CHAIR’S OPENING REMARKS

LORRAINE SALLOUM
CEO, Ability Advocates Australia

In an era of uncertainty, high expectations, and stretched teams, the manager-employee relationship is the most critical driver of trust, engagement, and performance. This session will explore how organisations can strengthen these relationships by focusing on key principles, measuring what truly matters—Delivery In Full, On Time (DIFOT)—and assessing team dysfunction to foster innovation. Rashmi will also examine the balance between system-driven efficiency and human optimization, revealing the psychology behind high-performing, trust-based teams.

Key Discussion Points:

• Building trust & influence in an uncertain world
• Prioritizing Delivery In Full, On Time (DIFOT) to drive real impact
• Reducing hierarchy & unlocking innovation
• The role of psychological safety in fostering creativity and collaboration
• Human optimization vs. team systems

In today’s fast-evolving workplace, organisations must continuously develop capability to stay competitive while
minimising disruption. This session explores how to remove roadblocks and implement evidence-based change, including
micro-credentials, to empower employees at all levels. Rachel will delve into strategies for strengthening feedback loops and key metrics to enhance Employee Experience (EX) and, in turn, Customer Experience (CX). Additionally, the session will uncover how organisations can harness technology, data, and digital solutions to elevate their strategic impact and build robust internal training programs.

Key Discussion Points:

• Positioning HR as a strategic partner through technology-driven capability building
• Aligning employee experience (EX) with customer experience (CX)
• Enhancing internal training programs with digital solutions
• Practical steps to remove disruption and resistance to change
• Creating meaningful metrics to measure employee growth and engagement
• Using real-time feedback to drive performance and development

RACHEL BANKS
Chief People Officer, ASX

This session focuses on identifying and developing core capabilities that drive sustainable growth and competitiveness.

Objectives:

• Define key organisational capabilities essential for success.
• Unlocking organisational capabilities for growth - Learn methods to assess and address capability gaps.
• Explore strategies for continuous capability development.

Takeaways:

• A capability assessment framework.
• Practical steps for addressing capability deficits.
• Long-term strategies to foster growth.

AMALIA CHILIANIS
People and Change Executive, Lottery Corporation

In today’s fast-paced work environment, employee wellbeing and mental health must be more than just policies—they
should be embedded into the culture of an organisation. This session explores how businesses can take an organic,
people-first approach to mental health by aligning purpose at individual, team, and company levels. It will also cover strategies for continuous people development, implementing meaningful mental health initiatives, and empowering
employees through advisory training.

1) How can organisations foster continuous people development to enhance both individual and organizational
capabilities?
2) How do we assess and align purpose at the individual, team, and company levels to create a supportive and thriving
workplace?
3) What does a truly effective and actionable mental health strategy look like beyond surface-level interventions?
4) How can organizations implement employee advisory training to equip teams with the skills to support mental health
and wellbeing?

Key Takeaways:

• Practical methods for embedding mental health and wellbeing into everyday workplace culture.
• Strategies for aligning employee purpose with team and organisational goals to drive engagement and resilience.
• Steps to implement an effective mental health strategy that moves beyond compliance to genuine impact.
• The role of employee advisory training in creating a psychologically safe and supportive workplace.

PANELLISTS:

MICHAL RYBALOV
Head of People and Culture,
FGB Natural Products 

CAROLINE ATIA
Head of People and Culture, Coloplast

ANN MCGRATH
Manager People and Performance,
Golden Plains Shire

12.50 Networking Lunch

This session dives into the principles of agility in team building and how to respond effectively to changing business demands.

Objectives:

• Define what makes a team agile.
• Explore techniques to improve collaboration and adaptability.
• Learn from examples of agile teams in practice.

Takeaways:

• A guide to creating agile team structures.
• Techniques to improve team flexibility and responsiveness.
• Success stories from agile team implementations.

Examine how traditional performance management systems can evolve to meet modern workforce needs.

Objectives:

• Discuss the limitations of traditional performance reviews.
• Explore innovative approaches to continuous performance management.
• Identify the link between performance management and employee well-being.

Takeaways:

• New models for driving performance.
• Techniques for integrating feedback loops into daily work.
• Approaches to align employee goals with organisational success.

15.20 AFTERNOON TEA

HR INITIATIVES

This session explores how organisations can move beyond regulatory compliance to create truly inclusive workplaces
where all employees, including LGBTQIA+ individuals, feel a sense of belonging.

Guiding Questions:

1. How can organisations embed belonging and inclusion into their business models rather than treating DEI as a compliance checklist?
2. In what ways can human-centered design be used to co-create employee experiences that support diverse identities, including LGBTQIA+ individuals?
3. How are organisations rethinking leadership and planning to be inclusive of different abilities, age demographics, and gender identities?
4. What are the biggest barriers to fostering meaningful LGBTQIA+ inclusion, and how can they be addressed?
5. How do we measure the impact of DEI initiatives beyond representation—how do we track a true sense of belonging?
6. How are we strategically integrating DEI into the employee value proposition to attract and retain diverse talent?
7. How are we embedding DEI across the entire employee lifecycle—from recruitment to leadership development—and
ensuring organisations recognise it as a valuable investment?

Key Takeaways:

• Practical strategies for embedding DEI into workplace culture, with a focus on belonging.
• Methods to track, measure, and sustain DEI impact beyond surface-level metrics.
• Insights from DEI trailblazers on building inclusive policies that center LGBTQIA+ voices and lived experiences.
• Approaches to aligning DEI with business strategy, talent retention, and long-term organizational success.

Panelists invited:

COURTNEY POND
Group Inclusion & Diversity Manager,
The NRMA

KEARA BYRNE
Head of Leadership and Org Development,
Arriba Group

Session available

Opinion Leader:

1) Strategies for managing organisational resistance to change - Discuss and learn practical ways to overcome resistance during change initiatives to ensure success and engagement.

Areas for consideration include:

Understanding the Root Causes of Resistance - Why do employees resist change? (Fear, uncertainty, loss of control,
lack of trust)

• How leaders can build trust and credibility during change
• Strategies for addressing concerns and managing different perspectives
• Change champions: Identifying and empowering internal influencers
• Change communication frameworks (Kotter’s 8 Steps, ADKAR, etc.)
• Training and upskilling strategies to ease transitions
• Creating quick wins to demonstrate progress and value

2) Attracting and engaging highly skilled (and paid) volunteers to give back - The importance of making time to volunteer.
Discussing ways organisations can foster and facilitate external volunteering.

• Understanding Motivation
• Why do highly skilled professionals volunteer?
• What personal and professional benefits do they seek?
• Time constraints and competing priorities
• Perception of impact
• Structuring meaningful opportunities
• How to design volunteer roles that fit their expertise and time availability

3) Menopause in the workplace

• The impact of menopause on productivity, retention, and well-being
• Dispelling myths: Menopause is not just “hot flushes” (brain fog, fatigue, anxiety, insomnia, etc.)
• Statistics and real-life examples from Australian workplaces
• The stigma and lack of open conversation
• How symptoms impact job performance, career progression, and leadership aspirations
• Legal and policy gaps in Australian workplaces
• Menopause-friendly policies (paid leave, reasonable adjustments, manager training)
• Creating menopause champions or support networks
• Workplace adjustments that don’t require huge investments (quiet rooms, uniform changes, temperature control)

4)TBC
5)TBC

LEADER:

SHAKEEL LALA
Director of People and Culture,
Good Data Institute

Session available

Chair’s closing remarks

17.30-18:00 Networking Drinks Reception