UHR 2021 > Programme > Wednesday 12th



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Day Three: Wednesday 12th May

09:00 - 09:15: Welcome to day 3 registration

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09:00 Conference Registration
Hangout/ Networking/ Drop in HR Team meeting/ Reflection/ Plan

09:15 - 10:00: Workshops Block C

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09:15 - 10:00

C1: A new approach to employee engagement and wellbeing

The past year has seen an urgent and renewed focus on wellbeing. No longer a ‘nice-to-have’, investing in employee health is a top business priority. COVID-19 has had a huge and lasting impact on our people, affecting everything from mental health and physical fitness to social interaction and financial stability. It has also exposed the many failures of existing wellbeing strategies, creating an opportunity for real change. In a very different world, now is the time for a very different approach to employee wellbeing for those that truly want to make a difference…


Nick McClelland, Partner & UK Growth Leader, Mercer Marsh Benefits

Dr Wolfgang Seidl, Partner & Workplace Health Consulting Leader, Mercer Marsh Benefits
09:15 - 10:00

C2: Diverse recruitment strategies in a Post-Covid world. How the pandemic has affected candidates and changed behaviours.

In this interactive session, we will consider the challenges within HE and how HR leaders can use data to better understand behaviours and adapt attraction strategies in a Post-Covid world.

While diversity and inclusion has long been high on the agenda, few public organisations can acknowledge that they have achieved leadership ‘diversity’. Too often, achieving the target statistic becomes the goal in its own right, overshadowing the real objective to create fair, inclusive cultures that promote creativity of thought and accelerate organisational performance.

Using insight from data across 50,000 candidates and over 2000 senior appointments, this session explores the different behaviour and resources of under-represented groups during the pandemic and how some trends are predicted to stay. We challenge the traditional approach to candidate attraction and advise how HR teams can innovate to better engage with target audiences and understand barriers to entry. Using real examples, we analyse the ratios of under-represented candidates as they progress, or fail to progress, through the process.

Alison Elton, Higher Education Senior Consultant, Gatenby Sanderson

Sam Ellis, Director of Strategy and Marketing, Gatenby Sanderson
09:15 - 10:00 C3: Entrepreneurial leadership: to thrive in challenging times

For higher education to thrive we need effective leadership, both for existing staff and our future talent. Being prepared for change, being able to act and react and to alter direction both quickly and thoughtfully are essential in today’s education leadership. The development of entrepreneurial leaders, with mindsets and behaviours such as creative thinking, the willingness and ability to innovate, lead change and take calculated risks, in order to lead skilfully at this time of unprecedented change, has never been more important within OD. This workshop will explore entrepreneurial leadership and how this approach can help organisations to be more creative and agile to respond effectively. We will draw from our experiences of co-creating for higher education through the Entrepreneurial Heads leadership programme along with 10 years of learning from the Entrepreneurial Leaders programme. For more information visit www.ncee.org.uk/programmes/leadership
Ros Simpson, Director of Human Resources, University of Lincoln

Ceri Nursaw, Chief Executive, National Centre for Entrepreneurship in Education

Professor Lesley Dobree, Director of the Entrepreneurial Leaders programme, National Centre for Entrepreneurship in Education
09:15 - 10:00

C4: Building Resilience & Agility in a post-pandemic world

According to the CIPD’s 2030 research, HR practitioners expect internal change around operating models, structures and processes to be a key future trend. Now more than ever people are anxious about the impact of the pandemic on working communities and struggling with challenges of both wellbeing and resilience. HR will continue to be at the hub of these challenges, therefore, behaving with resilience and agility will be a key requirement, especially in a new/remote post-pandemic world.

Resilience is about going through a tough situation and coming out stronger on the other side. Agility involves reflection and making meaningful changes either within your HR team or with peers and
colleagues. Demonstrating both means being able to reflect on those difficult times and using the skills that you learned to get you through the next tough situation. The trick is getting the balance
right between managing and sustaining optimum levels of pressure, without getting unduly stressed.

Workshop Objectives

1. Reflect on your achievements since the pandemic; how did you do?
2. How to assess your current resilience profile; what needs your attention? How can you
continue to build on this in a post-pandemic world?
3. Recognise what happens in the brain and body in response to uncertainty
4. Introduce top tips to staying productive and healthy at times of high stress or workload
5. Articulate the characteristics and behaviours to operate in an agile way

Chrissie Saunders, Senior Learning and Development Consultant, People Business

Sue Chesterman, HR Consultant, People Business
09:15 - 10:00

C5: If not now, WHEN. Driving gender equity within HE

Alice and Adele will present the case for speeding up change and support you to consider  how your university is doing and what else can be done.

