Filtered Sessions

We are becoming an increasingly diverse society that needs a high level of performance from all members if we are to manifest our intended level of greatness. Studies have long indicated just the opposite is true. Diverse workforces are more creative and innovative than homogeneous workforces.  This training helps attendees assess their behavior toward those who are different and ensure everyone has the opportunity to contribute to the success of the team. Attendees discover what they actually know about those they consider different.  This 'Manifesting Hidden Greatness' presentation, based on the movie 'Hidden Figures' delivers an experience that allows participants to rethink their ideas concerning diversity and inclusion to create an environment for profitable growth.

Learning Objectives:

• Discover the ways biases keep us from seeing the inherent value in those who are different.
• Learn how we use stereotypes to make ourselves comfortable around those who are different from ourselves.
• Discover the difference between diversity and inclusion.
• Recognize and utilize Unique Performance Position (UPP).
• Discuss current trends and demographics that will make our society even more diverse in the future.
• Understand the effects of prejudice, ridicule, teasing and bullying.
• Learn how to create a 'Ridicule Free Zone' – Recommit to and make any necessary adjustments to create a 'Ridicule Free Zone' for all team members.

63 million is the number of Hispanics in the US. The Latinx workforce makes up close to 20% of American workers, and 8 years from now Hispanics will no longer be a minority. Still untapped, still underrepresented, still a source of remarkable opportunity. This energetic presentation will focus on highlighting the unique characteristics of the Hispanic culture and the meaning they have in the workplace. We will explore the fundamental differences of this culture and provide some tips on how to make Hispanic employees feel engaged and valued. The speaker will involve the audience in dynamic exercises such as the Myth or Truth trivia game, where we will debunk myths about the Hispanic culture. We will also answer questions like: What does it mean to be a Hispanic in the United States? What are the biggest challenges they face? And what can you do to make them a key component of your HR strategy? This session will portray the latest facts, metrics, and proven strategies.

Learning Objectives:

• Learn the A, B and C to successfully recruit, develop and retain Hispanics to include Generation Z.
• Discover the latest demographic research on this growing market.
• Understand the unique characteristics of Hispanics and how they differ from other cultures.
• Debunk myths and acquire facts about the Hispanic community.
• Understand what works and what doesn't with Hispanics-Awareness, engagement and connection.

Oscar Munoz takes you behind the scenes of United Airlines' extraordinary turnaround journey.  This story offers powerful lessons for uniting diverse, global teams around a shared vision and values, as well as the importance of effective communication and empathetic leadership. 

This conversation will take participants on a journey from wherever they may be starting to champions of inclusion. We'll start with updated key language and vocabulary that are used in conversations with and about transgender and nonbinary people, and I'll share my personal story of coming out at 15.   We will ground our discussion in current research around transgender people in the workplace, such as the statistic that 20% of Gen-Z are LGBTQ+, to help participants understand the urgency of this discussion in all workplace settings.   We'll then move to talk through specifics around building safe and supportive environments past the level of just sharing pronouns. Building inclusive workplaces means combining structural change and cultural change, and we will talk through many practical examples of this, as well as how best to respond to backlash around these practices.   To close, Ben will open up to a 100% judgment-free Q&A for any lingering questions.

Learning Objectives:

• Leave the session with a strong knowledge of inclusive language and terminology for conversations about the transgender and gender non-conforming community.
• Understand the reasons for urgency in these conversations, and the reality that just because you can't see any transgender people at your organization does not mean they are not there, just that they are not comfortable enough to come out.
• Leave with clear ideas for inclusive best practices to implement in their workplaces and will be equipped with the tools to respond to questions and backlash around these policies.

What's the #1 factor for team success in the workplace? You'll find out the answer to that question and much more in this engaging session! Attendees will dive in to the top 10 best practices for advancing workplace equity and inclusion - everything from how to be a better ally to inclusive language tips and simple ways to shift away from micro-aggressive workplace behaviors to micro acts of inclusion in your organization. These best practices will help any organization build a proactive and positive workplace culture and maximize employee belonging.  We will discuss specific workplace examples from all sectors of industry and everyone will walk away with a copy of the ADR Vantage Inclusion Assessment Scale© and a Top 10 Best Practices infographic to help bring the learning back to your own workplace. This session is always an audience favorite that has attendees raving about how they left with ideas and specific how-tos that they were able to implement right away!

