Best Practice Events


Do you want to:

  • Learn what’s new from other professionals in Gender Equality, Diversity & Inclusion?
  • Build strong connections with people in D&I in an informal setting?
  • Feel supported and understood in your role?
  • Renew your inspiration and motivation to continue your work for more gender balance?

Then do join us at these Best Practice events on Gender Diversity. These events started because I love to bring people together that I feel really need to meet each other. I was keen to learn from them, and keen that we all learn from each other. The events still serve that same purpose. And they are achieving their aim, people love coming, sharing their experiences and building new connections.

Who it is for

Professionals in Gender Diversity, Gender Equality, Gender Balance and Inclusion. HR Managers, Directors keen to improve gender balance, and anyone keen to learn from others on how to create gender balance.


  • 30 min informal chat
  • 15 min each participant introduces themselves
  • 45 min facilitated discussion on the topic

The number of participants at Live Events is limited to 12. That way everyone can share their insights, questions and ideas and we really get to know each other.

These events are for charity

I feel strongly about building a better world for women. That’s one of the reasons I work in this field. I do my bit, and I bet you do yours to help build a better world. Most of us though are incredibly privileged. I work with organisations as that’s where my experience is, and where I can feel I can help most.

However I really do care about less privileged women too, and wholeheartedly support anyone working with women. That’s why I will donate your complete ticket price to a women’s charity.

Upcoming Best Practice Live Events

  • Changing Culture for better Gender Balance, Thursday 1 Nov 2018, 12.30 – 2.00 pm, Central London  – Gender balance used to be about starting a women’s network, or sending women on a leadership programme. However, increasingly organisations are catching on that if you really want balance it’s about changing culture. How do you change culture? How do you get people to realise it’s about culture? Where do you start? What worked for you, and what didn’t?

BOOK NOW for 1 November- 12 places ONLY

  • New developments in D&I, Thursday 10 Jan 2019, 5.30 – 7.00 pm, Central London – we start the year by looking back and follow that by looking forward. What’s happened this year in D&I? Which terminology has changed? Where do you see D&I going? What results did you achieve this year? What worked and what didn’t? What are you aiming for in 2019?

BOOK NOW for 10 January – 12 places ONLY

  • Engaging Senior Leaders – male and female, Wednesday 13 March 2019, 12.30 – 2.00 pm, Central London – We all know that without the top engaged gender balance is impossible to achieve. But how do you engage senior leaders? What about female leaders? Do pledges and awards work? Is it about individual conversations based on appreciative enquiry? Is it about hard evidence or about personal experiences?
  • Advancing women to senior levels, Tuesday 9 July 2019, 5.30 – 7.00 pm, Central London – One of the leading causes of the gender pay gap is the fact that in many organisations there are less women in senior roles. Women leadership programmes aren’t enough to fix this. But what is? What have you done to make sure women do move up? Have you worked with balanced shortlists, women returners, special fast track programmes for women? How did you change advancement processes and competency frameworks? What worked for you?
  • Getting started with D&I, Tuesday 5 Nov 2019, 12.30 – 2.00 pm, Central London – You – or your senior management – has identified gender balance needs to be improved. But where do you start? What do you need to do first? What follows next? How do you find out what the most effective programme is for you? Where does it sit in the organisation, who should be involved and who should be responsible and accountable? Join us and share where you started and what you would do differently if you had to do it again.


Upcoming FREE Best Practice Events on line

Building a gender balance action plan, Tuesday 12 Feb, 1.30 – 2.30 pm It’s the 2nd year organisations are required to publish their gender pay gap. Have you made any progress? If not, what will you do next year to move forward? Where do you start with reducing the gender pay gap? How do you create new momentum? What kind of initiatives work, and which ones do you minimum need to have to make any progress? Do you work on recruitment, selection or advancement processes, do you work on culture, or do you start with women leadership programmes and women’s networks? Join to share your experience, learn from others and get inspired. 

BOOK NOW for 12 February – On Line Event

Building the business case for gender diversity, Tuesday 9 April, 1.30 – 2.30 pm – There are many reasons for organisations to decide to do more on gender balance. What is driving it in your organisation? Do you need a business case? Do you adapt it for each department or person? Which arguments are most successful to drive this in your industry, and in your department? Did gender pay gap reporting work? Where do you get numbers for your industry and is it all about numbers? Join to share your experience, learn from others and get inspired.

Interview & round table Q&A: D&I Champion TBC, Thursday 9 May, 1.30 – 2.30 pm

Selecting and hiring for gender balance – Wednesday 12 June, 1.30 – 2.30 pm – You have managed to receive a good number of CVs from women, and/or you have got the 50/50 shortlist. But how do you now make sure hiring is balanced? I will spend a few minutes presenting what we know from science, but am much more interested to hear what you do in practice. How to ensure it’s fair for both men and women? What are the best interview questions? Do you change your questions to accommodate female preferences? Does the gender of the interviewer have an impact? What traits to look for? Do you change your job requirements to include both typical male and female characteristics? And if you do any of these things, how to make sure the interviewers actually take on board your guidance?

Interview & round table Q&A – Achieving Diversity Aims at Manchester Police and Fire Service, Thursday 26 September, 1.30 – 2.30 – Over the past  years Colin Barnes has worked tirelessly to achieve better diversity, first in addition to his role as a PCO at Greater Manchester Police and over the last 2 years full time at Greater Manchester Fire Service. His motivation: it works, “I have seen that on the beat the only way to get real results is by having people in the team who are representative of the people in the neighbourhood”. Over time he has figured out what works to recruit, select and then integrate more diverse groups and is keen to share his learnings.

Recruiting women – Best initiatives for women in tech & engineering,Tuesday 15 Oct 1.30 – 2.30 pm – I know that over the last couple of years lots of initiatives have been started to get more women into tech and engineering. Wouldn’t you love to know what they are, and which ones are working? I would! So come and share what you know, and hear from others what they have seen or tried. Perhaps you can even bring a list of your favourite ones. It could be anything, ranging from awards to returnships to girls in primary school. Join to share your experience and learn from others.


These events are kindly supported by: Empiric Recruitment, CuroCorp