Alice Chilver, CEO, Women's Higher Education Network (WHEN)

Adèle MacKinlay, Director of People and Organisational Development, Women's Higher Education Network (WHEN)
09:15 - 10:00

C6: Resilience and mental wellbeing in an ‘always on’ digital world

One effect of the global COVID-19 pandemic, lockdowns and increased remote working has been greater concerns about employees’ wellbeing. This adds to prior concerns about how contemporary ways of working, notably the increased use of digital technologies, can affect the mental health of staff. This sessions covers research from two of CIPD’s latest evidence reviews to discuss how we can ensure employees maintain their wellbeing and display resilience in times of uncertainty and with the growing prevalence of working digitally.

  • Exploring the nature of mental wellbeing and employee resilience
  • The importance of boosting employee resilience and mental wellbeing – do they lead to positive organisational outcomes?
  • How an environment of resilient employees can be fostered
  • The effect of digital work on employees’ wellbeing
Jake Young, Research Associate, CIPD undefined
10:00 - 10:20 Refreshment Break
Networking & Exhibition

10:20 - 11:05: Workshops Block D

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10:20 - 11:05

D1: Building Resilience in UKHE

This paper explores the complex meaning of resilience in UKHE, and how it might be reinforced for the whole HE community.

Dr. Arlene Egan, Senior Consultant, Roffey Park Institute

Dr. Angus Cameron, Head of Academic Operations, Roffey Park Institute
10:20 - 11:05

D2: Engineer your recruitment processes & employer brand to recruit more diverse candidates

TMP will share lessons on how to encourage applications from under-represented groups - and ensure that your recruitment process keeps them engaged

Paula Simmons, Director of Employer Brand & Communications, TMP Worldwide

Robert Peasnell, Deputy Managing Director, TMP Worldwide
10:20 - 11:05

D3: Ambassador of Hope: A Company Wide Approach to Mental Health Education 

Chasing the Stigma is a national mental health charity using lived experience to change the approach to mental health education and revolutionising the way in which people access mental health support within the UK.

This session focuses on making mental health education available for all, to  equip as many people as possible with the basic knowledge surrounding mental health, creating a true environment of

The session will include a Q&A with CEO of Chasing the Stigma, Jake Mills

Jake Mills, CEO, Chasing the Stigma undefined
10:20 - 11:05 D4: How To Be An Active Bystander

Your toolkit for challenging inappropriate behaviours
Scott Solder, Director and Co-Founder, The Active Bystander Training Company undefined
10:20 - 11:05

D5: Managing Talent mobility and agility in the new world and how technology can support.

More than ever we need our workforce to have a growth mindset, constantly learn new skills, and recognise that effort and attitude determine success. With the flexibility and mobility of the workforce becoming an increasing requirement, we look at how technology can help to ensure you identify the people needed by your workforce plan to deliver new challenges.

Allie Boddington, Executive Solution Director HCM Western Europe, Oracle

10:20 - 11:05

D6: Pensions Reform and Financial Wellbeing – are your staff financially literate enough to deal with further change? 

This presentation will address the issue of pension’s reform and how your staff are feeling. Time to make a shift from pensions to wider holistic financial planning?

Pensions reform and how your staff are feeling.

• What questions do your staff ask financial advisers?

• Is “Pension” now a tarnished brand?

• Is it time to make a shift from Pensions to wider holistic financial planning?

• Flexible benefits – how to you create a compelling package away from over-reliance on pension.

• Why do your employees think they need to work to state pension age?

• How do you cut costs and manage expectation by creating engagement with part-time, flexible and early retirement programmes amongst your staff?

• Are you employees financially literate and what does a good financial wellbeing programme consist of?

• How can the benefits of DC be explained and how could it fit with your employee’s plans?

• Why is later life planning important and how does it fit with pension reform?

• Who are “The Sandwich Generation” and how can you support them?

David Smith, Director of Financial Planning and a Chartered Financial Planner, Tilney Financial Planning Ltd

David Vallance, Director of Financial Planning and a Chartered Financial Planner, Tilney Financial Planning Ltd

 11:05 - 13:30: Networking and Exhibition, Plenary 3, and Lunch

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11:05 - 11:35 Refreshment Break
Meet our conference supporters and visit the exhibition stands
11:35 - 12:30 Plenary 3: Leading Well in the “New Work Order”

Just over a year after we faced the enormous shock of the first lockdown, most organisations and their people are somewhat used to life at it is now and accept that we will never return to how things were before. Most organisations are well on the way to creating a strategy of how things will be over coming months and years. However, whether returning to a model of working that is fairly close to how things used to be, or planning to be quite different, the one thing we can say for certain is that effective leadership has never been more critical.