Learning Objectives:

• Learn new and proven best practices for advancing equity, inclusion, and belonging in the workplace that anyone can implement.
• Discuss specific examples of ways to decrease negative comments and behaviors of bias and exclusion and increase behaviors that promote a positive and inclusive workplace.
• Learn to use a unique Inclusion Risk Assessment tool to evaluate what will work in your particular organization and how to promote individual and organizational diversity, equity, and inclusion (DEI) growth.
• Learn how to use and encourage others to use simple and highly effective techniques that increase employee belonging and greater organizational effectiveness.

Dima Ghawi's story of personal transformation encourages audiences to confront and conquer their self-imposed limitations.  As Dima recounts her own struggles and triumphs, her vulnerability and insight ignites the attendees' own journeys of hope and self-discovery.  Dima dares individuals to examine their internal limitations, such as the pursuit of perfection, the fear of failure, or the worry of being judged. She then equips audience members with the tools and courage it takes to shatter those limitations and emerge as empowered individuals and leaders.

Learning Objectives:

• Discover the importance of selfawareness and how effective personal leadership starts from within.
• Hear how conscious professionals lead to better teamwork, enhanced communication, and an improvement in the overall organizational culture.
• Learn how internal limitations inhibit individuals from performing at their best and prevent them from advancing professionally.

Many leaders have realized that inclusion, diversity, equity and accessibility (IDEA) must be strategic priorities to ensure their organization's success, but they don't have a clear understanding of how to measure IDEA. The key to sustaining an IDEA journey is the ability to measure to understand if your efforts are addressing the challenges your organization is facing and if the work is adding value to your top and bottom line.  This session is an entertaining and informative look at the 'what' and 'how' of IDEA measurement. Michael Bach shares key concepts on how to measure diversity, how to measure inclusion, and how to understand the ROI of your IDEA efforts.

Learning Objectives:

• How to measure demographics in a way that is effective and produces high participation levels.
• How to measure inclusion in a way that helps to identify where there are problems that need attention.
• How to successfully measure the ROI of diversity and inclusion to understand the impact of dollars invested in D&I.

We are experiencing a demographic shift: birth rates are down and people are living longer. It is increasingly common to have multiple generations in the workplace. Companies who fail to adjust will be at a competitive disadvantage.   Yet, even as we face talent shortages, the pool of older workers is underutilized because of misperceptions and bias. Multigenerational workplaces should be part of your strategy to build a more productive and stable workforce.

Learning Objectives:

• Understand ageism and its negative impact on the workplace.
• Clear up misperceptions about older workers Recognize that age is part of DE&I strategy.
• Know the benefits of multigenerational teams.
• Identify steps that you can take to be age-friendly.

In the next five years, 84% of organizations expect to have a shortfall of leaders—and this trend has worsened as women and other underrepresented groups continue to opt down or out of the workforce all together.
It is more important than ever to create the next generation of ready-now, diverse leaders.

But how? Join Kristen Howe, Chief Product Officer at Linkage, a SHRM company, to learn how you can turn your executive leaders into inclusion champions who serve as formal Executive Sponsors of key talent.

This session will empower you to begin a critical conversation about Executive Sponsorship at your organization and will help you identify four common pitfalls Human Resources professionals should avoid as they create and implement an Executive Sponsorship strategy at their organization.

Learning Objectives:

• Explore how Executive Sponsorship differs from informal mentorship and understand how it can drive meaningful impact in your DEI metrics.
• Discover four common pitfalls to avoid as you develop and implement an Executive Sponsorship strategy and program for your talent.
• Learn best practices for adding Executive Sponsorship to your DEI toolkit and gain next steps you can immediately take to begin a critical conversation at your organization.

The panel will present on strategies and resources to target military connected talent which include veterans, military spouses and caregivers. We will go beyond the research that demonstrates the business case of why to hire to how workplaces should leverage this untapped talent pool. Panelists will present their experiences, best practices and lessons learned.

