After a year of intensified commitment to workplace diversity, how can employers go forward and turn promises into programs–and initiatives into results? What are the best ways to hold managers accountable for making progress? What do diversity and inclusion leaders need in terms of authority and resources to be truly effective? What are the newest insights on how to achieve equity?
From Day One is a Recertification Provider for SHRM and HRCI. This session is eligible for 3.75 credits from both organizations. The Activity IDs will be sent to attendees after the conclusion of the session.
New York University
Weill Cornell Medicine
Loyola University of Chicago
Hinshaw & Culbertson LLP
Singleton Beato, chief diversity & engagement officer, McCann Worldgroup
Sharon Epperson, CNBC senior personal finance correspondent, NBC Universal
Neurodiversity is defined as differences in how people learn, communicate, socialize and behave. Learn why leading employers are investing in neurodiversity inclusion programs and some of the common challenges faced by managers when working with neurodivergent individuals. Finally, learn basic strategies that you can implement today to support and champion neurodiversity in your workplace.
Connie Donnelly, vice president of neurodiversity, Rethink Benefits
Diversity and inclusion executives have never been more in demand. But how well are they positioned for success in their companies? What can be done to empower them to reach across the silos of an organization and have an impact? What are the secrets of the most effective diversity leaders in growing their influence–and overcoming systemic roadblocks?
Salima Bhimani, chief equity & inclusion strategist for the bets, Google
Jamal Lopez, senior director of institutional equity, Weill Cornell Medicine
Shay Zeemer, chief diversity officer, Newell Brands
Alexandria Ray, diversity, equity, & inclusion lead, Hinshaw & Culbertson
Stephanie Braid, director, inclusion & diversity, KPMG
Emily Nordquist, senior program manager, Baumhart Center, Loyola University Chicago
What would it do for your culture if all your company conversations—especially those among leadership—were visible to employees? Kintone CEO and Forbes Technology Council Member Dave Landa will explore just that in his keynote speech on what it takes to build a truly transparent culture.
Learn what a “truly transparent” company culture looks like, and why it’s time to change our ideas about openness if we want to craft a healthy office environment. This keynote will also show why real transparency relies on both leadership and employees equally to be effective. Removing the red tape in the workplace is never easy, but Dave has done it. Hear what he did—and how you can try it yourself.
Dave Landa, CEO, Kintone
Call attention to questionable behavior and encourage innovation and improvement by speaking up. Explore the business case for speaking up, and challenges involved in doing so. Notice opportunities to use your voice. Utilize techniques for speaking up that mitigate threat for all involved. Implement strategies and processes that mitigate the silencing effects of power.
David Rock, co-founder and executive director, NeuroLeadership Institute
The time for empty promises about diversity and inclusion shared on corporate websites has passed. We are now at an inflection point when employees are demanding real action to create truly equitable and inclusive experiences at work. This will call upon employers to take a hard look at their policies and practices to make meaningful progress.
As organizations move into 2021, they must demonstrate that they not only believe in the value of diversity but that they are committed to fulfilling the promise of inclusion. While important, diversity is a passive view of workforce composition. Inclusion is a more active view that focuses on creating an empathetic workplace environment. When employees feel welcome, included, valued and connected, they feel a sense of belonging. What are the concrete steps to get there?
Maya Garza, RVP, behavioral science, BetterUp
We're all looking for the desired outcome of inclusion. But other than recruitment and retention, what are the levers that drive better outcomes? Join us as we explore the social indicators that drive inclusion and how organizations can measure, report and increase inclusion outcomes quarter over quarter.
Janine Yancey, founder & CEO, Emtrain
Tanya Laninga Allen, vice president, talent management and corporate HR, Lennox
Being an ally of a colleague who's different from you is the right thing to do, but to many workers it can feel like risky business. How can leaders embolden their employees to extend themselves? How can allies accept the good intentions of their colleagues and overlook their imperfections, meeting them where they are? How far can companies go to encourage workers to be accomplices in confronting injustice in an organization?
Jennifer Abbondanza, VP of corporate initiatives, diversity, NBC Universal
Neela Pal, vice president office of corporate engagement, Goldman Sachs
Marisa Grimes, director, diversity & inclusion, Mastercard
Julie Yoon - consultant, DDI
Lydia Dishman - contributing editor, Fast Company
Diversity, Equity and Inclusion might seem like a “nice-to-have” in the face of uncertain economic times, but it’s one of the most effective ways to foster the innovation and resilience that is required to improve business performance and organizational health. Join Peakon as they discuss how to measure and improve your organization’s approach to DE&I, allowing you to create a more diverse and inclusive culture, benchmark success and collect ongoing feedback in order to measure the impact of new initiatives and drive increased performance.
Sheree Atcheson, global director of diversity,equity & inclusion, Peakon
Speaker: Pamela Newkirk, author, journalist, professor, New York University
Emma Hinchliffe, associate editor, fortune