*Please note, session titles & times are subject to change due to schedule conflicts per our speakers.
The current COVID-19 pandemic has disproportionately impacted people of color with African-American and Latinx populations having higher rates of COVID-19 hospitalizations and death. Factors driving these inequities include access to care, presence of chronic illnesses, living conditions, socioeconomic status, disproportionate representation as essential workers, medical mistrust, and racism. In order to achieve heath equity, a system where everyone has the opportunity to attain their highest level of health, public health and health care leaders must determine strategies to address long-standing and complexly intertwined factors. During this session, participants will learn about the social determinants most responsible for the inequities observed in COVID-19 health care outcomes. Additionally, participants will hear how leaders are partnering with vulnerable communities to alter the current trajectory of health outcomes.
A high performing organization will ensure that culture and strategy are aligned. Before improving organization performance with plans to implement new operational strategies, executives must first understand your employee’s hearts and minds as well as their markets. Areas we will analyze include:
a) Leadership behaviours: Executing deeper analysis and reflection of employees beliefs and assumptions and leading by example
b) Culture Examination: How to measure your culture/strategy alignment and its impact on business performance
c) Making the Change: Leveraging data and emotional response to help align culture with your business strategy
Panelists discuss ways to actively fight against racism in our mindsets, our workplaces, and our communities as a whole.
Belongingness in the workplace is cultivated by a sense of acceptance and inclusion as well as identity for members involved. Diversity within a work environment refers to the variety of differences in culture among people at a company and inclusion refers to the comfortability employees feel to authentically express themselves. It is diversity, inclusion, and belongingness that must coexist to foster the best employee work environment possible.
The research findings are clear: organizations with strong coaching cultures are associated with greater effectiveness in managing change as well as greater confidence in change capabilities. We will examine research-based insights into how to build a coaching culture for change management. We will explore the bottom-line benefits of coaching for change management and the forms organizational coaching can take. We will touch on case study examples of how organizations have leveraged coaching to increase the probability of successful change initiatives through improving communication, promoting leadership engagement, and fostering employee resilience. Coaching is a vital but underutilized tool in our change management toolkit: join us to learn how to leverage coaching for success!
Companies are continually being looked to for leadership in their communities and throughout the world, but corporate stewardship is often misunderstood or viewed as difficult to fully realize. Join Sheryl Corrigan, Director of Environmental, Health & Safety at Koch Industries, to learn how Koch views and successfully implements corporate stewardship through individual empowerment, principled leadership, and mutually beneficial relationships in the communities in which Koch operates. Sheryl will also discuss best practices of how other companies can successfully meet their own stewardship goals.
A roundtable discussion about corporate responsibility in the face of social and environmental challenges.
Globally, the issues leaders face continue to grow increasingly more difficult. The convergence of social, medical, technological, and agricultural systems requires a leader who is culturally responsive and globally conscious. While modern innovation has made it easier to reach global markets, many otherwise successful corporations have isolated themselves from the populations they wanted to work with. Product development, marketing endeavors, and even prevailing values all play a vital role in an organization’s success in a foreign market, which is why this session examines how rising global leaders can advocate for and act upon pressing global issues, differences, and advances.
The numbers are telling: Less than 1% of CEOs among Fortune 500 companies are Black, a figure that has been trending downward since 2012; Black professionals held just over 3% of all executive/senior leader roles in 2018; 37 women now run Fortune 500s yet not one is Black. While African-Americans and other minorities have been changing Fortune 500 board compositions to a greater degree over the past few decades, the C-suite glass ceiling has proven harder to crack. This session sheds light on both the challenges and opportunities around developing a representative pipeline for executive positions at the highest level. Participants hoping to attain C-suite roles will have an opportunity to garner concrete advice in achieving this aim.
As diversity and inclusion transitions from being a programmatic solution to a cultural reality, companies are trying to identify ways to link diversity and inclusion initiatives to employee engagement and overall business objectives. This session will provide insights about organizations’ efforts to establish diversity and inclusion programs as sustainable and strategic ways to optimize business.
