Finding people who bring fresh ideas, perspectives, and the right energy isn’t always the hard part, creating places where they’re seen, supported, and able to grow can be just as challenging. Too often, our legacy ways of working unintentionally keep doors closed to those who could make us stronger. This discussion is about how we can all do better. We’ll talk honestly about what gets in the way, what’s working, and how to build a culture where everyone belongs and can see a future for themselves.

• Recognise bias where it hides and change the way you hire

• Create spaces where mentorship and belonging come naturally

• Set goals that hold you accountable, and inspire others to do the same

To close, you will need to define three tangible first moves that you will make to better build a diverse workforce.

Lasting change doesn’t start with a new operating model or strategy; it begins with the people and culture that enable agility to flourish. For HR and People leaders in GBS, the challenge is to build environments where colleagues feel equipped and empowered to adapt, learn, and contribute to ongoing transformation. This means embedding agility and resilience into the everyday employee experience, not just during moments of change. Yet, outdated structures, legacy ways of working, and resistance to change can slow progress and disengage talent. Explore how to cultivate a culture driven to unlock agility across shared services, enabling teams to thrive.