The discussion will delve into what psychological safety is and why it's key to creating a supportive work environment. People need to feel safe to share ideas without the fear of being judged. We'll look at ways to build this safety, like listening well, being clear when we talk, and valuing different backgrounds. Leaders and organizations can help by giving mental health support, making it easy to give and get feedback, and promoting a good balance between work and life. Those who join us will learn useful tips and steps to make their workplace safer for everyone's mental health. This can lead to better well-being for all employees.

Diversity is about hiring a wide range of diverse candidates. Equity is about recognizing that each person has different circumstances and allocating the exact resources and opportunities needed to reach an equal outcome. Inclusion refers to how the workforce experiences the workplace and the degree to which organizations embrace all employees and enable them to make meaningful contributions. But have you considered the accessibility aspects in these areas? What does accessibility entail? Let’s find out more together about accessibility and digital accessibility.

How does the search for work-life balance impact our lives, for better or worse? Aiming for a balanced life can help both our work and home life. In this session Maria Zarotiadou will explore strategies to achieve this equilibrium, understand the challenges that may arise, and prioritize self-care in the pursuit of a harmonious lifestyle.

We will also delvel into how to embrace the importance of maintaining a healthy balance between professional responsibilities and personal well-being, and enhance our overall quality of life to foster greater fulfillment in all aspects of our daily routines.

Session on the topic of 'Women in Cybersecurity' and how to build DEI&C awareness, capability and competence across communities. Discussion, including reflexions on how cybersecurity could become an interesting path for women. Education to cybersecurity and mentorship programmes are among the ideas that will be touched for empowering women in the cyber communities and addressing the gender gap in the cybersecurity workforce. During the session we will discuss how to retain talents in the cybersecurity sector, as well as challenges and solutions for building diversity, equity and inclusion across the cyberspace.

The session seeks to identify adverse workplace experiences contributing to an overall sense of exclusion among women and underrepresented individuals. These experiences significantly impact satisfaction levels, productivity and retention.

Organizational purpose has a big impact on its mission, customers, employees, and how competitive it is. Today, businesses are expected to tackle social issues like racism, inclusion, the climate crisis, and sustainable development.

Leaders face the question of how to use their corporate voice and influence. We chat with executives who are actively shaping their company's values to create a diverse and inclusive culture.

Our panel discussion looks at diversity, equity, and inclusion (DEI) in driving positive change. The panelists will challenge the usual way of doing things and share DEI strategies and best practices for organizations. They'll talk about DEI as a shift in culture, not just a set of rules. They'll look at how to make DEI a part of the core values and everyday actions.

Discover strategies for women in tech to achieve greater success through self-belief. Learn the importance of being present, seizing opportunities, and the transformative power of active listening. Embrace a proactive approach to change, shift perspectives, tackle challenges, and leverage your unique strengths for professional growth in the dynamic tech landscape.

Join us for a fireside chat where we will explore the prerequisites for a contemporary work environment and discuss the future of work. We'll delve into how diversity, equality, inclusion, and collaboration can attract exceptional talent and cultivate committed employees. Additionally, we'll examine the evolving HR functions and workspaces in response to these advancements. As technology advances and the nature of work evolves, it's crucial for organizations to adapt and establish an environment that supports employee well-being, productivity, and growth.

Attendees will gain valuable insights into the challenges presented by remote and hybrid work models and their impact on the employee experience. Our panel of experts will share experiences, best practices, and strategies for navigating this changing landscape, fostering a culture of innovation, collaboration, and engagement.

Being an inclusive organization that thrives on diversity, providing equal opportunities regardless of race, color, religion, age, disability, sexual orientation, or gender identity, Coca-Cola HBC nurtures a culture where every individual contributes to collective success. It is committed to fostering an advanced digital workplace that empowers and values every voice, making this way DEI part of its corporate culture and its transformative power a compelling narrative of how values shape a company’s future. 

During the session, Eleni Papathanasopoulou, Digital & Technology Platform Director will unveil Coca-Cola Hellenic's unique approach to nurturing female leadership and fast-tracking talent to senior roles within the Digital & Technology Function and how tech merges with the fizz of Diversity, Equity, and Inclusion, fueling innovation and change.

This session will be revolving around cultivating and maintaining a DEI working culture: Diversity cannot exist alone. For diversity to thrive, inclusive attitudes and practices must be in place. - The role of 'psychological safety': How to support team members, regardless of their background, to feel accepted and respected. - GWI recommendations when fostering an inclusive environment across multinational and multilocational teams. - The overall impact of remote work on DEI and simple tricks to overcome daily challenges.

Over the next five years, efforts to increase gender diversity in boardrooms will intensify. This push is driven by stakeholder pressures, government regulations, and cultural shifts. However, achieving true gender diversity involves more than just quotas; it also requires addressing biases, providing mentorship, and creating inclusive policies.
The upcoming panel discussion aims to underline the importance of gender diversity in corporate leadership and explore ways to instigate meaningful change. Panelists will share insights on the current state of gender diversity in boardrooms, discussing both progress and challenges. They will highlight the benefits of diverse perspectives at decision-making levels, which positively impact organizational performance and success.
Panelists will also address barriers that impede women's advancement, such as unconscious bias, limited mentorship opportunities, and systemic inequalities. Strategies for overcoming these obstacles will be explored, including inclusive hiring practices, supportive work cultures, and leadership development programs for women.
Moreover, the panel will stress the role of men as allies in promoting gender diversity, emphasizing the need for male leaders' active support and advocacy, and the establishment of gender balance policies.

Discover how Kaizen started its journey to create a strong 360 wellbeing plan, aiming to meet the varied needs of its workforce. This includes 43 nationalities, four generations, and different job roles. Its "Better You" strategy at Kaizen is built on three pillars: Health & Safety, Mental & Physical Wellbeing. Internally they learned that success in wellbeing doesn't come from costly or trendy programs but from those that truly benefit its employees. A top-notch workplace wellbeing approach begins from the ground up. It's a dynamic process that evolves with regular reviews and changes based on feedback.

In a world that is changing. promoting the acceptance of diversity and an inclusive approach in every aspect of life, in corporations we still talk about a shared cultrure. Is this culture designed based on common values that are cultivated within the organization? Or is it an "excuse" for leaders to continue hiring the people that remind them most of themselves, and are -consequently- easier to manage? Being biased is more "normal" than what we believe. Neuro science helps us understand and deconstract the myth of bias being a malpractice of leadership, but still leaders need to constantly get trained in reviewing their biased and creating a working environment of justice and development opportunities. It is a matter of human rights, afterall, and leaders should rise to this high purpose, more than anyone else.