Filtered Sessions

This workshop will focus on:

• The broad definition of religious beliefs under Title VII and specific protections beyond “religion” for Jews, Muslims, Sikhs and other ethno-religious groups;
• The definition of Antisemitism (which goes beyond hostility toward Jews);
• Identifying specific examples of workplace discrimination and harassment with a focus on Antisemitism and Islamophobia but also including examples involving Christians and Hindus;
• Strengthening HR policies, management training and employment practices to prevent and respond to discrimination against and harassment of religious identities;
• Upgrading policies and practices with regard to religious accommodations in light of the higher burden on employers to establish undue hardship;
• Resolving potential conflicts between DEI efforts and certain religious beliefs;
•  Evaluating whether and how to respond to proud and public displays of Antisemitism;
• Incorporating religious identity into DEI efforts to enhance belonging; and
• Navigating religious holidays and workplace conversations on faith, etc.

Learning Objectives:

• The legal framework for addressing religious discrimination, harassment and accommodations.
• Enhancing HR policies, management training and employment practices to prevent workplace bias and to provide religious accommodations.
• The connection between religious identity and culture with a focus on DEI

Diversity, Equity, and Inclusion efforts reveal that progress is being made with DEI but there's more to be done. So where should you begin and what should you begin your journey towards a more inclusive and equitable workplace? It can be a challenge to know the practical ways to start, and steps toward implementation. Recent studies on the state of  Evaluate your DEI Initiatives with a comprehensive checklist for HR and employers that focuses on identifying your internal challenges and recognizing and correcting biases in four key pillars: talent acquisition, performance management, compensation practices, and learning and development.

Learning Objectives:

• Suggestions to evaluate the past and current state of your Organizations DEI practices.
• Outline steps and provide a checklist to map out potential DEI efforts.
• Identify measures to use after you have started your program implementation.
• Discuss the organizational and cultural that are creating roadblocks for this work.

As HR practitioners, we may think we're above average in our 'cultural competence,' but are we? Twenty+ years of research shows that only 2.5% of us can see the full complexity of differences and adapt effectively. There is an impactful framework that hundreds of organizations use to build CC. Packed with practical tools as well as engaging activities, you will leave understanding your own cultural competence as well as how to develop it in others.

Learning Objectives:

• Describe the stages of cultural competence and explore implications of each stage for D&I work.
• Learn general strategies for advancing cultural competence.
• Practice developing competence through brains-on activities.
• Identify tpreferred cultural style of communication.
• Receive a guide with activities to continue developing.

Covid changed the workplace permanently; the workforce of the future will never be what it once was. Workers, whether brash young Gen Zers or suddenly empowered Millennials and Xers, are demanding new and greater flexibility and techniques than was ever imagined in the top-down workplace of the past. Today's courageous leader will help formulate a new social contract and use the workforce to redesign everything we know about recruiting and engagement for the third and future decades of the 21st century. What can you do to be part of this revolution?

Learning Objectives:

• Learn what has changed in the workplace in the Covid and post-Covid era.
• Understand what today's workers are demanding of their leaders.
• Identify how the most successful companies have responded to the challenges of empowering workers who have more options and greater opportunities for growth and movement in today's marketplace.
• Learn what you can do to successfully recruit and retain the best employees in this increasingly complex environment, and reimagine your new workplace.

All too often, we deeply want to be supportive to our coworkers who we know are experiencing grief, but we don't know how. In this session, Certified Dare to Lead Facilitator Holly O'Hern, gives individuals specific ways and options to be supportive - to others and to themselves - while drawing on real life experiences and moments of transformation.

Learning Objectives:

• Learn about hidden types of grief and the many impacts of grief in the workplace.
• Learn common mistakes well-meaning people accidentally make that are not supportive to people who are grieving.
• Learn ways and options to support others who are grieving in lasting ways.
• Learn how grief-sensitive workplace cultures create inclusion and retention for more of their employees and make an impact.

'Emotional intelligence' is a phrase many of us have heard of, but don't necessarily know what to do about. In fact, it can be a powerful tool to help coworkers better understand themselves and have empathy for each other, particularly with the diverse mix of employees in modern organizations. This workshop will explore how individuals' cultural identities and diverse experiences may influence their interactions at work, and present some simple steps to improving workplace relationships.

Learning Objectives:

• Be self-aware of you own emotional motivations and interpretations.
• Manage your reactions to others' words, behaviors, and decisions in the workplace, particularly across cultural differences.
• Develop social awareness to be empathetic toward other people's perspective and emotional state.
• Strengthen relationships with colleagues through more effective conversation and inclusive interaction.
• Find your 'why' for practicing emotional intelligence, to drive sustained inclusion at work.

GenZ accounts for nearly 30% of today's workforce, and workers over age 55 encompass another 25%. One group is proficient in technology, while the other is well-versed in interpersonal dynamics and office politics. One's strength is the other's weakness and of course, they have learned to hate each other. Or so we are told.  We'll examine these demeaning stereotypes, acknowledge that while there is some grain of truth to them, they do not serve the modern corporation well. As GenX becomes the leaders of the 21st century organization, what can YOU do, in whatever age group you belong to, to increase your personal effectiveness and that of your company? You'll be surprised at what you'll find out.

Learning Objectives:

• Learn that there are fewer differences between the generations than has been believed.
• Understand how members of each generation can help members of other generations improve their skill sets.
• Understand the challenges you face when working with other generations.
• Give you the skills necessary to enable you to work more effectively with those of other generations.
• Improve organizational effectiveness and communication across the generations.

Americans could live an extra 19 years - if they pick the right employer. And for that benefit, they will shop for the right employer-don't you want to be on their list? Employers can spark healthy aging in their employees by empowering healthy lifestyles, investing in the social drivers of health, and focusing on well-being and prevention are strategies for success.  In this session, learn about the top 10 ways you and your organization can easily and effectively influence the health and well-being outcomes of your employees through a health equity lens. Explore tools, trainings, and evaluation techniques to gain the skills you need to drive employee health. When employers make decisions rooted in health equity, employees will live happier, healthier, and longer lives. Join us to see where your company can start!