We will also share new resources and initiatives from SHRM Foundation to support your own professional development and hiring efforts so you leave the session with the strategies and support you need.

Learning Objectives:

• Learn the benefits of starting your own military hiring program and how you can get there along with successful tips, tricks and management skills.
• Discover the abundance of programs SHRM Foundation has available to the successful recruiting, hiring, and retaining of members of the military community and learn why/how SHRM Foundation can help you get there.
• Increase the number of informed HR managers, business leaders and employees with programs/certificates that can help your organization flourish!

For far too long, white men have been centered, advantaged, and treated as the 'standard' or 'norm' in workplace structures and cultures. This is not surprising, considering that the same forces are at play in the wider systems in which we all work, live, and play. The systemic inequities both perpetuate and are reinforced by assumptions and biases about white men. As DEI work aims to move societies and workplaces forward into a new paradigm where all people are valued and where equity is finally established, how can we engage white men to be allies and even co-conspirators in the effort? This presentation will explore strategies for calling white men in to this work and getting them invested in dismantling the structures and cultures that have produced the inequity. This will also be a productive session for white men themselves, who have especially in the past three years, been wanting to practice allyship but lacking in the tools and the feelings of efficacy to do so.

Learning Objectives:

• Gain a deep understanding of the ways that structures, cultures, and interactions include some groups and exclude others, sometimes in the most subtle of ways.
• Explore our own biases and habits regarding identity, privilege, and biases that we may bring to DEI work.
• Learn strategies for engaging white men (and others) in workplace DEI initiatives.
• Add concrete tools to your toolkit of interactive inclusively with everyone and supporting truly inclusive and equitable workplaces.

REPEATED TUESDAY AT 10:30am

Employees of historically excluded racial backgrounds want more than workplaces have offered in the past. Find out the top four reasons these employees walk away. The reason may differ from what you think.   Learn how to strategically combat this before it happens and make changes that set your organization apart from other workplaces.

Learning Objectives:

• Find out the top four reasons Employees of Color walk away and how you can strategically combat this before it happens.
• Discover the possibly unknown barriers your organization has in place that push team members out.
• Challenge your workplace systems and processes that are inequitable and how to communicate the need for change to decision-makers.

REPEATED TUESDAY AT 3:30pm.

There are many myths surrounding the inclusion of people with disabilities in the workplace. People with disabilities are currently working in all industries. If your company has more than 10 employees, the chances of one of them having a disability or becoming disabled is very high. You need to know how to support them in a way that benefits the employee and the company.  The purpose of this presentation is to take the fear and mystery out of dealing with employees with disabilities.

Learning Objectives:

• Identify five myths around disabilities and the workplace.
• List examples of reasonable accommodations.
• List the benefits of hiring and supporting employees with autism or neurodiversity.

SHRM Foundation, SHRM's 501(c)3 philanthropic arm, exists for you--we're here to elevate and empower HR as a force for social good. But what does that mean? In this spotlight session, learn how SHRM Foundation is here to partner with you and your state or local SHRM chapter to help you thrive, and achieve a world of work that works for all! We'll discuss the basic pools of work the Foundation focuses on, and why, and will specifically highlight the many ways that you can access, engage, and support that work--including scholarships and grants, case making research, mentorship, toolkits and trainings, low-cost certifications, and more!

Learning Objectives:

• Learn about SHRM Foundation and its efforts to support HR leaders in their work to drive social good.
• Explore the different bodies of work SHRM Foundation is focused on, and dig into how you can take advantage of SHRM Foundation's programs and services to do your work more effectively.
• Get involved in sharing, advising on, and raising funding for SHRM Foundation's ongoing efforts to improve the world of work.

Emotionally-Inclusive Practice is a framework used to integrate emotions into every part of the workplace experience. Emotions lay the foundation for behavior that grounds us in how we see the world and respond in our everyday interactions. Developing the emotional intelligence of adults across our implicit bias and cultural consciousness and understanding our trauma gives us the awareness and skills to create restorative workplace environments that prioritize all relationships and increase overall productivity.

