











HR digital summit
New research suggests that corporate America is bracing itself for an attrition super cycle. Employees who battened down the hatches and clung to their roles are now emerging from their bunkers with a whole new perspective, expectations and value set to influence their career choices and working practices. How are companies going to retain their best people while flying a flag that attracts new recruits who appreciate the organizations authentic purpose?
Why Attend
New connections
Build new connections with likeminded senior leaders
Business trends
Stay current with emerging business trends
Key takeaways
Downloadable and actionable takeaways
New partnerships
Accelerate key projects through meaningful new partnerships
Insights
De-risk new projects by gaining a broad range of insights
New technologies
Understand the impact new technology can make
















Event Agenda
09:00 - 09:15
Opening Remarks
Intro & Diamond Commentary
09:15 - 09:45
Keynote
09:45 - 10:25
Panel Discussion
Learning + Coaching: The force multiplier of integrated leadership development
10:25 - 10:35
Insight Break
10:35 - 11:25
Roundtables
Track 1: Three foundations to building a winning workforce: DEI, mobility, and upskilling
Sponsor:
The macroeconomy continues to be rocky. Without strong foundations within your workforce, your business will collapse, which means talent acquisition and retention is more critical than ever for business success. To set your organization up for stable growth, leaders should prioritize fostering measurable DEIB impact to drive innovation, doubling down on internal and external mobility in their hiring strategy to increase retention, and crafting skills- first hiring methodologies and development programs. Why are these three components necessary? Like a triangle, the strongest shape in nature, by focusing on DEI, mobility, and upskilling, your organization can efficiently and effectively win in these areas of your talent acquisition strategy.
Questions to answer in this roundtable discussion include:
• What role does leadership play in driving effective talent acquisition and retention strategies? How can leaders create an environment that fosters DEI, upskilling, and mobility within the workforce?
• How can HR leaders adapt their talent acquisition and retention strategies to thrive in a rocky macroeconomic environment? What innovative approaches can they take to attract and retain top talent during uncertain times?
• In what ways can organizations leverage internal mobility programs to increase retention rates?
• What can companies do to effectively balance the need for specialized skills with the importance of diversity and inclusion in talent acquisition?
• How can companies leverage skills-based hiring to improve competitive advantage and DEI simultaneously?
Track 2: Navigating uncertainty: Leveraging talent data for intelligent workforce planning
Sponsor:
Organizations increasingly need agility – to work swiftly, seamlessly, and cohesively in order to increase productivity, build a high performance culture, and ultimately thrive in a competitive economy.
Against the backdrop of a tumultuous global economic climate, finding and keeping the best talent is a business imperative. As leaders face record-breaking attrition rates, and dramatically changed employee expectations, they must shake the trepidation and proactively use the resources at their disposal to stay one step ahead. So, in a landscape where replacing a full-time employee can cost up to 2x the amount of that employee’s annual salary (Gallup) - how are the best-in-class ensuring they’re spending that money where it counts?
HR needs to partner strategically with the business and offer data-driven insights to inform workforce planning and to make the right decisions quickly. Not only is it about doing more with less, but it’s also about being agile and adapting to new developments and changes across the organization.
Questions to answer in this roundtable discussion include:
• How can business leaders adapt to economic uncertainty and use talent data to enhance workforce mobility and transformation?
• How can organizations strike a balance between maintaining focus on long-term goals and remaining agile in a rapidly changing business environment?
• How can leaders use talent data to identify areas where investment and funding should be shifted to optimize workforce planning?
• In what ways can data-driven insights be effectively incorporated into workforce planning processes to anticipate future talent needs?
• How can organizations develop a skills taxonomy that can adapt and evolve as the business and talent landscape changes?
Track 3: Stop wasting your most valuable resource: driving engagement with manager effectiveness
Sponsor:
When it comes to driving engagement and ensuring well-being, managers are your most valuable resource. In fact, 70% of team engagement is determined solely by the manager, with 82% of professionals saying they would quit their job because of a bad leader. Organizations that fail to empower their managers risk putting more than just their retention efforts at risk.
Considering the stakes, it is distressing to learn that only 20% of managers strongly agree that their organizations help them succeed in their role. While studies show that manager effectiveness is a top priority for organizations looking to thrive in the new world of work, 95% of businesses have not turned their leadership development aspirations into action. To gain a competitive edge, HR leaders must focus on empowering managers not just with tools and training, but also with agency and authority.
Questions to answer in this roundtable discussion include:
• What does it mean to be an effective manager today?
• Is listening the keystone to effective management?
• How can we help managers brush off bias to build a culture of inclusion?
• How can we sidestep micromanagement and embrace effective management?
• In what situations is it worth leveraging technology to empower managers?
11:25 - 11:30
Short Break
11:30 - 12:10
Masterclass Breakouts
12:11 - 12:41
Headline Keynote
09:00 - 09:15
Opening Remarks
09:15 - 09:45
Keynote
09:45 - 10:25
Panel Discussion
Building a culture of trust
The heart of success in the face of current challenges – employee engagement, hybrid work, economic uncertainty, diversity, retention, and more – comes down to solving one key challenge: Trust. Yet new research shows that leaders at all levels are struggling to build trust with their teams.