Learning Objectives:

• Discover the biggest drivers of health inequities and HealthSpan among your employees.
• Learn about the top 10 employer-led actionable strategies to address health inequities.
• Begin creating your Workplace Health Equity plan to create change in your workforce.
• Connect with peers on the Health Equity journey to share ideas, struggles, and achievements for long-term health equity solutions.

Lately, the 'us' vs. 'them' rhetoric has attempted to fracture corporate DEI. 'Breaking Binary Barriers: Leading with Empathy in a Divided World' delves into the critical importance of discouraging binary mindsets in order to move away from the divisive 'us vs. them' culture and embrace empathy that fuels inclusion. In a world increasingly characterized by polarization, teams and leadership will need to have the tools necessary to cultivate a more willing, compassionate, and understanding future.

Learning Objectives:

• Recognize the detrimental effects of binary thinking and the urgency to challenge it.
• Embrace the value of empathy as an essential inclusion building tool.
• Acquire practical skills to encourage empathetic leadership within their spheres of influence.

Performance evaluations have long been a source of frustration for supervisors and subordinates alike. What's worse: both self-evaluations and supervisors' evaluations can reflect unconscious biases that make the process less equitable for some, particularly for employees from underrepresented backgrounds. In this interactive session, participants will learn how to support a performance evaluation process that drives desired behaviors and results, while making them more fair and inclusive for the modern diverse workforce.

Learning Objectives:

• Understand how unconscious bias and cultural differences impact the effectiveness of performance evaluations.
• 'Level the playing field' with more inclusive self-evaluations from employees.
• Techniques to interrupt bias in performance feedback and evaluations.

Under the Title VII, the Americans with Disabilities Act and various state laws, employers must reasonably accommodate individuals who need changes in their work responsibilities due to their religious beliefs, observances, and/or practices. The U.S. Supreme Court's 2023 decision in Groff v. DeJoy imposed a new, higher standard for denying these requests: 'substantial'  undue hardship.  To avoid liability in this area, employers must understand the practical implications of the new standard and change their processes accordingly. In this session, Jennifer Shaw, a nationally recognized expert in this area, will debunk common myths and provide practical guidance to help keep your organization out of court.

Learning Objectives:

• Understand the new 'undue hardship' standard.
• Learn how to best document reasonable accommodation requests and your responses.
• Understand how to determine if a religious belief is 'sincerely held,' and when to require documentation.
• Learn best practices for engaging in the accommodation process.

This session will discuss the power of empathy to build bridges through self-reflection, proximity, and direct engagement. Topics Covered: Diversity and Inclusion; Company Culture; Racial Reconciliation; WHY IT MATTERS; The impact of the pandemic will be felt for generations worldwide. The current pace of change and ongoing cultural friction is creating an opportunity for difficult conversations around the virtual water cooler and our dinner tables. These conversations can result in a desire to 'cancel', confront, or ignore those who see our world differently.  As professionals navigating the tensions between personal beliefs and experiences and company values, how can we lean in to make positive change in our workplace, families, and communities?   Session snippets include:  Empathy does not require perfection; it requires authenticity and humility. Bridges don't begin until there is nothing underneath them. On our road toward greater inclusion and diversity, we must remember that there is no change in shame.

Learning Objectives:

• Increase cultural awareness and understanding.
• Encourage interpersonal growth in a diverse environment.
• Build bridges to develop an inclusive organizational culture.

Learning Objectives:

• Speak to various stakeholder groups in language that resonates with them.
• Counter employee resistance to diversity efforts.
• Incorporate culture-building principles when developing DEI strategy.
• Effectively engage executives as DEI ambassadors.
• Build empathy across audiences for underrepresented employee groups.
• Use technology to amplify Your DEI message.

This session will share keys for the successful utilization of corporate engagements with higher education institutions.  In today's fight for high quality talent, business leaders are often unaware of how the implementation of academic partnerships can be a long-game strategy worth investing in. Along with developing a pipeline of future potential employees, academic partnerships are an effective model for supporting tomorrow's workforce career readiness, for activating DEI goals aimed at providing access opportunities, and for building community via goodwill.

Learning Objectives:

• Research based insight about Gen Z employees and what they are looking for in the workplace.
• Understanding the impact of corporate partnership with academic institutions as a pipeline for engaging Gen Z future employees.
• How to build a success academic partnership.

HR professionals face mounting pressure to develop centralized governance policies for AI hiring tools to comply with legal obligations and meet DEI and accessibility priorities. This session will share actionable guidance to help mitigate and manage bias and discrimination risks for these tools, with a focus on the new NIST AI Risk Management Framework Inclusive Hiring Profile developed in partnership with NIST by a team of industry, advocacy, and government collaborators (anticipated release mid-2024).

Learning Objectives:

• What artificial intelligence (AI) is, and how HR professionals are using it to recruit and assess candidates.
• The landscape of AI risks in HR, including new guidance and procedures from EEOC & OFCCP and state regulatory efforts.
• Sample questions to ask vendors.
• How your organization can develop an AI governance framework to help mitigate and manage the risks that AI hiring systems may carry.
• Suggested actions, activities, and documentation for AI Hiring Tech, aligned to the NIST Risk Management Framework's four key functions (Govern, Map, Measure, and Manage).

Too often, senior executives,  leaders and high performers  operate under their own outrageous 'Big Shot' rules causing distrust and turnover,  brand crushing headlines and social media spread, compliance crises and performance  related disasters. Examples arise in every industrial sector including healthcare, education, finance, utilities, public, and private employment.  This  practical session will provide an HR strategy and tools  for preventing and addressing 'Big Shot' misconduct before it causes lasting public,  team and organizational damage.

Learning Objectives:

• Consider several high-profile examples and recent cases where senior leaders or 'high performers' engaged in routinely outrageous behaviors which caused significant harm inside and outside their organizations explaining why and how it was tolerated;
• Discuss strategies involving Board, C Suite and team members which will prevent or correct such problems benefitting talent acquisition, staff retention, performance, diversity, inclusion and results;
• Discuss strategies for addressing the 'conceptual resistance' that allows blatantly improper behaviors to continue, causing others to avoid speaking up or, if in leadership roles, failing to address such behaviors.

