Day One

In many companies, EHS professionals rise through the ranks based on technical expertise without developing the technical skills for leadership. This session explores how we develop the non-technical skills that truly define leadership: influence, communication, empathy, strategic thinking, and the ability to connect EHS goals with business outcomes. We’ll also tackle a hard truth, not every great EHS expert wants or is ready for leadership. So how do we identify, support, and shape those who are?

• Why do we keep promoting technical experts into leadership without leadership development?
• How do we differentiate between technical specialists who want to go deep vs. those who want to lead?
• What kind of development programs, coaching, or mentorship actually help build leadership capacity?
• Are we helping the people closest to the work do their jobs better?

In the modern workplace, retaining qualified EHS professionals is no longer just about offering competitive salaries; it’s about creating an environment that addresses the diverse psychological, social, and generational needs of employees. With recruitment pipelines narrowing and attention spans shortening, organisations must adapt both their communication styles and benefits offerings.

• Developing retention strategies that consider the different values and expectations of multi-generational teams: flexible working arrangements and mental health support for younger employees, as well as diversity, values, stability, recognition, and long-term incentives for experienced staff
• By actively addressing psychosocial risks, leadership engagement, and communication quality, organisations can foster psychological safety and connection. These are critical for performance, innovation, and sustainability—engaged employees become the most valuable asset in achieving EHS excellence. Beyond a healthy error culture, a lived speak-up culture must also be defined as a core value

Building internal capabilities and securing the team’s future: instead of relying solely on a shrinking talent pool, companies should invest in structured development pathways for current employees. Upskilling and cross-functional training enhance employee retention, strengthen loyalty, and reduce turnover while preparing the team for future challenges. Effective generational management is essential to combine existing knowledge and new, creative approaches into added value.

This session will start with a 10 minute presentation followed by a round table. From language barriers to generational differences in how people learn and engage, global teams need training that resonates with everyone. This session explores inclusive, adaptable safety training, what works across borders, what gets lost in translation, and how we design training that feels personal, not generic. More practical and highly interactive breakout roundtables where attendees can crowd-source solutions and share opinions around pre-assigned topic areas:

• How do communication preferences change training effectiveness and how can we reach a multigenerational workforce?
• What techniques drive employee engagement in remote or hybrid EHS training?
• How do you design scalable training that adapts to different risk profiles and regulatory contexts and how can global standards be localised?

Moderator Feedback & Audience Debate

Moderators will be assigned to each roundtable to facilitate discussion and collate the findings. Following the roundtable discussions, they will present back to the entire delegation and open wider audience debate.