This panel will explore:
• New research on how employee views on trust have changed in the workplace
• How trust changes at different levels of leadership, from the frontline to the C-suite
• The impact of trust on DEIB
10:25 - 10:35
Insight Break
10:35 - 11:25
Roundtables
Track 1: Three foundations to building a winning workforce: DEI, mobility, and upskilling
Sponsor:
The macroeconomy continues to be rocky. Without strong foundations within your workforce, your business will collapse, which means talent acquisition and retention is more critical than ever for business success. To set your organization up for stable growth, leaders should prioritize fostering measurable DEIB impact to drive innovation, doubling down on internal and external mobility in their hiring strategy to increase retention, and crafting skills- first hiring methodologies and development programs. Why are these three components necessary? Like a triangle, the strongest shape in nature, by focusing on DEI, mobility, and upskilling, your organization can efficiently and effectively win in these areas of your talent acquisition strategy.
Questions to answer in this roundtable discussion include:
• What role does leadership play in driving effective talent acquisition and retention strategies? How can leaders create an environment that fosters DEI, upskilling, and mobility within the workforce?
• How can HR leaders adapt their talent acquisition and retention strategies to thrive in a rocky macroeconomic environment? What innovative approaches can they take to attract and retain top talent during uncertain times?
• In what ways can organizations leverage internal mobility programs to increase retention rates?
• What can companies do to effectively balance the need for specialized skills with the importance of diversity and inclusion in talent acquisition?
• How can companies leverage skills-based hiring to improve competitive advantage and DEI simultaneously?
Track 2: Navigating uncertainty: Leveraging talent data for intelligent workforce planning
Sponsor:
Organizations increasingly need agility – to work swiftly, seamlessly, and cohesively in order to increase productivity, build a high performance culture, and ultimately thrive in a competitive economy.
Against the backdrop of a tumultuous global economic climate, finding and keeping the best talent is a business imperative. As leaders face record-breaking attrition rates, and dramatically changed employee expectations, they must shake the trepidation and proactively use the resources at their disposal to stay one step ahead. So, in a landscape where replacing a full-time employee can cost up to 2x the amount of that employee’s annual salary (Gallup) - how are the best-in-class ensuring they’re spending that money where it counts?
HR needs to partner strategically with the business and offer data-driven insights to inform workforce planning and to make the right decisions quickly. Not only is it about doing more with less, but it’s also about being agile and adapting to new developments and changes across the organization.
Questions to answer in this roundtable discussion include:
• How can business leaders adapt to economic uncertainty and use talent data to enhance workforce mobility and transformation?
• How can organizations strike a balance between maintaining focus on long-term goals and remaining agile in a rapidly changing business environment?
• How can leaders use talent data to identify areas where investment and funding should be shifted to optimize workforce planning?
• In what ways can data-driven insights be effectively incorporated into workforce planning processes to anticipate future talent needs?
• How can organizations develop a skills taxonomy that can adapt and evolve as the business and talent landscape changes?
Track 3: Stop wasting your most valuable resource: driving engagement with manager effectiveness
Sponsor:
When it comes to driving engagement and ensuring well-being, managers are your most valuable resource. In fact, 70% of team engagement is determined solely by the manager, with 82% of professionals saying they would quit their job because of a bad leader. Organizations that fail to empower their managers risk putting more than just their retention efforts at risk.
Considering the stakes, it is distressing to learn that only 20% of managers strongly agree that their organizations help them succeed in their role. While studies show that manager effectiveness is a top priority for organizations looking to thrive in the new world of work, 95% of businesses have not turned their leadership development aspirations into action. To gain a competitive edge, HR leaders must focus on empowering managers not just with tools and training, but also with agency and authority.
Questions to answer in this roundtable discussion include:
• What does it mean to be an effective manager today?
• Is listening the keystone to effective management?
• How can we help managers brush off bias to build a culture of inclusion?
• How can we sidestep micromanagement and embrace effective management?
• In what situations is it worth leveraging technology to empower managers?
11:30 - 12:00
Innovation Exchange Keynote
12:00 - 12:33
Closing Prime Keynote
09:00 - 09:15
Opening Remarks
09:15 - 09:45
Keynote
09:45 - 10:25
Panel Discussion
Navigating the changing landscape: Redefining diversity, inclusion, equity, and belonging in today's workforce
10:25 - 10:35
Insight Break
10:40 - 11:30
Roundtable Leaders Panel
11:40 - 12:10
Innovation Exchange Keynote
12:11 - 12:41
Closing Panel
An immersive
event experience
interactive features including:
Audience Interaction
Engage with a virtual live audience just as you would at a physical event and create meaningful conversations.
Interactive Live Polling
Keep engaged through interactive live polling and gamification tools.
Direct connections
Ask your questions face-to-face with the speakers via our leading stage technology.
Relationship building
Build stronger connections with leading executives that you will take with you through your career
Thought Leadership
Content and insight from industry experts when it matters most
Intelligent interaction
Interactive quizzes gamify your experience
Have a question…
There is no cost associated with attending a GDS Summit. In return, we ask that all senior executives in participation attend for the full duration to ensure that all attendees get maximum value and insight from the interactive roundtables, live Q&As and breakout networking sessions.
Our digital summit portfolio is designed to bring together senior decision makers from large global businesses and innovative disruptor brands to drive industry forward through addressing business critical challenges collaboratively.
If you’re keen to build new connections with likeminded leaders, de-risk your projects through new insight and establish new partnerships that can accelerate your projects then apply to attend today.
Complete our form below if you’re interested in attending the summit and you meet our application criteria. A member of the GDS team will then reach out to run you through the programme and event format and discuss your participation.
On stage: co-host a panel discussion with a group of likeminded senior executives or host a solo keynote presentation. Both slots include elements of interactive audience Q&A
Off stage: become a roundtable moderator, leading the discussion with the same cohort of executives for the duration of the summit around a specific topic you’ve agreed to focus on during the roundtable session.
We can tailor a partnership package to help meet your business objectives. This might include brand awareness, driving traffic to your site or quality editorial content via exclusive interviews and Q&As with our executive audience. Enquire today for more information.