This session focuses on the importance of emerging leaders. Through the guidance offered by our panelists, young audience members can learn the do’s and don’ts of leadership as well as how they can continue to grow in their industries.
Diversity and Inclusion, of course, requires the involvement of women, people of color, the LGBTQIA community, and people of different abilities. However, the benefits of white males in this movement is often overlooked. White men, through their positions in power, can be catalysts for change. Therefore, their championship for diversity and inclusion can help the movement make leaps and bounds. This session will enable attendees to engage with white males who have made inclusion their mission to determine how white males can be champions and how organizations can better utilize white men as supporters of diversity.
Change is everywhere; it’s in the weather, popular trends, and especially in the workplace. From reorganizations, mergers, downsizing, and job transitions, change is rife in the workplace; this doesn’t mean change intelligence is. Change intelligence, also known as CQ, equips leaders with the skills needed to effectively apply and manage change. This session highlights the basic tenets of CQ, how to develop your CQ, and the best practices of managing change.
This session will feature ERG professionals discussing the best practices for creating and leading successful employee resource groups.
To achieve equitable change it is crucial to understand the fundamental issues perpetuating the inequality facing society. This understanding can only be reached by having the conversation .Participants will come away with an understanding of the systemic disadvantages that many categories of identification face and how these disadvantages relate to achieving social justice.
The George Floyd protests generated more media coverage than any protest in fifty years, a historically profound response to the death of one Black American. Floyd’s death, part of a confluence of video-recorded killings of unarmed black men and women across the US reminiscent of Jim Crow lynchings, touched off a tinderbox of bottled-up emotion relating to long-ignored racial inequities. Spared from the indignity of anonymity, George Floyd is credited for spurring on a number of changes, from police reform to corporate action in support of Black Lives Matter. This session will examine George Floyd’s influence as a symbol for change and steps participants can take to capitalize on the momentum created by these events to advance DEI goals.
This workshop will introduce participants to the different ways to manage difficult conversations.
We are often led to believe that, with hard work and dedication, we can increase our status within any organization or industry. However in today’s world, what you know may not be the only things you need to advance your career. This session offers attendees with the tools needed to secure the corner office through education, networking, personal branding, and more.
In relation to the multitude of social categorizations, it is no secret that many individuals not of Caucasian descent face obstacles. It is also true that these people of different backgrounds often face different obstacles as well. Knowing how and why these challenges negatively impact employees and the overall workplace can aid in the creation of an inclusive work space. In order to better work with and provide for a disadvantaged group, one must learn about the group-specific challenges.
During this round table discussion, many topics will be covered such as:
- Breaking barriers and how to create the next generation of a more diverse and dynamic leadership across different industries
- Their experiences of career advancement in the face of discriminatory barriers.
- Latinx diversity in the executive board and c-suite
People with great leadership potential can sabotage their own path to promotion. In this session you will learn how to overcome the barriers to breaking through to higher levels of executive leadership. Participants will also learn the importance of understanding their personal leadership design and how to be their authentic selves while rising to higher levels of effective leadership.
This panel focuses on: how to be an inclusive leader, key leadership skills, and how to develop your leadership.
Being in charge is different from being a contributor, and effective leaders have to possess collaboration and self-awareness skills. To be an effective leader, you need to know your strengths, yet that is only part of the process. You also need a broad perspective on the behaviors needed to be an effective leader in order to avoid one-dimensional leadership styles. Take charge of the inner dimensions of leadership and explore the topics of pioneering, energizing, affirming, resolving and commanding. In addition, the creative and healthy application of a leader’s emotional and social literacy plays and essential role in the growth of a sustainable and competitive organization. Being able to recognize and manage emotions is a key component in the workplace, whether dealing with coworkers or clients. Learn how to effectively communicate, reach consensus, manage stress and properly address conflicts during this session.
This workshop will explore generational cohorts and how to work across multigenerational lines.
Emotional intelligence involves a person’s awareness of his/her/their own emotions. Further, it includes the ability to handle relationships wisely and with empathy. Emotional intelligence is an immense asset for leaders as it allows them to maintain and control their own emotions while calmly addressing the needs of others. This session will discuss how emotional intelligence can enhance leadership.