This workshop will describe the findings of many years’ of research into leadership that enables both, in-office and hybrid teams to innovate and to be able to embrace change. We will discuss what this means in terms of the key behaviours leaders must adopt to be effective in our rapidly changing world, and at the same time protect their own and others’ wellbeing.

Professor Beverly Alimo-Metcalfe MSc, MBA, PhD, CPsychol, FBPsS, Emeritus Professor of Leadership Studies at the University of Leeds, and a founding Director of Real World Group.

Juliette Alban-Metcalfe MSc, MPOD, Cpsychol, Chartered Occupational Psychologist and CEO of Real World Group
12:30 - 13:30 Lunch Break
and Dedicated Networking Roulette

13:30 - 14:30: Legal Sessions

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13:30 - 14:30

Legal Session 5: Reshaping Hiring Strategies After Brexit: Immigration reform & refreshing recruitment practices in 2021 and beyond

This session will focus on recruitment of staff after Brexit and provide an overview of the new immigration points based system, highlighting the key changes that give rise to refreshing HR policies. It will provide an insight into the recruitment of skilled workers from overseas and discuss the requirements of the Home Office sponsorship rules from a legal and practical perspective. The session will also explore future immigration routes as an alternative to sponsorship supported with a live case study and consider developing right to work practices both during Covid, and to accommodate the end of Free Movement. This session is devised to support HR professionals to refocus following immigration reform and support with recruitment strategies in a post-Brexit world.

The session is aimed at senior HR professionals who are involved in the recruitment of staff and immigration visa processes in addition to appointed key personnel of UKVI sponsor licences.

Tijen Ahmet, Legal Director, Shakespeare Martineau undefined
13:30 - 14:30

Legal Session 6: Sexual harassment, safeguarding and the OfS – what Universities should consider when facing sexual misconduct cases involving staff and students 

Given the OfS’ recent consultation on harassment and sexual misconduct affecting students in higher education (originally due to conclude 27 March 2020 but deadline we believe is still tbc), this session would comment on effective policies and running investigations in response to this. In addition this session could cover specific safeguarding issues that we’ve found universities are increasingly facing in relation to under-18 students.

Kathleen Heycock, Partner, Farrer & Co LLP

Alice Cave, Senior Associate, Farrer & Co LLP
13:30 - 14:30 Legal Session 7: Planning for a more agile HE workforce 

How universities will deliver effectively to their teaching, research and professional support requirements will be different in a post-pandemic world. Where, when and how staff work will change but moving from a more traditional style of on-campus working to a mixed and more agile blend will generate many new challenges.

This session will address from a practical perspective some of the key employment law issues, including:
• assessing the implications of working from home or more flexibility on and off campus
• identifying and planning for the adverse impact of different types of flexible working in relation to equality protection
• restructuring and changing terms and conditions of employment
• meeting industrial relations challenges
• performance management

This session will be of value to all HR professionals involved in planning for the post-pandemic world of work.

All Mills & Reeve speakers are senior members of our specialist employment education team.
Nicola Brown, Partner, Mills & Reeve LLP

Nick Abbott, Partner, Mills & Reeve LLP

Sian Jackson, Principal Associate, Mills & Reeve LLP
14:30 - 15:00 Refreshment Break
Meet our conference supporters and visit the exhibition stands

15:00 - 18:00: Plenary 4, Awards, and Social

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15:00 - 16:00

Plenary 4: Building Respect and Tolerance in a Hostile Workplace

Clive Lewis, psychologist, mediator and consultant, who has written extensively on workplace culture, will lead this plenary session on the lasting impacts of a toxic work environment and how HR can help rebuild hostile workplaces into friendlier and more respectful organisations.

Clive Lewis OBE DL - CEO, Business Psychologist and Author, Globis Mediation Group undefined
16:00 - 17:00 Awards (Sponsored by Eversheds Sutherland & Workday)   undefined
17:00 - 17:40 Magician Maddox Dixon undefined
17:00 - 17:50 Wellbeing & Mindfulness Workshop (Sponsored by Shakespeare Martineau)   undefined
17:00 - 18:00 Cocktail Masterclass (pre-booked only) (Sponsored by VWV)

Book your place here:

Please note that the session titles and speakers are subject to change.

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