Filtered Sessions

For centuries marginalized people have been crying out for justice, freedom, and an opportunity to be heard. Those who do not feel heard have turned up the volume most recently experienced after the murder of George Floyd.

My report honors marginalized people, including people of color, the LGBTQ community, non-native-born Americans, women, the elderly, and everyone who wants to be seen and accepted for who they are.

Discrimination and dysfunction in the workplace stem from a lack of diversity, inclusion, and equity (DEI). Unconscious Bias is one of the biggest influences on this set of problems. Improving the choices we make will improve DEI and business outcomes.

I want to share with the public what people see as the impact of unconscious bias in their workplace and what they are doing to mitigate it to make our work world a better place.

Questions Addressed:

• How aware are professionals that bias exists?
• What are areas of work most impacted by biases?
• What are their plans to mitigate it?
• What are their success stories in reducing the impact bias has in their workplace?

Being more aware and removing obstacles to awareness are critical levers in mitigating bias in the workplace. There is an attainable response that can generate the desired solution.

Creating a cohesive Global Total Reward Strategy for your organization is a tough challenge! You need a unified approach worldwide, but your programs must also be adjusted at the regional and local levels. You know the old adage: Think Globally and Act Locally. Of course, there are a number of similarities in total rewards across country boundaries. However, there are also marked differences in various regions of the world, primarily due to nuances in cultural orientation, management style, and the interplay between the government and the private sector. In his informative presentation, John Rubino outlines the 'hottest' global total reward trends and actual practices. Participants will come away with a real-world 'global schematic' of total reward program perspectives, methodologies and approaches that are practiced in top-notch organizations in various regions around the world. This is all for the purpose of attracting, motivating and engaging the best and brightest global employees!

Learning Objectives:

• Learn specific total reward strategies practiced in various regions of the world, through the use of real-life examples and pragmatic case studies.
• Hear the latest research data regarding global total reward trends, segmented by world regions.
• Discuss a 'global schematic' of total reward perspectives, methodologies and approaches that are, and should be, practiced in the majority of premier organizations around the world.
• Adapt and implement these strategies and techniques within your own organization.

The U.S. Office of Personnel Management (OPM) provides human capital guidance, policy and support to the largest workforce in the world. OPM recognizes that it must continue to lead, innovate, and anticipate the future for this workforce. This session details OPM's strategy to support mission delivery to the American people and how the agency will work to mitigate future challenges and leverage opportunities to ensure OPM remains on the cutting edge of Future of Work policy and guidance.

Learning Objectives:

• Identify key lessons learnt from Government Agencies during the COVID-19 pandemic.
• Articulate strategies and approaches to mitigate business risks posed by critical environmental events.
• Understand how workforce data can support organizational learning in the areas of workforce resilience and adaptability in the future.

REPEATED TUESDAY AT 7:30am

The world of work has changed dramatically in the last three years and so have job candidates' and employees' expectations. In a uniquely structured conjoint study of over 8,000 employees across the U.S., Australia, and the U.K., Qualtrics compared the importance of 7 work characteristics including compensation, flexibility, career trajectory and more. This session will showcase the key findings from this research and explore the implications for organizations operating in and preparing for the future of work.

Learning Objectives:

Join this innovative analytics-based session to learn more about how current and potential employees choose from the myriad of different characteristics of different roles.  We will delve into different factors of choice to understand what workplace characteristics are most important and attractive to current and potential employees right now, understand how and why the relative importance of these characteristics has changed over time, explore the underlying psychological principles driving these changes and learn about tactical steps organizations can take to make their workplaces more attractive to current and future employees.

The world where we do business has changed rapidly.  Globalization is reality.  Now, more than ever, companies have a global workforce and global workplace that must succeed in a global marketplace.  HR professionals cannot afford to leave things to chance.  In this dynamic and engaging session led by a 25+ year veteran Global Diversity & Inclusion Strategist, you will acquire three critical insights and three action steps to help you succeed!  You will walk away with a deeper understanding of what it really takes to engage effectively in a global environment!

Learning Objectives:

• Acquire critical insights on what it really takes to succeed in a global environment.
• Obtain action steps that will help you apply insights and become more effective.
• Gain confidence as a professional in a global community.

The US is facing an unprecedented worker shortage, and US immigration laws do not provide clear solutions.  There are nevertheless viable options for most employers to address the shortage with immigrant workers.  This session will delve into those options as well as what may be on the horizon.

Learning Objectives:

• Learn the current challenges to hiring foreign workers.
• Discover potential options to address worker shortages and how to navigate those options.
• Hear about what challenges and options may present themselves in the near future.