The topic of sexuality and gender identity is unfamiliar to many populations, and this lack of knowledge can lead to people creating policies that can further isolate or harm members of the LGBTQIA+ community. In order to help bolster allyship, acceptance, and understanding, this session works to educate attendees on the “ABC’s” of LGBTQIA+. Through this presentation, attendees will leave with a more well-rounded and accurate understanding of many of their friends, family members, co-workers, and bosses.
Unconscious biases in the talent lifecycle impede organizations from optimizing their talent. In this session, participants will learn the impact of biases in decision making and some de-biasing tips for all steps of the talent lifecycle.
Millennials & Gen Z are spreading coronavirus. Not because they are partying, but because they are the heart of our economy. As of 2020, Millennials are 50% of the workforce. By 2025, Millennials + Gen Z will be 75% of the workforce. This session covers the key drivers, trends, and strategies to understand and engage these young talented workers, as well as the impact of COVID-19 on their employment experiences.
Participants will be able to mitigate imposter syndrome, and stereotype threat in the work environment.
Modern inequity prevails in healthcare, income, and in the workplace. Communities of color are the most impacted by these inequities, and they rely on corporations, stakeholders, and business leaders to bridge the equity gap within these areas. Coordination and collaboration with communities of color ensures that businesses provide equitable jobs and economic growth, and communities provide the talent capital and customer base. This breakout demonstrates how partnerships can help improve the equity gap that affects our society sustainability and economic future.
Given barriers to entry into the highest levels of health care leadership, individuals underrepresented in medicine have historically aspired to a “seat at the table”, an opportunity to be heard and make a difference when part of a leadership team. However, many discover that not all seats at the table are created equal and ultimate power remains concentrated at the head of the table. With the amplification of health inequities during COVID-19 and increasing acknowledgment of racism as a public health crisis, there is increasing need for those underrepresented in medicine to have more impactful leadership roles in health care. During this session, participants will learn about the benefits and challenges of meaningful leadership diversity in the healthcare industry. Leaders will discuss how they navigate the dynamics of policy and culture change towards creating an equity-driven industry.
How would you rate your personal capacity to effectively and efficiently deal with cultural plurality among your colleagues and clients? Additionally, how would you rate your organization’s capacity to effectively and efficiently deal with cultural plurality throughout its operations and the marketplace? These are must-answer questions for any forward-thinking individual or organization intent on succeeding in a progressively diversifying world. This session will examine the impact multicultural change is having on both individuals and organizations, from performance benchmarking and professional development to strategic planning and operational efficiency.
This workshop presents participants with the keys to building their personal brand.
Experience a fun, award-winning, interactive Practicing Inclusion: Amplification Workshop exactly as it is delivered at Blue Shield of California, and get materials so you can bring the program to your organization. The workshop empowers attendees to drive innovation by amplifying others' ideas and encouraging diversity of thought, through providing simple amplification techniques and opportunities to practice using them. After experiencing the workshop for yourself, you’ll also learn what’s unique about this program: At Blue Shield, after the workshop, attendees log whenever they give, receive, or observe amplification. The tangible, measurable results show that amplification has begun to go "viral" and is feeding a culture that values diversity of thought at Blue Shield of California. Come experience it for yourself!
ESG reporting and strategies that are current with the rapidly evolving ESG landscape, guided by UN SDGs.
Although white people often talk about “race problems” as rooted in communities of color, racism is in fact a problem of white communities. Ideas and practices that create inequality based on racial categories were invented, and are perpetuated, by white people. Even after the many gains of the civil-rights movement, the United States remains a white-supremacist society in material and ideological terms, and in such a society white people have unearned privileges. In this hour-long program, Robert Jensen will discuss the history and contemporary reality of race in the United States and suggest that we have to go beyond the rhetoric of multiculturalism and diversity if we want to address the country’s racial problems in a meaningful way.
