Many leaders avoid diversity as a topic due to fear of saying the wrong thing or believing it’s "not for them." This session tackles how to reframe allyship as a leadership competency, not a checkbox exercise. Panelists will share how they’ve engaged colleagues and normalised participation in D&I efforts.

Key Takeaways:

• Actionable strategies for leaders to advocate for under-represented employees in meetings, promotions, and leadership pipelines
• Why women hold back from allyship
• How to measure allyship impact (e.g., sponsorship programs, diversity in succession planning)
• How to address pushback Role modelling from leaders who actively participate in D&I

Impact: Leave with a clear roadmap to embed allyship into leadership behaviours, improving retention and leadership diversity.