Every employer will need to conduct a workplace investigation at some point, and an effective investigation can make the difference between a litigation-free resolution and a painstakingly long and costly lawsuit. This difference is amplified when the investigations have to take place in a foreign country due to vastly varying legal restrictions and cultural norms. This session explains the different approaches employers need to take when conducting workplace investigations outside of the United States. Topics will cover sexual harassment, discrimination, mental health issues, addiction, and workplace violence investigations and how these various type of investigations fit into the legal and cultural frameworks of foreign jurisdictions.

Learning Objectives:

• Understanding the legal obligations and potential liabilities of conducting workplace investigations in foreign countries.
• Analyzing jurisdiction-specific issues arising out of global investigations.
• Recognizing different cultural expectations and formulating the most sensible approaches.
• Maintaining integrity of investigations

REPEATED TUESDAY AT 10:30am

When organizations successfully connect the employee experience to business outcomes it's a game changer. Recent research from WSAdata shows a direct correlation between engagement and core financial metrics such as net profit margin, earnings per share, and EBITDA. The top 25% of organizations in engagement on average have a 54% gross profit margin whereas the bottom 25% have a 32% gross profit margin. WSA has proven 13.6% of the variance is attributed to engagement.  This data reaffirms the premise that engagement and performance drive business success−an essential connection to make as we encounter the unknowns and uncertainties of 2023. Understanding the levers that motivate and engage employees, and how sentiments and drivers change over time, is critical to aligning strategic imperatives with what matters most to employees.  This empowers organizations to accelerate performance and business at the same time-two elements that when driven in parallel have an enormous impact.

Learning Objectives:

• Learn the global top drivers that have the greatest impact on employee motivation and engagement.
• Understand the major trends of 2023 surrounding the employee experience based on the latest WSA-validated data and research.
• Learn best practices and methods for linking employee engagement to employee performance.
• Understand how to correlate gross profit margin and other specific financial metrics to engagement levels to transform engagement into a true driver of business outcomes.
• How to build a reliable ROI measurement and impact of HR departments, practitioners, and leaders on business success.

In this latest addition to her National Education Background Screening & Compliance Series, national expert Deb Keller exposes the biggest 'untruths' in background screening and how to protect your organization from the resulting litigation they can cause. Are you aware of the key areas where you're vulnerable to litigation and how your screening firm may not prepare or protect you? Do you know what 'indemnification' really means? Have you ever wondered why your ATS provider 'really' only recommends their 'built in' screening partners? How about inflated claims about how many criminal records your screening firm is searching? Or maybe you receive FCRA 'sample' applicant forms that you can use at your own risk (and may not be up to date or compliant but they're just 'samples.') If you think you already know it all or have 'heard it all,' take a real look behind the scenes with Deb, test your knowledge and protect your company from unnecessary litigation.

Learning Objectives:

• Learn the key areas where you're vulnerable to litigation and your screening firm may not prepare or protect you, and how to do so.
• Learn what indemnification means in regard to your background screening firm and how to protect yourself.
• Learn about FCRA requirements for applicant forms and the Federal Adverse Action process, how they've changed and how your screening firm may not be protecting you.
• Learn where criminal record data really comes from, how many records should be searched and how screening firms really obtain court records and how their negligence can get you sued.

The 'work', how work gets done, and how we define the workplace have forever changed. As we look forward to 2030, how will the Future of Work evolve? Organizations that fail to proactively adapt and accelerate radical reinvention won't survive. 

Vivian will review key trends impacting the Future of Work and your business. She'll reveal priorities that must be at the top of HR and business leaders' agenda to succeed in the now 'never normal'.

Learning Objectives:

• Recognize the top trends you need to be paying attention to.
• Identify five non-negotiable priorities for HR and business leaders' agenda.
• Apply strategies to put you in the driver's seat to reinvent your path forward rather than merely responding to what comes.

REPEATED FROM MONDAY AT 10:30am.

The world of work has changed dramatically in the last three years and so have job candidates' and employees' expectations. In a uniquely structured conjoint study of over 8,000 employees across the U.S., Australia, and the U.K., Qualtrics compared the importance of 7 work characteristics including compensation, flexibility, career trajectory and more. This session will showcase the key findings from this research and explore the implications for organizations operating in and preparing for the future of work.

Learning Objectives:

Join this innovative analytics-based session to learn more about how current and potential employees choose from the myriad of different characteristics of different roles.  We will delve into different factors of choice to understand what workplace characteristics are most important and attractive to current and potential employees right now, understand how and why the relative importance of these characteristics has changed over time, explore the underlying psychological principles driving these changes and learn about tactical steps organizations can take to make their workplaces more attractive to current and future employees.

Jhpiego is an international health non-profit affiliated with Johns Hopkins University. As a globally matrixed and donor-funded organization with 4,200 employees in 40 countries, we've had to continually adjust to market forces, increased competition, and localization. Learn about 5 things we've done in learning and organizational development, innovation, performance management, and staff wellbeing that have kept us competitive.