Building a fulfilling career and achieving your goals takes more than delivering top shelf work. It requires developing relationships ahead, alongside, and behind you. Leading well requires knowing others and understanding their drivers. Let’s chart out how to identify the missing pieces and build those critical relationships.
Great workplaces attract great talent; this is why investing in creating a stellar company culture can bring your organization the talent and diversity it needs to surpass the competition. In a field constantly in search of innovation and progress, maintaining your top players can ensure you remain ahead of the curve. Take steps to transforming workplace and organizational culture in order to attract and retain top talent
This workshop will teach people about unconscious bias and how to overcome it.
Going from military to civilian life can be a difficult transition for the average American Veteran. Acclimatizing to society, re-establishing personal relationships, exploring new career paths, and managing the possibly physical and psychological effects of war can make it difficult for veterans to move forward. Adding to this fact, veterans often find themselves without the resources and representation they may need. This session highlights many of the common struggles US Veterans face and how companies can work to better accommodate to this population in order to provide them with the tools they need to be successful.
Panelists will discuss how they have navigated through a system of racism in ways that build power and collaboration rather than division, and how they uplifted fellow women despite differences in race.
This panel of company and industry leaders will be sharing their experiences as leaders, biggest lessons learned throughout their experiences, and top tips to being a great leader. Participants will also have a chance to think about the critical role they-- as leaders-- play in employee morale, satisfaction and company results. This session gives the opportunity to assess current performance and ways to develop strategies to overcome mistakes and continue leading with success.
Our panel of women will focus on how they found success, the resources they utilized, and some of the challenges they’ve faced.
April 9
National ERG Summit
Concurrent Session I — 9:45 a.m. - 10:45 a.m.
Employee resource groups are essential for talent to feel welcome, accepted, and understood in the workplace. Despite the necessity of these groups, it is still daunting to start an ERG on your own. This group will discuss the foundational information necessary to start your own ERG from scratch. Panelists will share their specific experiences with and best practices for starting ERGs in an organization.
Employee resource groups and business resource groups are invaluable tools for inclusion and diversity in the workplace. These groups provide a home for similar people while they’re in the workplace. However, for ERGs and BRGs to also promote progress and advocate for its members, they require allies. This session will discuss how to cultivate a group of allies to help drive ERGs and BRGs.
Inclusion teams intentionally seek to diversify the workplace. Inclusion teams, therefore, are a driving force for diversity and inclusion within their respective organizations. This session will discuss the innate importance of D&I and specifically inclusion teams. This panel will include members of inclusion teams as they attest to the important role they play in organizational growth and diversity.
Concurrent Session II — 11:00 a.m. - 12:00 p.m.
Employee Resource Groups provide countless benefits to the members they serve. However, employee resource groups take time and effort to ensure that they run smoothly and maximize benefits offered. This session will include members of ERGs and ERG founders. They will advise on best practices for running and creating ERGs.
Employee resource groups and business resource groups are invaluable tools for inclusion and diversity in the workplace. These groups provide a home for similar people while they’re in the workplace. However, for ERGs and BRGs to also promote progress and advocate for its members, they require allies. This session will discuss how to cultivate a group of allies to help drive ERGs and BRGs.
Employee Resource Groups are essential for employee health and happiness. Through that, ERGs also contribute heavily to an organization’s bottom line. This session will focus on how ERGs can contribute and be leveraged for your bottom line. This session will feature multiple experts on ERGs.
Concurrent Session III — 2:15 p.m. - 3:15 p.m.
As ERGs continue to evolve and grow across all business segments and types of organizations, and as they become more aligned to business goals, ERG leaders and coordinators continue to seek “best practices” from across the business. This practical session will examine some innovative and successful ERG practices across how to structure, how to deliver value to members, how to have a greater impact on the business and more. Workshop leader Stan Kimer currently facilitates the module on “Best Practices for ERGs” for the DiversityFIRST Certification Program as well as designing NDC’s new ERG Academy offering.
Employee resource groups are essential for talent to feel welcome, accepted, and understood in the workplace. Despite the necessity of these groups, it is still daunting to start an ERG on your own. This group will discuss the foundational information necessary to start your own ERG from scratch. Panelists will share their specific experiences with and best practices for starting ERGs in an organization.
