leadership, diversity benefits don't accrue

Most leaders now believe that having a diverse and inclusive culture is important to business success. In fact, two thirds of a recent Deloitte survey of 10,000 global leaders tell us so. But here's the rub: far fewer know how to achieve that goal.

An exception is Qantas CEO Alan Joyce. He attributes the spectacular transformation of Qantas to its ability to harness diversity and inclusion. How did it happen? According to Joyce: "We have a very diverse environment and a very inclusive culture," and those characteristics "got us through the tough times ... Diversity generated better strategy, better risk management, better debates, [and] better outcomes."

How to win the diversity battle: Tips from Atlassian’s Molly Hellerman

Is tech a boys-only club? So it seems. But the light of smart and powerful women is finally shining bright. We root for excellence and justice and, above all, we want meritocracy to win. This is our way of giving women in tech a shout-out.

A research study by The National Center for Women & Information Technology showed that “gender diversity has specific benefits in technology settings,” which could explain why tech companies have started to invest in initiatives that aim to boost the number of female applicants, recruit them in a more effective way, retain them for longer, and give them the opportunity to advance. But is it enough?