'The Future of Workplace DEI&A Programs in the Wake of the US Supreme Court decision in Harvard/UNC.' The spotlight is on workplace DEI&A programs like never before.  The US Supreme Court's June 2023 decision on affirmative action in higher education (Harvard/UNC) does not directly affect workplace DEI&A programs, but one of the results of the decision has been an increase in litigation and other challenges to corporate DEI&A programs.  These challenges include employment practices designed to increase workplace diversity, including hiring and promotional practices.  There are also challenges to internship, mentorship and other workplace programs designed to increase inclusion, not to exclude individuals based on gender, race, etc.  Learn the current legal and risk landscape for corporate DEI&A.  This session will (a) provide a general overview of the 'state of the law;' (b) highlight specific workplace practices under the DEI&A rubric that are unlawful or legally risky; and (c) suggest specific DEI&A practices that will help employers achieve the business value of DEI&A and at the same time lessen their exposure to litigation and/or lability.

Learning Objectives:

• Learn the current legal landscape for organizational DEI&A programs.
• Hear effective strategies to keep your DEI&A programs on the right side of the law.
• Maintain inclusive workplaces in the face of legal and cultural headwinds.

Although efforts have been made in recent years to advance equality for Lesbian, Gay, Bisexual, Transgender, Questioning, Queer, and other gender and sexual marginalized identities, there are still many instances where LGBTQ+ people find themselves excluded, unwelcome, and uncomfortable in the workplace. In fact, according to the Human Rights Campaign, close to 50% of LGBTQ+ employees still report hiding their sexual orientation at work due to hostility, bias, discrimination, and mistreatment.  This fast-paced and engaging session will cover a variety of topics including personal pronoun usage, LGBTQ terminology, employment laws and practices related to gender and sexuality, inclusive language tips, inclusive restrooms recommendations, and more! All attendees will leave with greater awareness and practical takeaways that can be implemented in any workplace!

Learning Objectives:

• Become more familiar with current LGBTQ+ inclusive terminology, appropriate pronoun usage, and inclusive language.
• Develop a greater understanding of the lived experiences of LGBTQ+ employees.
• Learn the differences in the dimensions of biological sex, sexual orientation, gender identity, and gender expression.
• Explore strategies to create more diverse, welcoming, and inclusive workplaces.
• Walk away with ready-to-implement ideas for bringing a DEI (diversity, equity, and inclusion) lens to your organization.

This brain-focused inclusion session will help participants understand the basics of neurodiversity, such as ADHD or Autism Spectrum Disorder, through informative and engaging hands-on activities. Pulling from evolutionary psychology and cognitive behavioral science, this interactive training teaches participants the language, tools, and practices necessary to understand and embrace different types of thinkers. It explores what we can do to empower and embrace neurodivergent people and build the most inclusive and fruitful teams and workplaces.

Learning Objectives:

• Learn language, science, and common symptoms of neurodivergence.
• Practice using tools for successful interactions and productive working relationships with neurodivergent people.
• Have a framework for what's needed to build a neuro-welcoming work environment.

The US Surgeon General has stated that lack of belonging is one of the nation’s biggest public health crisis’s and it has harmed individual and societal health. This significantly affects your organization and its bottom line. People do not feel valued, they are not engaged, and their people managers do not value them. The lack of belonging increases risk of premature death by 60%. DEATH! The healing for this crisis is in plain sight: civility and belonging will help us live healthier, longer, more fulfilled, and more productive lives.

As one of the top ten places to work, hear what SHRM is doing to create civility and belonging for our team. You will be able to gather many valuable insights to take back to your organization.

Learning Objectives:

• Create a plan to ensure civility in the workplace.
• Train people managers on creating belonging for their teams.
• Make civility an organization wide priority.
• Strengthen your workplace culture by providing opportunities, engaging team members, creating that sense of belonging for each and every person.
• Make your organization a great place for all team members.

Despite facing increasing opposition from various groups across the nation, diversity, equity and inclusion (DEI) initiatives and policies will ultimately prevail. It is not uncommon for transformative initiatives to experience a maturation process where the entire area of focus may come under fire, based upon the overreaches of its weakest ambassadors. Despite these challenges, successful DEI practitioners have consistently managed to overcome these obstacles. Along their journey, they have gained valuable insights on how to flourish in a marketplace that includes critics seeking to undermine efforts to create workplaces that value DEI.  Join Eric M. Ellis, President & CEO of Integrity Development Corp., as he shares his expertise on overcoming DEI opposition and fostering inclusive workplaces. Ellis will outline seven proven methods to successfully navigate the ever-evolving landscape of DEI in the face of setbacks and challenges.

Learning Objectives:

• Identify key indicators of structural DEI resistance.
• Leverage empathic leadership skills to better understand the viewpoints of DEI critics.
• Provide seven proven methods for overcoming DEI resistance.
• Present real world case studies of successful DEI initiatives.

Despite our recent efforts, employee turnover and retention are still among the top concerns of CEOs, HR, and managers. Pay raises, flextime, remote work, and all the other perks haven't been enough. Why? Employees who leave consistently identify poor feedback as one of the biggest reasons.  When translated, you may recognize these: (a) I don't know what is expected of me, (b) I don't know how I'm doing, (c) I don't know where I stand within the company, (d) I don't know the future holds for me or the company, or (e) I never hear from my manager. Within this session, we'll identify the 5 common trends among managers that prevent effective feedback and how to overcome them. We'll tap into the latest workforce research and compare it to shifts in attitude, demographics, work ethics, learning styles, relationships, and more. You'll also leave with specific tools and action plans you can implement right away with managers to begin to see immediate results.

Learning Objectives:

• Learn about the top five barriers that most commonly get in the way of effective feedback and accountability.
• Identify the differences in today's workforce that require a shift in how we deliver feedback to effect change.
• Consider best practices to instill a culture conducive to feedback and continuous improvement.
• Understand the 'roadmap' to effective feedback to train and implement with managers.
• Promote greater inclusion in the workplace through effective communication and engagement with employees.

Repeated on Tuesday at 12:30pm.

Most organizations think they're created safe spaces. There are policies in place for reporting discrimination. Nonetheless, many marginalized people don't feel psychological safety or inclusion because subtle acts of exclusion and unconscious bias are rampant. We will explore how HR professionals can support a more active kind of inclusion, where we connect authentically, where we broach hard conversations with vulnerability and courage, and where we grow and learn together when we mess up.