Diversity 101 - Starting from Scratch
To be determined
April 10
Concurrent Session I — 12:45 p.m. - 1:45 p.m.
There is no mistaking that racism is still rampant in today’s society, and organizations are not immune to that disease. This then creates in the workplace places of privilege and places of racism. This session is geared toward discussing race and racism in the workplace and how to navigate it. This session will also incorporate talks around what privilege is and how it plays into structural racism.
Are you interested in what it takes to be a leader? Do you know how to inspire as a leader? Do you know how to define yourself as an emerging leader? This lesson is designed by leaders to equip emerging leaders with the tools necessary to utilize their skills and designate themselves as leaders.
It is often said that for an organization to succeed, then all must work for that success. Therefore, leaders in all groups should seek to serve, guide, and assist others in the organization to assure overall success for all. This session will help attendees to meet that goal. Specifically crafted for leaders and aspiring leaders, this session will discuss how to serve others in order to serve the whole and ultimately succeed.
As the title suggests, for upward mobility risks are required. However, despite the connotation of the word, risks do not inherently have to be dangerous. Risks can be beneficial for a career if not a catalyst for it. This session will help attendees differentiate between a chance and a calculated risk that can bolster a career.
Diversity and Inclusion, of course, requires the involvement of women, people of color, the LGBTQIA community, and people of different abilities. However, the benefits of white males in this movement is often overlooked. White men, through their positions in power, can be catalysts for change. Therefore, their championship for diversity and inclusion can help the movement make leaps and bounds. This session will enable attendees to engage with white males who have made inclusion their mission to determine how white males can be champions and how organizations can better utilize white men as supporters of diversity.
While diversity is necessary in the workplace, it cannot be sustained without inclusion. One of the most efficient ways to ensure that companies are able to acquire a diverse workforce is to adapt an inclusive lens. An inclusive leadership lens will allow those in management to realize and acknowledge the array of ideas available in a diverse workforce. This session will help attendees discern what an inclusive leadership lens looks like and determine how to adapt one in their own organizational model.
Understanding the LGBTQIA community is an essential move for businesses to evolve with modern society. The LGBTQIA community offers a diverse array of opinions and advantages. However, to access and serve their community, employers must create environments that are welcoming. This session will enable attendees to realize the best practices for working with and for the LGBTQIA community.
Unfortunately, today not all are treated equally. This is especially true in the field of healthcare. From physicians, to healthcare providers, to actual patient care, disparity is rampant. This roundtable is intended to explain what disparities exist, why they exist, and how they can be mitigated.
With increased reliance on technology in today’s society, the tech industry is of course booming. However, one area in which the tech industry struggles is diversity. Despite being a major employer and industry in the United States, the tech industry has not fully embraced diversity. This session is designed to discuss the many shades of prejudice that are present in the tech industry as well as how we can attempt to mitigate them.
Cesar Chavez once said that, “Preservation of one’s own culture does not require contempt or disrespect for other cultures.” In a world that is increasingly connected, many groups are finding that the introduction of their culture leads to its disrespect. This is particularly true for the Latinx community in the workforce. This session is crafted to discuss trends and challenges faced specifically by the Latinx workforce as well as how the Latinx community can advocate for itself in the office.
Concurrent Session II — 2:00 p.m. - 3:00 p.m.
There is no mistaking that racism is still rampant in today’s society, and organizations are not immune to that disease. This then creates in the workplace places of privilege and places of racism. This session is geared toward discussing race and racism in the workplace and how to navigate it. This session will also incorporate talks around what privilege is and how it plays into structural racism.
Emotional intelligence involves a person’s awareness of his/her/their own emotions. Further, it includes the ability to handle relationships wisely and with empathy. Emotional intelligence is an immense asset for leaders as it allows them to maintain and control their own emotions while calmly addressing the needs of others. This session will discuss how emotional intelligence can enhance leadership.