Learning Objectives:

• Learn the importance of emotional intelligence in the workplace.
• Learn strategies to grow your own emotional intelligence.
• Learn the importance of belonging, cultural consciousness, and restorative practices in the workplace and strategies to implement emotionally-inclusive practices.

REPEATED TUESDAY AT 2:00pm

Have you ever felt lonely? Like you struggled to connect with colleagues? Like you didn't know how to approach networking?  Human connection can help you feel like you belong, it can increase your sense of perspective and it can open the doors to opportunities you never would have imagined!  In this session, you'll learn from Rob Lawless, a man on a mission to spend 1 hour, 1:1, with 10,000 different people. You'll hear how he's run into his new friends in places far away from where he's met them, what he's learned from meeting the victim of a mass shooting and how he ended up flying in a plane that the pilot had built himself.  Furthermore, you'll practice connecting with each other using the FORD framework (family, occupation, recreation, dreams) in 1:1 breakouts! You'll learn the importance of goal setting in intentional connection, and afterwards will feel confident in unlocking the true potential of conversation!

Learning Objectives:

• Identify the 3 levels of value of human connection (sense of belonging, perspective, future opportunities).
• Utilize the FORD framework in getting to know new people.
• Incorporate goal setting & reflection to achieve intentional human connection.

Leaders are searching for the formula to create inclusive workplace cultures. There are so many possible solutions, how can they know which combination is correct for their organization? HR's role is to provide the roadmap. Using L&D principles, they will identify a formula that will demonstrate their own commitment to DEI as well as prompt senior leaders to use their authority to take action to embed DEI into their company goals.

Learning Objectives:

• Understand the value of leader commitment to DEI.
• Determine how learning needs to be re-engineered.
• Review HR's role in creating DEI systems that work.

REPEATED ON TUESDAY AT 2:00pm

Join leadership & empowerment expert Ashley T Brundage and Class Bias & DEI Expert CJ Gross for a one of a kind team presentation connecting our research called The Zip Code of Empowerment. This session will help your organization expand DEI to address more than just race but deeper understanding of class bias structure for all of your HR service functions. Together both award winning authors will loop the deep dive on how to drive empowerment faster through differences like socioeconomic class while teasing other effective ways to transform your organization.

Learning Objectives:

• Cultivate an inclusive workplace culture for all zip code stories.
• The business case for all kinds of difference of people with zip code stories.
• Strategies for hiring the first zip code story.
• Process of empowerment for address class bias.
• Strategic leadership actions to drive empowerment faster for socioeconomic class differences.

REPEATED TUESDAY AT 3:30pm

Achieving a diverse, equitable and inclusion organization is not an add-on to other business functions - It is fundamental to all business functions. There are many models and frameworks for diversity, equity and inclusion but there is one that is most likely already aligned with your existing business functions. This session will guide you on how to envision, align, create, monitor, measure, and communicate diversity, equity and inclusion using the pillars of organizational justice.

Learning Objectives:

• Explain organizational justice.
• Understand the relationship between DEI and organizational justice.
• Strategize applying organizational justice in their organizations.

Apprenticeship is promoted as great option for HR professional to get the best talent into their organization, deliver meaningful upskilling opportunities and help meet DE&I objectives, yet adoption is slowed by many misperceptions of how they work. Join us to bust the myths of apprenticeship and get the details on how this cost-effective AND proven method for workforce development delivers higher productivity and diversity. Apprenticeships can be used in many occupations, in many industries, regardless of the size of the employer – including HR. Hear how employers are using this effective method of development talent and how it can work for you.

Learning Objectives:

• Bust the myths of apprenticeships.
• Understand the basics of an apprenticeship program.
• Identify the costs and benefits of implementing an apprenticeship program for most any occupation and industry.
• Learn how to communicate the program’s value and effectiveness.