Learning Objectives:

• Confirm why true inclusion and psychological safety matter so much for our organization to achieve the highest performance possible.
• Understand why the current state of most organizations leads to under-the-radar subtle exclusion and lack of safety for so many people.
• Practice understanding why more authentic connections, more productive mistakes, and more active allyship are essential for getting to true inclusion and safety for all.
• Discover immediately applicable guidelines for speaking up and standing up for colleagues.
• Apply the concepts discussed to policies, processes, and practices in order to proactively build the mostly inclusive and safe culture possible.

Many employees expend considerable emotional energy hiding their disabilities from colleagues and bosses in every interaction at work, in every meeting, and when toiling away side-by-side. It's exhausting and stressful. But the stigma around disabilities - the fear of discrimination and rejection, and the risk related to job security - prevents many employees from disclosing their condition and asking for supports and accommodations to succeed at work.  Yet studies show that when employers intentionally create an atmosphere of acceptance and show a commitment to build inclusion - offering disability awareness training and creating employee resource groups as a safe place for people with disabilities, chronic conditions, or difficult life situations to meet and support one another - employees no longer feel threatened to reveal a disability. Instead, they take advantage of employer-provided supports, which, in turn, improves their wellbeing, increases their level of trust in others, and boosts their productivity.  This presentation explores how to approach disclosure in the workplace and provides research-driven strategies that cultivate acceptance from colleagues and supervisors.

Learning Objectives:

• Hear how masking inhibits executive functioning skills.
• Learn about strategies to determine whether and how to disclose a disability.
• Discuss questions to ask to try to determine whether an organization has a culture of acceptance and diversity.
• Talk about approaches to help you advocate for policies that support people with invisible disabilities.
• Innovative research to aid organizations in becoming more aware of invisible disabilities and create policies that foster advocacy and acceptance.

We will focus on understanding microaggressions through the lens of identity-based trauma and its impact on the receiver. In our time together we will examine the latest trauma research to understand the psychological effects of microaggressions on the receiver and the psychology of the sender; explore four patterns of perception that unintentionally create harmful behavior and the impacts individually and organizationally; and equip participants with practical strategies for identifying and addressing them in the workplace.

Learning Objectives:

• Define identity-based trauma.
• Explain microaggressions through the lens of identity-based trauma.
• Describe the four patterns of perception that lead to microaggressions.
• Explain strategies for mitigating the impact of microaggressions in the workplace.

In the 'Running on Fumes: DEI Fatigue and A Supreme Court Decision' session, participants explore the challenges of diversity, equity, and inclusion (DEI) efforts, addressing the exhaustion that can accompany these initiatives. The session also delved into the implications of a recent Supreme Court decision on DEI practices. Attendees will gain insights into navigating DEI fatigue and adapting strategies in light of the decision, fostering a more comprehensive understanding of the evolving landscape for DEIB initiatives.

Learning Objectives:

• Understand the manifestations and impact of DEI fatigue in the workplace, recognize signs, and implement strategies to mitigate its effects on individuals and organizational culture.
• Analyze the Supreme Court decision's implications for workplace DEI initiatives, while maintaining a commitment to fostering a diverse and inclusive environment.
• Develop adaptive strategies to address evolving challenges in the DEI landscape.
• Cultivate a workplace culture that prioritizes ongoing learning and dialogue about DEI, fostering an environment where employees are equipped to navigate complexities, contribute to inclusivity, and drive positive change within the organization.

While we typically think of pay equity in economic terms, have you considered how pay transparency-a cornerstone of pay equity-impacts employee well-being? We analyzed over 6,000 employee survey responses representing 40 employers from diverse sectors-and the results are eye-opening. Better understand pay transparency and how to effectively implement it, discover actionable insights for promoting pay equity beyond pay practices, and align your compensation philosophy and values to create a workplace that works for everyone.

Learning Objectives:

• Learn how policies and practices beyond compensation contribute to pay inequity, and what you can do to build a healthier and happier workplace.
• Understand your 'why,' including how pay equity aligns with your organization's values and how it will help you achieve your larger goals.
• Access tangible, data-driven strategies to promote pay equity across your own organization.

The Career Pathways for Targeted Populations Committee of the Illinois Workforce Innovation Board formed a workgroup focused on career pathways for individual with disabilities in 2022.  The Disability Workgroup leaders will share the work of the group, including data on hiring individuals with disabilities, an employer perspective, the story of an individual with lived experience, and human resources tools for hiring individuals with disabilities.  Leave this session with knowledge and tools about hiring this source of untapped talent!

Learning Objectives:

• Understand the data surrounding employment for individuals with disabilities.
• Learn how to replicate models for hiring individuals with disabilities in their companies.
• Gain tools for creating a culture conducive to hiring individuals with disabilities.

Globally, employees are convinced that people who speak up are seen as difficult, limit their career opportunities, and even get fired. It's impossible to innovate, retain employees, and be an organization where people want to grow their careers, if it's not safe to speak up. Get simple, easy-to-implement practices to get employees at all levels talking about what matters most. Create a candid culture when people know at their core, it's safe to speak up.

Learning Objectives:

• Discover why it's so hard to speak up at work and why employees are so afraid.
• Provide managers easy-to-implement practices to get employees talking about what matters most.
• Increase psychological safety and be an innovative organization where employees want to grow their careers.

A culture of collaboration is the cornerstone of a high-performing and innovative workforce. Successful collaboration in the new world of work requires more upfront effort but drives even greater alignment and purpose when executed properly. This session shares key strategies and practical approaches to cultivate an environment of aligned purpose, cohesion, trust, and dialogue among hybrid and dispersed teams.

Learning Objectives:

• The power of synergy: Understand the transformative impact of collaboration on employee engagement, productivity, and organizational outcomes.
• Building trust and Psychological Safety: Learn how to foster an atmosphere of trust, where employees feel safe to express ideas, take risks, and contribute their unique strengths.
• Effective communication for collective success: Develop communication strategies that promote transparency, active listening, and the exchange of ideas across teams and departments.