Learning Objectives:

• Understand how a bundle of HR and operational programs phased in over time cumulatively contribute to staff performance, engagement, and retention;
• Appreciate how the usage of discretionary funds complements donor-funded project support;
• Empathize with how one organization's acknowledgement of internal inequity around staff wellbeing led to a stronger and more solid commitment to all employees.

In today’s turbulent economy and post-pandemic hybrid world, retaining and engaging talent is more complex than ever before. When you layer in generational shifts and changing workplace values, it’s easy to get lost in a sea of change! According to studies from McKinsey, Deloitte, SHRM, Rising Team, and many more, leadership often misunderstands what factors are most important to their employees. In this session, we will empower you with a fun, engaging exercise outlining your own unique motivators and satisfaction levels. Then we’ll aggregate data across the group so you can understand patterns and see how you compare to others in the group. Finally, we’ll discuss how you can apply these tools to motivate and inspire your teams. Stay to the end and you’ll receive a special bonus only available to session participants!

Attendees will:

• Create a personal Motivators Map outlining the things that matter most to you and your satisfaction level for each item.
• Learn how your motivators and satisfaction levels compare to your SHRM conference peers.
• Identify actionable insights and tactical next steps from patterns in employee motivators from employees across hundreds of companies.
• Foster connection with session-mates by sharing personal experiences and brainstorming ideas.
• Gain concrete ideas for how to inspire and motivate your employees (and make them feel valued).
• Unlock a special free bonus that you can use with your teams.

Hiring workers as independent contractors can help employers save cost, especially when operating abroad. However, this strategy can also expose employers to serious risks. Depending on the country, misclassification of the employment status can result in severe financial penalties for the company and even criminal liabilities for the executives. This session highlights these risks in some major foreign jurisdictions where U.S. employers tend to conduct business and analyze the tests used in different countries to determine whether a worker is an independent contractor or a de facto employee. We will also explore some alternatives to the traditional employment and independent contractor relationships.

Learning Objectives:

• Understanding the tests used to classify employees in various jurisdictions.
• Recognizing the potential liabilities and penalties for misclassification.
• Identifying alternatives to traditional employment relationships.
• Establishing best hiring practices internationally.

REPEATED FROM MONDAY at 1:30pm

When organizations successfully connect the employee experience to business outcomes it's a game changer. Recent research from WSAdata shows a direct correlation between engagement and core financial metrics such as net profit margin, earnings per share, and EBITDA. The top 25% of organizations in engagement on average have a 54% gross profit margin whereas the bottom 25% have a 32% gross profit margin. WSA has proven 13.6% of the variance is attributed to engagement.  This data reaffirms the premise that engagement and performance drive business success−an essential connection to make as we encounter the unknowns and uncertainties of 2023. Understanding the levers that motivate and engage employees, and how sentiments and drivers change over time, is critical to aligning strategic imperatives with what matters most to employees.  This empowers organizations to accelerate performance and business at the same time-two elements that when driven in parallel have an enormous impact.

Learning Objectives:

• Learn the global top drivers that have the greatest impact on employee motivation and engagement.
• Understand the major trends of 2023 surrounding the employee experience based on the latest WSA-validated data and research.
• Learn best practices and methods for linking employee engagement to employee performance.
• Understand how to correlate gross profit margin and other specific financial metrics to engagement levels to transform engagement into a true driver of business outcomes.
• How to build a reliable ROI measurement and impact of HR departments, practitioners, and leaders on business success.

As America's fastest growing racial or ethnic group, Asian Americans are moving up the corporate agenda, yet this population is full of paradoxes. They're America's best-educated group, yet their rate of promotion into leadership roles is less than that of whites, African Americans or Latinos. Asian Americans are recruited in large numbers, yet they feel less belonging than any other group. Among Asian Americans, it's the youngest ones – who tend to be American-born with native English skills – who suffer the LEAST belonging.

Learning Objectives:

•  The unique challenges facing your Asian American employees, and the brain science behind them.
•  How well-intentioned HR policy results in further exclusion and inequity for Asians
•  Evidence-backed strategies to activate inclusion and equity for your Asian American employees.

The pandemic-induced shift in how and where we work has created unprecedented fluidity in remote work, including use of digital nomad visas to work around the globe, working part-time in more than one location and hopping from jurisdiction to jurisdiction. It has also become increasingly common for foreign national employees to abandon their green cards and for U.S. citizens to renounce their citizenship. This brave new work world carries immigration and tax consequences that can impact both the employer and expatriate employees.

Learning Objectives:

• Visa and tax implications of working remotely from different locations.
• Remote work corporate policy, practical considerations for your business.
• Payroll versus physical location.
• Remote alternatives if you fail to secure H-1B visas?