It's a given that more diverse workplaces are more innovative and productive, but how can employers make sure they're doing everything they can to hear what those workers have to say? What signals can management send to create the psychological safety to speak up–and feel heard? How can managers be trained to listen to their workers, both as individuals and as groups? And what has recent employee activism shown us about how management can be responsive in a mutually beneficial way?
From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3 credits from both organizations. The Activity IDs will be sent to attendees after the conclusion of the session.
Walgreens Boots Alliance
University of Pittsburgh
Carnegie Mellon Tepper School of Business
Seattle Children's Hospital
Blue Cross Blue Shield of Michigan
The Atlanta Journal-Constitution
Cultural Intelligence Center
Schneider Electric SA
Elm City Coaching
The leader of systemic change at Alphabet’s moonshot startup companies shows how to be adaptive and lead with a vision to promote real change in DEI in both the short term and the long term.
Salima Bhimani, PhD, Chief Strategist and Director of Equity, Inclusion and Systemic Change, the Other Bets at Google
Kelly Yamanouchi, Business Reporter, The Atlanta Journal-Constitution
A discussion on Cultural Intelligence (CQ) and its unique role in building a culture that retains the talent it attracts. Join to learn what CQ is, how it allows us to unlock the promises of diversity, and how to leverage it for inclusion that is natural rather than forced. Discover best practices for building CQ into the foundation of your program to promote a culture of uniqueness and belonging.
Keyla Waslawski, VP, Sales & Marketing, Cultural Intelligence Center
While diversity and inclusion efforts have focused primarily on ethnicity and gender, many employers are seeking to be more inclusive of neurodiversity, people with disabilities, and other forms of diversity. Not only can this create a more culturally rich work environment for everyone, but an opportunity to broaden the search for talent in a competitive labor market. How can companies hire and promote a diverse workforce with the accommodations they may need, as well as focusing on their talent and potential rather than their differences?
Carlos Cubia, SVP, Global Chief Diversity, Equity and Inclusion Officer, Walgreens Boots Alliance
Bridget Hurd, Chief Diversity Officer and VP of Inclusion and Diversity, Blue Cross Blue Shield of Michigan
Bethany Saint Clair, Director, Equity, Diversity & Inclusion Programs, OpenText
Shalin Kothari, VP, people & DEI strategy, Schneider Electric
James Deignan, Inclusive Technology Specialist, Texthelp
Lydia Dishman, Staff Editor, Fast Company
With as many as 5 generations in the workforce, organizations are starting to pay attention to age as an element of Diversity, Equity, and Inclusion. Age intersects with all other aspects of identity, and the breadth of experience and skills across all ages in the workforce is a strength to be leveraged. But how do you build truly age-inclusive organizations, and how do you resist the urge to bucket people into generational stereotypes? This session will provide a “101” guide to incorporating age into your DEI work.
Heather Tinsley-Fix, Senior Advisor, Financial Resilience, AARP
Your company culture is only as good as your executive team. For employees to feel seen, heard and represented, company leadership must be diverse and resilient. Todd David, Researcher for Executive Recruiting at ServiceNow, will share best practices so you can apply talent intelligence, research, and insights to source hard-to-find talent, know which data you need to share with executives, and tell a compelling story through the power of data.
Stacia Okoh, Account Executive, SeekOut
Todd Davis, Researcher for Executive Recruiting, ServiceNow
In this interactive session, participants will learn what makes the coaching modality a critical aspect of implementing transformative and sustainable diversity, equity, and inclusion initiatives. The workshop will explore the importance of addressing issues of consciousness, behavior, and mindsets through the lens of Core Energy Coaching to create diverse and inclusive corporate cultures across various organizational levels.
Tonya Echols, Chief Diversity and Inclusion Strategist, iPEC Coaching
During the last year, leaders in many organizations became more aware of racial inequities within their own organization. Now, increasing numbers of employees are asking leaders to harness this awareness and move towards action. What does it mean to embrace inclusive leadership? How are leaders learning behavior changes that align with an inclusive leadership strategy for the entire organization?
Shilpa Pherwani, Principal and CEO, IBIS Consulting Group
It’s not just one department’s responsibility anymore. For DEI ambitions to be attainable, all managers need to understand these values and embrace the habits of inclusion, one relationship at a time. How do successful companies bring managers over this threshold? What do enlightened managers say has been most effective in changing their outlook and practices?
Keturah Hallmosley, PhD, Head of People Experience, Seattle Children’s Hospital
Nick Ferraiolo, Founder, Elm City Coaching
Charisse Fizer, Chief DE&I Officer and VP of Clinical Services, AtlantiCare Regional Medical Center
Yuri Ramirez, PhD, Director of the Global Employee Engagement Program Office, Intel
McKendree Hickory, PhD, Director of Performance & Development and Leadership Trainer, Lifelabs
Emily McCrary-Ruiz-Esparza, Independent Journalist
The co-authors of The No Club: Putting a Stop to Women’s Dead-End Work explain the inspiration and research behind their new book, how companies and individuals can identify “non-promotable work,” and how to solve this systemic cultural problem.
Lise Vesterlund, Professor of Economics at the University of Pittsburgh, and Laurie Weingart, Professor of Organizational Behavior at Carnegie Mellon University
Emma Hinchliffe, Senior Writer, Fortune