Capture & capitalize on the thinking preferences of teammates! People have preferences for foods & colors, they also have measurably different preferences when solving problems or tackling challenges. FourSight helps you: Recognize & then capitalize on cognitive diversity; Focus on wrestling with challenges versus wrestling with each other; Strengthen the synergy & productivity of teams; Foster a climate that draws maximum potential.  Complete the FourSight assessment prior; individual & team profiles are revealed in the session.

Learning Objectives:

Attendees will be able to: Understand and leverage the cognitive diversity of their teams With intention, build homogeneous or heterogeneous teams Bolster team synergy  Solve problems better Hire for talent -- choose for team productivity

Cultivating an inclusive workplace not only leads to happier teams who feel seen, heard and valued, it also translates to higher productivity, better performance and overall competitive advantage for your organization. Finally feel confident about how to create and integrate more racial equity and inclusion in your workplace. Learn a step-by-step framework for developing an organizational culture that is inclusive, non- discriminatory, and racially equitable - including how to transform organizational processes that impede the ability to achieve strategic objectives. When we thoroughly understand what a racially equitable culture looks like - and begin influencing organizational decision-making, implement practices and processes that create a more inclusive and unbiased workplace - cultural transformation will occur.

Learning Objectives:

• Understand your organization's current mission and vision and future objectives.
• Explore the importance of racial equity in the workplace and the impact it can have on organizational success.
• Receive tips for participating in and impacting the organization's strategic plan with focused and equitable HR strategies.
• Gain tools for implementing racially equitable processes for maximum organizational performance.
• Learn the seven keys for creating and cultivating organizational equity.

Join international award winning empowerment expert Ashley T Brundage as she shares the 4 empowerment steps to cultivate global leadership for your organization. This session will cover the 4 empowerment steps and the research study results from the 28 countries and 17 languages that participated globally. Hear unique insights, see technology that can leverage insights, and engage with the top empowering actions for global leadership and empowerment for your teams.

Learning Objectives:

• Cover the 4 empowerment steps.
• Learn the research study results from the 28 countries and 17 languages that participated globally.
• Engage live with technology that can leverage insights for empowerment.
• Lead with the top empowering actions for global leadership and empowerment for your teams.

LGBTQIA+ equality is both a human rights and business imperative in today's employer landscape. How can HR leaders design thoughtful and culturally-responsive benefits and well-being offerings for every need? In this research-packed session, learn evidence-based techniques and key cultural competencies for inclusive mental health care and initiatives that promote a sense of belonging, inside and outside of work.

Learning Objectives:

• Discuss fundamental LGBTQIA+ identity concepts, factors that impact LGBTQIA+ people's mental health, and strategies for effective advocacy.
• Share ways that leadership and colleagues can be an ally to the LGBTQIA+ community.
• Explore the importance of LGBTQIA+ inclusive offerings and what they look like in practice.

In today's digital age, social media and misinformation have intensified political discussions and triggering conversations in the workplace. Contentious and hostile conversations often overshadow the beauty of diverse opinions and jeopardize inclusive workplace cultures. While engaging participants actively, we'll explore the challenges and solutions of navigating sensitive discussions using hands-on exercises. Attendees will gain a comprehensive guide to establishing respect, setting boundaries, and balancing personal beliefs and a respectful work environment.

Learning Objectives:

• Strategies to Navigate Complex Conversations: Equip HR professionals and leaders with tools and techniques to manage situations where political discussions veer into uncomfortable or potentially harassing territories.
• Understanding the Importance of Respect and Inclusion: Participants will learn about respecting diversity of opinion while ensuring a respectful and inclusive workspace.
• Role of HR in Guiding Discussions: Equip managers with the skills to be mindful of their conversations and understand the influence of their authority.
• Setting Boundaries: Participants will learn strategies to set clear boundaries, encouraging employees to avoid potentially triggering topics and ensuring no one is forced into uncomfortable discussions.
• Legal Landscape of Political Discussions at Work: An overview of how the First Amendment interacts with private workplaces and the role of the National Labor Relations Act in workplace discussions about wages, hours, or working conditions.

10,000 Americans turn 65 every day, bringing about a major transformation in the workforce as 28 million Americans will reach this milestone by 2030. Yet, most businesses are unprepared for this massive demographic shift. Our session will provide an exploration of our cutting-edge research that is revolutionizing the way organizations support their pre-retirees. We will also delve into an innovative case study showcasing the incredible benefits of assisting employees in their transition to retirement.

Learning Objectives:

• Walk away with an awareness of the massive shift that is occurring in the workforce as 28 million people prepare to retire.
• Hear groundbreaking insights from an HR survey exploring current trends and opportunities for organizations to support employees' transition to retirement.
• Discuss an in-depth case study highlighting an innovative approach that one company adopted to support their long-tenured employees' transition to retirement.
• Receive resources to help organizations plan for this seismic shift in the workforce.

Breaking into (or back into!) the workforce can be hard for people  whose life responsibilities require creativity, flexibility, and upskilling to access the work they want to do. In this session, we will dig into flexible get-into- or return-to-work options like internships, micro-internships, returnships, and apprenticeships. Explore what these pathways open up, and who (including you and your company!) can most benefit. Sail into a future of professional fulfillment and dig into an incredible untapped talent pool. This session is your compass to charting a course for a more skills-based recruitment.

Learning Objectives:

• Define and understand the benefits of micro-internships, interships, returnships and apprenticeships and how these can be implemented within your organization.
• Understand how to change the work landscape and be part of innovative work trends by utilizing these opportunities.
• Take home specific, immediate actions you can use to implement the future of work within your organization.

Repeated from Monday at 2:00pm.

Most organizations think they're created safe spaces. There are policies in place for reporting discrimination. Nonetheless, many marginalized people don't feel psychological safety or inclusion because subtle acts of exclusion and unconscious bias are rampant. We will explore how HR professionals can support a more active kind of inclusion, where we connect authentically, where we broach hard conversations with vulnerability and courage, and where we grow and learn together when we mess up.

