WorkPride 2025: Day one recap and best bits
June 16, 2025Day 1 of WorkPride 2025 kicked off with a series of compelling sessions focused on advancing diversity, inclusion, and equity in the workplace. From inspiring panels on unconscious bias, to safe environments and inclusive leadership, each discussion aimed to provide actionable insights for organizations and professionals alike.
Here is a recap of the activities from Day One.
11:00 AM – Opening Keynote: The Transformative Impact of Inclusion and Belonging Programs
This keynote explored how organizations are developing and implementing inclusion initiatives to foster a true sense of belonging among employees. The session emphasized the importance of culturally aware programs, ERGs and AI alike, that support diverse identities and create a supportive environment where everyone can thrive.
Angela Qithi, Global Inclusion Leader: “I think if many more people would travel and just see different angles of the world, all of this stuff that has us needing structured inclusion programs would be minimized, because you'd get to understand that life is big, life has more, life has different people.”
Kirke Weaver, Organon: “If you feel that you're truly accepted, where you feel like you truly belong, you're going to have improved mental health. It's important for all of us to recognize that there are real people with real struggles and real issues around acceptance and belonging. The more we can create that atmosphere and community, the more it's not just a business benefit, but a personal and human benefit as well.”
12:00 PM – Mitigating Workplace Unconscious Bias
This session delved into the pervasive issue of unconscious biases that influence hiring, promotion, and everyday interactions. Panelists shared strategies for identifying biases within organizational culture and implementing tools and processes to reduce their impact, fostering a more equitable workplace for all.
Nadia Smith, Rapport Guest Services: “It's a case of listening and continuing to learn, whether it's through engagement with external partners, feedback from our teams, or listening to best practices to make sure that we're the best in our industry, we really do pride ourselves in knowing that fairness isn't just a tick box, it's a mindset and, most importantly, an ongoing effort.”
Florian Schwickert, Avery Dennison: “Leadership isn't just about ‘spotting the icebergs’, it's about proactively charting a course that avoids them. Creating a clear, psychologically safe, and yet truly inclusive journey for everyone on board the ship.”
1:00 PM – Inclusive Leadership: Strategies for Success
Focusing on leadership practices, this discussion highlighted ways leaders can cultivate inclusive environments. Topics covered ranged from recognizing implicit biases to fostering psychological safety, creating cultures where diverse perspectives are valued and empowered.
Dilraj Sura, Brompton: “When people share their lived experiences, don't just take it and think that's what happened to them, that's it. They're giving you golden information that's not available on the internet or ChatGPT. So cherish it and think about what you can do differently.”
Alejandro Rodriguez, GSK: "I encourage everyone to remember that diversity will always end in innovation because the team will bring different ideas and different perspectives, and it's when you find solutions, it's when you bring innovation, and it's when you learn about respect, so I think it's extremely important to combine them.”
2:00 PM – The Impact of Immigration on the Workforce
This session examined how immigration shapes workforce diversity and innovation. Speakers discussed policies and practices that help organizations attract and integrate talent from different cultural and national backgrounds, enriching the workplace and expanding global reach.
Laila El-Metoui, LemEducation.com: "No one leaves their country because they want to make their life worse for themselves. Everyone who takes the step to go to another country is courageous, especially if you don't speak the language."
Ivana Bitunjac, Colt Technology Services: "How can we not have immigrants? How can we not have change? How can we not have people changing countries, changing education, contributing. How can we not have this beautiful aspect of different characters, different sexualities, different religions, different everything?"
3:00 PM – Safe Workspaces: Learning from LGBTQ+ Employees
This panel provided insights into building workplaces that are safe, inclusive, and affirming for LGBTQ+ staff. Speakers shared best practices for addressing challenges, fostering open conversations, and creating environments where LGBTQ+ employees can authentically be themselves.
Peter England, London Business School: "You can have all the policies, you can have all the statements. But actually, if you don't have that role model modeling that inclusive behavior, then it's just words on a page."
Elliot Moran, Thermo Fisher: "A safe and inclusive workplace is one where I don't have to choose between being professional and being myself. It's where I can be seen and not just tolerated but be respected."
5:00 PM – Beyond Words: Practicing Authentic Allyship
Participants discussed how colleagues and leaders can move beyond performative support to demonstrate genuine allyship. The session focused on actions, behaviors, and cultural shifts that promote real inclusion and solidarity with marginalized groups.
Cathleen Jacobson, Thermo Fisher: “Authentic allyship is to be present. It's to be a safe space to everyone. It's to not just talk the talk, but walk the walk. Who's not in the room, and how do you advocate for them?”
Ahmed Shalabi, Hitachi: “Allyship is a movement. And you have to create that culture in the workplace, you have to be able to put action into what you're doing, even when nobody's watching. Too many people will claim the title as an ally, but they fail to speak up when it's uncomfortable or when it's inconvenient.”
6:00 PM – Coming Out at Work: Tips for Staying Safe
This discussion offered practical advice for LGBTQ+ employees considering coming out in the workplace, emphasizing safety, authenticity, and the importance of supportive allies. Strategies for navigating potential challenges and fostering understanding were also shared.
Stephanie Huckel, Reckitt: "My tip for both individuals and organizations who seek to support queer people is: be obvious. Don't make people guess whether or not they are safe with you, or with your organization. Make it very clear what your intentions are. For organizations, that means clear and supportive policies and benefits.”
Lewis Bell, Booking.com: “Check if there is an ERG group, or a business resource group that's got that support system in place. By assessing that straight away, if you know they've got an ERG, there'll be someone there that can support you through that journey of coming out, when you feel a lot more comfortable.”
7:00 PM – Embracing Neurodiversity in the Workplace
Highlighting the value of neurodiversity, this session covered ways organizations can foster inclusive environments for neurodiverse employees. Topics included tailored support mechanisms, awareness-raising, and creating systems that leverage different cognitive strengths.
Robbie Dunion, RS Group: "Neurodiversity just brings different ways of thinking, problem solving. I'm processing everything, and it's that diversity of thought that's just a huge asset. When we create space for people to bring their true selves to work, we're not just fostering inclusion, we're helping to spark real innovation in our businesses.”
Maddy McMurray, Rail Delivery: “When we're talking about embracing neurodiversity and why it's so important to foster these inclusive cultures, the latest figures are that one in seven people in the UK are considered neurodiverse, and likely, that number is a lot lower than the actual number due to barriers to diagnosis.”