17 million people have a felony in the United States.  119M have an immediate family member that has been incarcerated in prison or jail.  Yet, up to 75% of formerly incarcerated individuals remain unemployed one year after their release. According to Wendy Safstrom, SMRM Foundation's Executive director, 'The value of untapped talent must be recognized as more than a matter of social good or community goodwill; workers from these groups provide high return on investment and unique skills that employers should be realizing, and we want HR professionals to be more reflective of these diverse populations.'  This panel will provide a strategic overview of a program that operates inside the DC DOC and how employers can create similar approaches to finding and hiring emerging talent that is justice-impacted.

Learning Objectives:

• Understand the value of unique training programs for justice-impacted individuals.
• Identify a strategic blueprint for implementing similar programs for your industry.
• Learn ongoing strategies for supporting justice-impacted populations at your company.

REPEATED ON TUESDAY at 2:00pm.

Reaching in demand talent from all available sources is critical to meeting talent acquistion and DEI goals. Today's labor market is flush with competition, putting the onus of seeking out and attracting the right candidates and talent on the shoulders of talent acquisition. It's been shown time and again that diversity builds team cohesion and profitability. Learning tips and tools of the best diversity sourcing technology, combined with DEI consulting expertise will make the diffrence in this competitive market.

Learning Objectives:

• Build your Corporate EVP to attract underrepresented talent.
• Receive tips to source candidates from untapped talent pools with a diversity Sourcing engine.
• Awardwinning career website and programmatic advertising to attract underrepresented talent.

Now more than ever, employers are prioritizing diversity, equity and inclusion (DEI) as a path to attracting and retaining top talent. Today's data-driven DEI tactics are fueling progress, empowering teams and enabling more inclusive environments. But how can people leaders maintain momentum in an increasingly noisy world of work? This session examines new ways to sustain and nurture DEI initiatives without losing steam.

Learning Objectives:

How a robust DEI program leads to attracting and retaining top talent: ADP research found that 76% of workers would look for a new job if they discovered their company lacked a DEI program. Employees care that their organizations are prioritizing DEI, and diverting attention away from DEI initiatives can cause higher turnover. Remembering that DEI leads to retention and finding the best people will help organizations keep up DEI initiatives.   Setting and tracking metrics that help goals feel more achievable: It's no surprise that tracking DEI metrics are important when it comes to measuring progress, but making goals can also make the overall goal of a more diverse and inclusive workforce feel less daunting. Instead of only setting an ambitious 20-year goal, having smaller more incremental goals that can be measured along the way will not only help keep organizations on track, but allow them to see the incremental progress along the way.   Effective ways to hold leaders accountable for achieving DEI goals: When leaders give periodic business updates, ensure that DEI is part of that conversation. Having leaders give consistent updates on how a company is tracking against DEI goals helps to hold the company accountable and keep employees informed. It can also be a moment to celebrate any wins on the DEI front and mobilize employees to help with DEI initiatives and recruiting efforts.   How to create open dialogue and more productive DEI trainings: Recruiting and hiring more diverse talent is imperative but continuing to have open conversations and trainings on DEI is also crucial. Ongoing conversations not only keeps the topic top of mind for employees and leaders, but it also helps to normalize the topic in everyday work and keeps up the momentum of prioritizing DEI.

Is your organization negatively impacted by the increasing polarization in our society? Join us to discover how YOU as an HR Professional can identify emerging polarization in your organization and explore real-world facilitation and coaching skills to open dialogue and repair rifts, as well as build confidence and competence to act as a true business partner to coach the leaders you serve to foster such courageous and mission-critical conversations.

Learning Objectives:

• Identify current and emerging polarization patterns and their caustic implications for your people, culture, and results.
• Explore real-life case studies of polarization issues to demonstrate how to apply coaching skills to these challenging situations.
• Discover and practice three simple but powerful coaching skills to prevent and overcome polarization in the workplace - creating awareness, understanding intention, and focusing on habits and behaviors.
• Walk-away with actionable insights about how to prevent the process of polarization by keeping the doors of dialogue open for a warm collegial atmosphere in the workplace, including HR Professionals' critical role in leading empathetic interactions to foster cultures that promote diversity, inclusion, and belonging.