Learning Objectives:

• Confirm why true inclusion and psychological safety matter so much for our organization to achieve the highest performance possible.
• Understand why the current state of most organizations leads to under-the-radar subtle exclusion and lack of safety for so many people.
• Practice understanding why more authentic connections, more productive mistakes, and more active allyship are essential for getting to true inclusion and safety for all.
• Discover immediately applicable guidelines for speaking up and standing up for colleagues.
• Apply the concepts discussed to policies, processes, and practices in order to proactively build the mostly inclusive and safe culture possible.

In this groundbreaking session, we'll highlight the pivotal role that Child Care Benefits play in shaping the future of work. As organizations strive to create environments conducive to employee diversity, well-being, and productivity, the spotlight has shifted to comprehensive support systems. Join us to explore how investing in Child Care Benefits isn't just an ethical choice but a strategic imperative for businesses navigating the complexities of the modern workplace. This session promises a fresh perspective, backed by data-driven insights, on why Child Care Benefits are the key to unlocking the absolute potential of the workforce.   In a world where the boundaries between work and life continue to blur, providing robust Child Care Benefits has emerged as a game-changer for businesses aiming to attract, retain, and unleash the full productive power of their workforce. This session will dissect the symbiotic relationship between quality Child Care support and organizational success. Drawing from real-world case studies and industry best practices, we will navigate the strategic landscape, offering actionable insights that transcend traditional HR practices. Attendees can expect a dynamic discussion that transcends rhetoric, providing tangible takeaways for immediate implementation.

Learning Objectives:

• Understand why child care benefits are not just a perk but a strategic imperative for organizations seeking sustained success in the ever-evolving landscape of work.
• Explore the direct correlation between child care benefits and employee well-being, mental health, and Job satisfaction, and Learn how this impacts overall productivity.
• Gain insights into how organizations leveraging robust child care benefits gain a competitive edge in attracting top talent and retaining valuable employees.
• Delve into the broader economic implications of investing in child care support, from reducing turnover costs to fostering a more inclusive and diverse workforce.
• Acquire actionable strategies and best practices for implementing and optimizing child care benefits programs within your organization, ensuring they align with both employee needs and business goals.

Revolutions happen when current systems break down and no longer serve their purpose. Our challenges to find, recruit, and retain talent using traditional approaches clearly show the need for a workforce revolution. This session will show how to find and develop talent from multiple sources to meet employer needs.

Learning Objectives:

• Recognize where traditional recruiting approaches fall short in today's workplace.
• Understand the need to re-evaluate employee strategies that include automation, internal development, and recruitment from non-traditional candidate pools.
• Learn best practices using a competency-based model to build in-house development programs that acclimate, up-skill, and promote employees.
• Create a roadmap to revolutionize in-house recruitment efforts.
• Engage strategic partners to help find and grow the best talent.

More companies than ever employ openly LGBTQ+ people, yet over 30% of LGBTQ+ people are actively applying to work somewhere more inclusive. LGBTQ+ employees face coworkers who refuse to treat them respectfully, citing religious and polarizing beliefs, while HR managers feel they can't step in. This session will equip you with educational, policy, and enforcement strategies to build workplaces where all employees get to feel authentically seen and respected.

Learning Objectives:

• Have the knowledge and resources to handle the large percentage of objections based on confusion and lack of understanding, including a firm foundation of language around LGBTQ+ and transgender identities.
• Understand the foundations of frequent religious objections and be equipped to differentiate between honoring all beliefs while having standards and policies for behavior, especially around topics such as pronouns and inclusive or hateful language.
• Understand the driving forces of the increase in anti-LGBTQ+ polarity and feel prepared to address misinformation and hate speech as it arises in your organization.
• Learn about the United States's 'Internal Refugee Crisis' of over 200,000 LGBTQ+ individuals and families leaving their homes, and often their workplaces, to flee laws jeopardizing their access to healthcare, restrooms, and education, and will feel prepared to develop a strategy to support these employees.

In a culture trained by centuries of sexism and racism to objectify women's bodies, to privilege thinness, and to condemn fatness, the importance of celebrating and respecting fat bodies can be difficult for some to grasp. Social systems of sizeism and ableism deny fat bodies equal worth, access, and value. Outdated practices in the healthcare industry invalidate personal autonomy, pathologize, and endanger big bodies. Anti-fat bias in hiring and recruiting can mean missing out on talented candidates who we assume to lack individual willpower or discipline simply because of their size. In this workshop, we explore sizeism and ableism through the intersectional lens of sexism, racism, and classism. We discuss the implications of anti-fat bias in the workplace and learn to create inclusive spaces for bodies of all sizes.

Learning Objectives:

• Understand the concepts of sizeism, anti-fat bias, body positivity, and fat activism.
• Examine our experiences and messaging around fatness and fatphobia.
• Explore the systemic roots of sizeism and its implications in the workplace, education, and healthcare.
• Recognize and interrupt microaggressions and bias related to fatphobia.
• Practice with tools and skills to act as an ally to fat persons.

This session will delve into the crucial aspects of fair compensation practices within an organization. It will cover the various components of pay philosophy, compensation design,  including salaries, bonuses, and non-monetary benefits. Additionally, the session will explore the concept of pay equity, highlighting the importance of ensuring fairness and parity in wages among employees regardless of gender, race, or other differentiating factors. Strategies to analyze, address, and mitigate pay disparities will also be discussed, emphasizing the significance of creating an inclusive and equitable workplace.

Learning Objectives:

• Discuss: What is an organizational pay philosophy and why does it matter?
• Learn: Best practices for sustainable and competitive compensation design.
• Learn: How to infuse pay equity into your compensation philosophy and plan design. What does pay equity really mean?
• Backtrack: What should I do now? Discuss ways to mitigate pay disparities to create an equitable workplace, regain trust from your employees, and position the company to acquire and retain top talent.

When it comes to mental health and wellness this is a required skill for all of us! Have you ever had a conversation with someone that made you so mad? You just wanted to scream, throw something or just burst into tears? Well, you are not alone! And this is the program for you! In this dynamic, high energy, and highly interactive program the audience will learn what emotional intelligence is really all about. Where do those pesky emotions come from? What is the process to manage them effectively? And how do you deal with all those other people that just drive you crazy?  Researchers and business experts agree that people with high emotional intelligence are consistently the top performers in their organizations. They're more resilient and flexible when things get tough and are held in the highest regard by their bosses, peers, co-workers, and others. Julie will share why emotional intelligence is far more than just a handy set of 'people skills,' and why many executives feel it's the one skill you must have to be successful in today's workplace! Learn real world skills to manage your emotions, deal with other people's emotions and never lose your cool again!