It is often said that for an organization to succeed, then all must work for that success. Therefore, leaders in all groups should seek to serve, guide, and assist others in the organization to assure overall success for all. This session will help attendees to meet that goal. Specifically crafted for leaders and aspiring leaders, this session will discuss how to serve others in order to serve the whole and ultimately succeed.
Everyone has a skillset. However, not all skillsets are beneficial for leadership. This session is designed to help leaders and emerging leaders assess what skills are practical for roles of leadership. This session will also give examples on what skills have helped its panelists reach their positions of leadership.
Though veterans are often given a lot of praise throughout the United States, they are often underutilized in the workplace. Veterans hold a wide variety of skills as well as a unique perspective. This session is designed to discuss how veterans can be leveraged in the workforce. This session is also intended to help employers learn how to recruit and retain veterans.
This interactive workshop will focus on how employee resource groups, which include affinity groups, business resource groups, and other employee networks, can be structured in such a way that enables group members to develop professionally and to contribute to their respective organization’s mission or business strategy. Participants will engage in a facilitated discussion to identify the critical components of such employee groups that are required to demonstrate their value as a “resource” to the organization. By sharing successes and potential missteps as a group, participants will glean best practices that can be used to develop and/or enhance their own networks. Get ready to learn together!
Being a woman in any space comes with its challenges. This is especially true in the field of technology. This session is both to praise and learn from women who have made a name for themselves in technology. These women will discuss the struggles and triumphs they’ve experienced in this prestigious and difficult field.
In the U.S., one in three adults has a criminal record. This is about as many as those with college degrees. And each year, nearly 700,000 are released from prison to find themselves often locked out of the job market. At the same time, there are 7 million job openings in the U.S. right now as businesses fiercely compete for talent. This session will explore how hiring people who want a chance to work is a win-win-win: It helps keep families together by decreasing the chance of recidivism, it supports a valuable talent pool of willing and trainable workers, and it gives people who have made mistakes the dignity of work.
April 11
Concurrent Session I — 10:15 a.m. - 11:15 a.m.
The glass ceiling, unfortunately and historically, has stopped many women from rising to their capability. The women of this panel, however, have cracked and passed through the ceiling to be some of the most powerful and influential women in their respective fields. In this session, these female leaders will share their experience and expertise. This session intends to inspire emerging female leaders and empower emerging male leaders to be advocates for their female colleagues.
Chief Diversity Officers are the driving force for diversity in the workplace. This makes them a key player in the push for diversity and inclusion in business. This session includes Chief Diversity Officers who have gathered to share their knowledge and best practices. These CDOs will also discuss how they rose to their positions.
In this era, millennials have joined the work force in increasingly large numbers. This group brings with it a modern and unique perspective. When effectively leveraged, the skills of millennials can be highly beneficial to organizations. This session will focus on how to leverage millennials in the workplace as well as create a culture that is welcoming to them.
Most people aspire for some degree of upward mobility in their career. This is accessible to all people who seek it. However, first one must seize control of their career to actualize their goals. This session is crafted to discuss how attendees can discern their goals and take control of their career’s trajectory.
Teamwork is essential to achieving any goal. Few to no organizations have succeeded through the efforts of a person. Therefore, it is imperative that teams within an organization work together cohesively and effectively. This session is designed to discuss best practices for building and managing effective teams.
Issues of race, gender, sexual orientation, and ability are evident in most environments. This makes the need to speak up about discrimination ever more pressing. However, it is often difficult to open the floor for an educational, respectful, and illuminating conversation on these matters. This session will focus on finding the courage to have these tough discussions as well as best practices for how to facilitate the conversation.
The Latinx community contains a multitude of people with diverse and unique ideas. These people can greatly benefit any work place. The members of this session are evidence of this as Latinx executives discuss their experience in leadership. The session will also focus on the intersection of a Latinx identity and leadership.
In the era of #MeToo and #TimesUp, the discussion on sex discrimination and sexual harassment is at the forefront. However, many people do not understand the full implications of Title IX. This session is designed to better explain what Title IX is and how it affects sex discrimination. This session will also discuss how attendees can be advocates for all genders in the work place.