An all-female, multi-disciplinary expert panel will converge to discuss their perspective on pay equity, the Pay Gap, and the Glass Ceiling.  The panel will discuss how pay equity and The Glass Ceiling are inter-connected and will review what a pay adjustment process looks like, as well as what salary changes and policy changes may be imperative.  The panel will also focus on important implications such as the allocation of resources at the start of a project related to salary adjustments or remedies to barriers that are identified. The discussion will also emphasis what is practical to implement for organizations in influencing impactful change.

Learning Objectives:

• Developing knowledge on the interconnection between pay equity and glass ceiling analytics to provide organizational recommendations;
• Avoiding pitfalls when implementing salary remediation strategies; and
• Developing practical strategies for establishing a successful pay equity or glass ceiling project- with a focus on the end result and impact it will create.

'It takes a village to raise a child.'   Statistics have shown that throughout the pandemic, working mothers have lost their job at three times the rate of fathers. This statistic is even greater for single mothers - losing 2.2 million jobs in a six-month period.  It's imperative now in the aftermath of COVID-19 and the gender-regressive effects to the workforce, that organizations prioritize some of its most vulnerable employees: working mothers.

Everyone in your organization is responsible for exemplifying and reinforcing positive, civil behavior. This means entry level employees, all the way up to C-Suite Executives, play a role in creating an inclusive work environment and culture. In order to do so, they must become aware of their own personal communication style and how it affects those around them, as well as have actionable tools for addressing non-inclusive behavior when they witness it. Leaders who attend this session will be able to go back to their organization with tangible tools for creating an inclusive workplace, where every employee is involved in sustaining a positive culture.

Learning Objectives:

• Define the origins of bias and four different types of bias.
• Define risk factors that increase our likelihood to engage in bias.
• Combat microaggressions using tried and true intervention methods including asking questions, relying on basic human values, and organizational core values etc. 
• Facilitate and participate in inclusive meetings by creating a code of conduct, starting every meeting with it, and ensuring all measures are taken to ensure inclusivity (accommodating disabilities, diverse speakers, etc.). 
• Identify resources for educating yourself on inclusive behaviors.

As HR leaders, we are confident and skilled at advocating for other people, supporting their needs, wants, growth and dreams. But many of us don't tap into that same courage when it comes to elevating and celebrating ourselves. It's one of the reasons HR leaders tend to be so burned out, checked out and even resentful. Too many of us self-silence and hold ourselves back. We let doubts and insecurities dictate what we do. As a result, we don't have as much influence as we could at work or peace as we could at home. It's time to change that. If we've learned anything over the past few years, it's that the role of HR is more essential than ever, so let's act like that's true. It's time to step into our strengths, activate the power of confident humility, catalyze curiosity, and speak up about what we think, want and need, so that we are as fulfilled and successful as the people we lead.

Learning Objectives:

• Discover specific strategies and prompts to help you illuminate your strengths and contributions and those of the people you lead, so you can be a more empowered, confident leader who has greater impact.
• Identify how you're holding yourself back or doubting yourself at work and clarify specific ways to advocate for yourself instead.
• Learn conversation prompts that you can use in conversations with other leaders on your team to.
• Activate the power of self-compassion and wisdom to make decisions at work and at home that lead to greater alignment, peace and harmony in your life and career.
• Shift from living a life of regret to a life of intentional boldness marked by greater fulfillment and courage both personally and professionally.

We all know that it is unlawful-and bad business-to consider an applicant's or employee's gender, race, color, religion, etc. in making a hiring or promotion decision. But sometimes we do so implicitly-that is, without conscious awareness. This may raise legal issues and it most certainly raises business/HR issues. This session focuses on types of implicit bias that may infect hiring and promotional processes. Tests to uncover implicit bias also are explored, as well as the sometimes unconsidered risks of those tests. The training includes a discussion of options to help bring unconscious bias to conscious awareness without creating discoverable data that can be used against the organization. Because promotions are often tied to evaluations, particular attention will be paid to implicit bias in appraisals.

Learning Objectives:

• Understand where implicit bias comes from and those sources which inform such biases.
• Appreciate the different kinds of implicit biases which impact and infect our decision-making.
• Move beyond awareness and develop strategies to combat implicit bias and to mitigate against such bias in business processes.