Learning Objectives:

• A clear understanding of what the emotional process is and how to manage it.
• The skills to handle others' emotions so they can resolve issues rather  than escalate them.
• A new understanding of what emotional intelligence is, the four key components  involved, where they have the power to make changes, and how to let it go!

Greatness starts with Gratitude. Greatness starts with a vision. Greatness comes from within. Times have changed. This much we all know. With the world in a state of crisis, where there is no such thing as 'normal,' the very nature of work, and life have been forever redefined. Many of us are focused on how to get through life, through work. We have a historical opportunity to shift our mindset to well-being, gratitude, and a positive vision of the future. Through captivating stories and thought-provoking exercises, this session will provide you with the tools needed to facilitate a workplace strategy to increase overall wellness amid chaos.

Learning Objectives:

• Cultivate a Gratitude-Centered mindset: Develop the ability to foster a Gratitude-focused approach within the workplace, understanding its impact on employee morale, resilience, and overall mental well-being.
• Implement wellness strategies: Learn to Create and implement effective wellness strategies that support mental and emotional health, enhancing productivity and Job satisfaction in challenging times.
• Enhance resilience and Adaptability: Acquire skills to build personal and team resilience, enabling better adaptation to change and uncertainty in the workplace.

In this engaging and interactive session, Ash will teach participants how to build the skills of authentic communication in a safe and supportive environment.  Through a combination of instruction, small group work and large group discussion, participants will learn and practice the skills to efficiently and effectively tap into their own authenticity, share it in a way that resonates with others and empower those around them to show up more authentically.

Learning Objectives:

• Understand the three areas of truth (factual, emotional and desire-based) that are necessary in accessing your own authenticity.
• Practice speaking from and listening for authentic communication cues with others.
• Explore how authentic communication can drive interpersonal connection.
• Discover how epic clarity about your authenticity can lead to the confidence and connection required for hard conversations.
• Learn how authentic communication creates more efficient and effective workplace cultures.

Staff leave companies because they don't feel seen, heard, or appreciated. Who knew the answer to this lies in a show called Ted Lasso? Ted's leadership style is vital for companies because it demonstrates the effectiveness of a more holistic and inclusive approach to being a leader.  We will explore how play and positive psychology are essential to building psychological safety. We will determine the steps needed to create a 'stay curious' environment.

Learning Objectives:

• Identify the leadership traits Ted Lasso exhibits to build psychological safety.
• Learn to incorporate aspects of Ted Lasso's leadership currently missing within your management style.
• Determine immediate action steps that can be applied to ensure your staff feels seen, heard, and appreciated.
• Explore strategies to implement psychological safety techniques within the team that they can practice in real-time.

In the workplace, 'fitting in' is often seen as desirable, and it can be easy for an employee to feel like an outcast.  In this session, Dima Ghawi guides attendees to appreciate what makes them different, demonstrating the advantages of embracing individuality. Through personal stories drawn from her experiences as a Middle Eastern woman, she reveals the values of challenging conformity. Dima's actionable tips and engaging examples leave audiences prepared to liberate their inner misfit.

Learning Objectives:

• Best practices for facilitating and embracing one's individuality.
• Actionable tips for creating a culture of belonging.
• The practical benefits for leaders of letting differences shine in the workplace.

It has been said that 'Perception IS Reality.' We use our perceptions as a way to navigate through our world. Our perceptions form the foundation of what we call reality. But the reality is that many of our perceptions which we take for granted are in actuality illusions. When it comes to our relationships with people, our perceptions play an even more significant role. Our perceptions about others and ourselves can often create illusions, which hinder our success and our ability to perform at the highest level of achievement. How we perceive our co-workers, customers, teammates, and all the people around us has a profound impact on their morale, motivation, and performance.

Learning Objectives:

• Find out why our performance is actually a self-fulfilling prophecy.
• Understand how we unconsciously put people in a 'box'.
• Explore how people perform according to the perceptions we have of them.
• Learn to view conflict as an opportunity rather than an obstacle.
• Re-energize morale and workplace culture through untapped diversity.

A year-end (2023) Gartner report, 'Top 5 Priorities for HR Leaders in 2024,' found that organizational culture is the number two concern of HR executives. Culture has become a ubiquitous term that has evolved to mean anything to anyone talking about culture. When examining or establishing a culture, one common activity is the expression of the values.    What is often overlooked is the values and culture of the organization already exist. What is also frequently ignored is that every organization has unspoken values or a covert culture.  The covert culture is reflected in the behaviours that are learned through observations and experiences.¯They are the authentic values of the company. Once your values are stated, employees believe they are the right way of acting, and the organization will inherently do good.   So why, for so many leaders, are values a source of pain?   Why do leaders feel the values are limiting?    But what happens when leaders make decisions that counter the values?    There are many situations where the articulation of the values can result in employee stress and cynicism. What actions can you take to avoid expressing your values only to have leaders undermine them? What are ways to embed the values with employees at all levels so there is a common interpretation and application? What is the business case for living the values, especially in difficult times?   What do The Body Shop, Danone, IKEA, Chick-fil-A, Ben & Jerry's, TOMS, REI (Recreational Equipment Inc.), Patagonia and Starbucks all have in common?

Learning Objectives:

• What to do to ensure leaders are aligned with the values.
• What is the difference between authentic values and aspirational values.
• What is the implication if values are aspirational.
• Why do leaders feel the values are limiting?
• What happens when leaders make decisions that counter the values?
• Why are many company value statements a source for employee cynicism.

Marian Wright Edelman, an American civil rights activist, once said, 'You can't see what you can't be,' referring to the importance of representation to help inspire children of color to positions of power. If you can't see someone who looks like you in a position you aspire to, how can you imagine yourself in that position? But why does representation matter? And how can organizations work toward better representation in their organization without it looking like tokenism?   You Can't Be What You Can't See looks at the importance of representation, why it matters, and what concrete initiatives organizations can take to improve their representation. Leveraging the research for his book Birds of All Feathers: Doing Diversity and Inclusion Right and his extensive experience in inclusion, diversity, equity, and accessibility, Michael Bach shares his thoughts on this critical topic.