Leadership is a position that comes with many responsibilities. This entails the need to seek continual growth and improvement. Though a person must be outstanding in their own right to reach a position of leadership, he/she/they must continue to develop and better their leadership. This session will focus on methods to better attendees’ leadership and ultimately become better leaders.
In order for an organization to succeed, all involve must share the same vision for the whole. Further, all must be held accountable for their own portion. And finally, all members must transparently, effectively, and punctually communicate. It is the job of the leader to ensure that this vision, accountability, and degree of communication is upheld. This session will discuss how a strong leader can craft and manage these three aspects.
The United Nations developed the Sustainable Development Goals. These goals were set in order to achieve future that is sustainable and beneficial for all. The goals include items such as poverty, inequality, climate, environmental degradation, prosperity, peace, and justice. This session will analyze the progress made toward reaching these ambitious but necessary goals.
Concurrent Session II — 11:30 a.m. - 12:30 p.m.
Employment discrimination, whether it is on the base of ability, gender, race, or sexual orientation, is rampant. However, as of late there has been a movement to combat employment discrimination. This session will discuss the current state of employment discrimination. Further, this session will open the dialogue on how individuals can advocate for inclusive hiring practices.
In this era, millennials have joined the work force in increasingly large numbers. This group brings with it a modern and unique perspective. When effectively leveraged, the skills of millennials can be highly beneficial to organizations. This session will focus on how to leverage millennials in the workplace as well as create a culture that is welcoming to them.
Most people aspire to climb the ladder in their organization. For some, that means aiming for the prestigious C-Suite. This session will discuss how to accelerate attendees’ careers to reach the C-Suite. This session will include members of the C-Suite who will share their experiences.
Emotional intelligence involves a person’s awareness of his/her/their own emotions. Further, it includes the ability to handle relationships wisely and with empathy. Emotional intelligence is an immense asset for leaders as it allows them to maintain and control their own emotions while calmly addressing the needs of others. This session will discuss how emotional intelligence can enhance leadership.
Just as the human body requires a certain degree of health to perform, organizations must meet standards of health in order to perform. As organizations seek and achieve higher degrees of health, their performance will subsequently be bolstered. This session will discuss the importance of organizational health for organizational performance. This session will also focus on how organizations have improved their overall health to maximize performance.
Impactful leadership starts with discerning your own cognitive and emotional composition which informs your capacity to relate to and inspire others. In this session, we will explore the introspective process, learn how to bolster your professional confidence and practice unpretentious self-advocacy while minimizing competitive dynamics and maximizing your strategic differentiators.
Concurrent Session III — 2:15 p.m. - 3:30 p.m.
Chief Diversity Officers are the driving force for diversity in the workplace. This makes them a key player in the push for diversity and inclusion in business. This session includes Chief Diversity Officers who have gathered to share their knowledge and best practices. These CDOs will also discuss how they rose to their positions.
Leaning in is often a phrase used to discuss how women should assert and immerse themselves in the work place. While it is important to put a significant amount of effort into one’s work, it is equally important to maintain a healthy work life balance. This session will discuss the importance of leaning in while leaving space for self-care. This session will also feature advice from leaders based on their personal experience with leaning in.
Emotional intelligence involves a person’s awareness of his/her/their own emotions. Further, it includes the ability to handle relationships wisely and with empathy. Emotional intelligence is an immense asset for leaders as it allows them to maintain and control their own emotions while calmly addressing the needs of others. This session will discuss how emotional intelligence can enhance leadership.
Imposter syndrome posits that individuals doubt their success and accomplishments due to a fear of being shown to be false or fraudulent. While this is not an uncommon fear, it often undercuts an individual’s achievements and hard work. This session will discuss how to utilize praise to overcome the feeling of imposter syndrome. This session will also discuss how perfectionism and the struggle of initial failure play into one’s feelings of professional inadequacy.
Education should be something that is accessible for all groups. Further, all groups should see reflections of their own faces in the faculty and staff they interact with in higher education. However, this unfortunately is not the case. This session will discuss the need for diversity in higher education and what steps can be made toward diversifying higher education.