Learning Objectives:

• Understand the difference between representation and diversity.
• Hear why representation matters.
• Discover concrete actions organizations can take to improve representation.

Participants will learn the 'GANA Framework' for engaging Latinx talent: Gather Insights, Adapt Approaches, Nurture Culture, and Advance Inclusion. Learn to Gather insights from Latinx cultural trends, Adapt recruitment strategies to reflect these insights, Nurture an inclusive organizational culture, and Advance inclusion through targeted DEI initiatives. Learn practical strategies for resonating with the diverse Latinx community through interactive discussions and real-world examples, helping you to attract and retain Latinx talent effectively.

Learning Objectives:

• Examine how Bad Bunny's approach to authenticity and representation can be mirrored in recruitment practices.
• Identify ways to enhance diversity in talent pipelines by incorporating elements from pop culture that appeal to Latinx candidates.
• Gain insights into the cultural nuances and values of the Latinx workforce and how to align them with organizational goals.
• Explore successful case studies where companies have effectively engaged Latinx talent through innovative strategies.
• Learn how to create an inclusive interview and onboarding process that reflects the dynamism and diversity of Latinx culture.

Effective communication is the crucial foundation for strong relationships, career growth, and organizational success. Alongside effective communication in the workplace, diversity in the workplace has proven to lead organizations to greater success. Despite increased efforts for hiring and supporting a diverse workforce, organizations often overlook training in diverse communication practices. This session helps attendees assess their individual and workplace communication practices, appreciate cultural influences, and develop executive skills for engaging diverse stakeholders, fostering impactful outcomes.

Learning Objectives:

• Describe how effective communication is imperative for success in a diversely evolving environment.
• Classify components of and types of effective workplace communication.
• Describe the role of cultural influences on communication.
• List at least two strategies for more impactful active listening.
• List at least one strategy for improved leadership communication with diverse stakeholders.

As organizations seek to diversify their employee population, they need to accept that talent attraction processes, as we know them, are rife with potential for bias and exclusion. A study from Harvard found that, even when an employer uses pro-diversity language in their job postings, they are just as likely to exclude candidates of color as those employers that don't have a stated commitment to diversity and inclusion. To attract a broader range of diversity in candidates, we have to be willing to change our talent attraction processes to make them more inclusive and equitable.   Becoming an Attraction Magnet presents the case for the 'gold standard' of inclusive talent attraction processes. Based on his book Birds of All Feathers: Doing Diversity and Inclusion Right and his extensive experience in inclusion, diversity, equity and accessibility, Michael Bach shares ideas of how to eliminate bias from talent attraction and make the process more inclusive, with the goal of diversifying the people you hire.

Learning Objectives:

• Understand areas where the talent attraction process is exclusive, including areas where bias may be at play.
• Discover leading practices in how to improve the talent attraction process to make it more inclusive.
• Hear ideas to successfully implement the change.

Companies invest massive amounts of money sending international assignees around the world, yet waste it when they return to their home office.  This can be easily avoided with good assignment planning up front, equipping leaders to apply the significant insights and value from the returning assignee plus structuring the roles for the returning executives that uses their cross-cultural and other skills acquired during the international placement.  SHRM's own statistics show that assignees leave their organizations more frequently than those who were never sent to a new geography, which is an avoidable cost.

Learning Objectives:

• Learn why international assignees leave their companies more often than those who have not been placed in another country.
• Hear which leadership and cross-cultural skills are developed via an international assignment.
• Discover ways to apply the returning assignee's insights and experience to their roles when returning to their country of origin.
• Create a corporate culture that invites assignees' broadened insights, experience and ways of viewing the world.

Join us for a panel discussion that delves into the transformative power of upskilling through education benefits and its profound impact on employee retention. Hear firsthand from HR Benefits Managers responsible for Learning & Development for their organization. This session will feature insights and success stories shared by industry leaders from Amazon Career Choice, KFC Foundation, and Brinker International.  In today's quickly evolving business landscape, attracting and retaining top talent is a strategic imperative. Panelists will explore how innovative education and upskilling programs contribute to not only improved skill sets but also heightened job satisfaction and loyalty among employees. Through the lens of these prominent case studies, attendees will gain actionable strategies to foster a culture of continuous learning and professional growth within their organizations.

Learning Objectives:

• Learn how to attract and retain top talent.
• Hear how upskilling your employees contributes to improved skill sets, positive morale and loyalty among the workforce.
• Gain actionable strategies to foster a culture of continuous learning and professional growth within your organization.
• Discuss real-world success stories that can be used as case studies to optimize your organization's retention through education-driven upskilling.
• Learn how major employers continue to advance their workforce within their organizations through education and upskilling offerings.

Your employees are smart, engaged and informed as to the political climate in our society.  Congratulations!  But that is sometimes accompanied with activism and solicitation of others.  This presentation will address the line between free, and appropriate, speech and inappropriate activism at work and what HR can do to educate employees on the proper expression of ideals in the workplace.

Learning Objectives:

• Walk away with knowledge of how to anticipate that an employee behavior is veering out of bounds before it occurs;
• Hear how to instruct employees in political expression in the workplace;
• Discuss when intervention is necessary.

By 2030, 30% of the workforce will be GenZ that's why recruiting & developing early talent is the key to your company's success.   With the most racially diverse generation in history entering the workforce, GenZ, employers & higher ed institutions must assess relevant methods to develop & retain diverse early talent. Skills, jobs & workplace dynamics have been significantly impacted by a global pandemic, social unrest, new dynamics of work, and technology advances.  In this program, participants will learn how to build and cultivate their early talent pipeline by exploring Reimagine Talent's case studies and solutions - supporting a portfolio of employers, education institutions and non-profits across the United States.

Learning Objectives:

• Explore the factors impacting GenZ in preparing for today's workforce & workplace.
• Gain practical tools to audit your organization's policies, programs, and practices to increase early talent engagement & retention.
• Create an actionable plan to support early talent cultivation at your organization.