Learn how RPA can perform highly transactional processes, freeing up employees to focus more on the strategic elements of their work while increasing morale and engagement.
Corporate responsibility is the way in which companies and organizations hold themselves accountable for their own actions. This includes the impact that they have on internal members, stakeholders, and the community as a whole. This session will discuss what corporate responsibility is, why it is a necessity, and best practices. This session will also discuss the importance of corporate responsibility.
April 12
Concurrent Session I — 8:45 a.m. - 9:45 a.m.
Full diversity and inclusion can only be reached through the utilization of all resources and willing advocates. This often includes white males. White males, through their positions of power, can often be strong and compassionate allies for diversity and inclusion. This session will discuss how to better include and leverage white males in discussion on diversity.
LGBTQIA community makes up a notable portion of the population. Accordingly, they should be represented and leveraged in organizations. This session will present the compelling strategic rationale and business case for fully embracing LGBTQIA inclusion, and introduce the wide range of programs and tactics to implement greater LGBTQIA diversity in the work place.
In a world where organizations often do not reflect the diversity of the world at large, diversity initiatives are crucial. Thus, every new diversity initiative is welcome if not necessary. However, often creating a new diversity initiative from scratch can be daunting. This session is intended to discuss what attendees should know when seeking to develop a diversity initiative from scratch.
Globalization refers to organizations that intend to operate on an international scale or have some influence internationally. With the increasing ease of communication, it is now easier than ever for companies to have global reach. This session will discuss the impacts of globalization of diversity and inclusion. This session will also focus on how diversity and inclusion can benefit an organization’s international reach.
The ability to negotiate – to advocate and compromise in order to seek a goal – is crucial for all members of an organization. This is particularly true for leaders as they seek to achieve goals and advocate for their organization. This session will discuss the importance of negotiation for leaders. This session will also discuss how to bolster attendees’ negotiation skills.
Communication is essential to all aspects of life. However, it is especially important in crafting a strong leadership presence. Therefore, one must hone his/her/their communication strategies. This session will discuss how to develop a leadership presence through creating communication strategies.
Learn innovative ways to engage internal and external partners to drive diverse talent to your organization. This session will discuss various case studies including neurodiversity, socioeconomic diversity, veterans and more.
Concurrent Session II — 10:00 a.m. - 11:00 a.m.
Full diversity and inclusion can only be reached through the utilization of all resources and willing advocates. This often includes white males. White males, through their positions of power, can often be strong and compassionate allies for diversity and inclusion. This session will discuss how to better include and leverage white males in discussion on diversity.
The LGBTQIA community has historically been underserved and underrepresented in most areas of life, particularly in businesses and oganizations. This follow-on session to LGBTQIA 101 will quickly review the compelling business rationale before digging deep into how to execute a wide range of programs that will completely include the LGBTQIA community,including how to scale for size and best practices.
America grows more diverse with each passing day. The demographics of America are continually changing and evolving. Thus, companies must grow and evolve with America. This session will discuss the impact of America’s changing demographics on organizations.
The ability to negotiate – to advocate and compromise in order to seek a goal – is crucial for all members of an organization. This is particularly true for leaders as they seek to achieve goals and advocate for their organization. This session will discuss the importance of negotiation for leaders. This session will also discuss how to bolster attendees’ negotiation skills.
Communication is essential to all aspects of life. However, it is especially important in crafting a strong leadership presence. Therefore, one must hone his/her/their communication strategies. This session will discuss how to develop a leadership presence through creating communication strategies.
In the world of business, it is easy to get caught up in projects and processes causing us to blow past the people around us. Of course we physically see those who work for and with us; but do we really SEE them? Do we SEE and VALUE their unique strengths and abilities? Do we know what environment motivates them? Do we give them the opportunity to truly MAXIMIZE their talent? In this workshop, we will discuss the benefits of making people a priority and provide application tools that will help you initiate the crucial conversations which will lead you to SEE People, VALUE their uniqueness and MAXIMIZE their talent.