Companies have spent billions of dollars on DEI education and still, no one is really talking about DEI. Sure, we know the dimensions of diversity, and what unconscious bias is. We know all of the right words but we don't know how to say them. In our efforts to educate on DEI, we missed something. We missed the importance of conversational competence in the formula for change around DEI. People need a formula to have these tough, uncomfortable conversations. Formulas increase the likelihood of success and this session will provide the needed formula for productive DEI conversations.

Learning Objectives:

• Learn the formula for conversational competence that can be used in many scenarios.
• Hear what you should be talking about related to DEI.
• Discover how to guide others through difficult conversations.

Around the world, organizations and customers are growing more diverse. To remain competitive, organizations must move from diversity to inclusion to increase employee engagement, innovation, and to win the war for talent.Today's leaders must leverage the full power of this diversity by honing their inclusive leadership skills. Inclusive leaders intentionally bring out the full potential of their team by empowering and valuing the unique contributions of individual employees. The innovation and productivity potential of these teams can only be harnessed in an inclusive work culture. These leadership skills are the tools you need to take your diverse team to the next level of performance.

Learning Objectives:

• The skills necessary to be an inclusive leader through case studies, assessments, and discussion with a global group of learners.
• How to leverage core inclusive leadership behaviors of Empowerment, Accountability, Courage and Humility (EACH) in any setting.
• Inclusive leadership skills that enable work-life effectiveness. Position yourself as a leader through inclusive communication.

Did you know data shows imposter syndrome disproportionately affects underrepresented groups? Many discussions about imposter syndrome focus on how an individual can recover from it, but few focus on the examination of work cultures and how they may be perpetuating imposter syndrome. Michelle is a Hispanic woman in Tech and Miguel served as the first civilian Chief of D&I in the history of the Coast Guard. Together they bring an explosive combination of experiences and strategies to equip HR leaders with the right tools to implement sustainable, systemic solutions to ensure work is a place where everyone can thrive. This session will identify specific actions you can take to create a sense of belonging. You will learn specific steps that can help you facilitate the right workplace interventions and take a 'both/and' approach to meeting your employees' unique needs while also making the organizational shifts required to address imposter syndrome at its true source.

Learning Objectives:

• Analyzing/studying the statistics on the negative impacts of imposter syndrome in workplace belongingness.
• Applying the four strategies within the T.A.M.E framework to end imposter syndrome at work.
• Understand the toxic workplace behaviors and customs that lead to feelings of fraud in your employees.

Diversity, equity, and inclusion (DEI) leaders frequently use the phrase, 'Moving the needle.' But what exactly is this scale? How does data drive DEI efforts? In business what gets measured gets done, yet navigating complex DEI data can feel more confusing than helpful. Dr. Victoria Mattingly & Sertrice Grice--organizational psychologists; co-authors of the book, Inclusalytics; and co-owners of the DEI consulting firm, Mattingly Solutions--demystify how to turn DEI metrics into data-driven ACTION.

Learning Objectives:

Diversity, equity, and inclusion (DEI) leaders frequently use the phrase, 'Moving the needle.' But what exactly is this scale? How does data drive DEI efforts? In business what gets measured gets done, yet navigating complex DEI data can feel more confusing than helpful. 

Unconscious bias shows up in job descriptions, which has informed our hiring decisions and diversity makeup. Lorne facilitates a workshop where participants learn how to analyze and write job descriptions to mitigate as much bias as possible. You will learn to highlight invisible diversity dimensions crucial to job success. They include learning & conflict styles, life experiences, attention to detail, ability to grow into the position, and professional skills. Data shows that the greater the diversity dimensions represented, the more productive and robust an organization is. You will practice a critical job description review to develop questions for the hiring manager and coworkers to help you bring salient clarity to the job description to hire the most diverse people available now. Organizations seek to become more diverse to expand their hiring pools and gain diversity advantages. Job descriptions are the leading edge of the hiring process, facilitating people to join your teams.

Learning Objectives:

• Review and highlight bias in job descriptions.
• Create critical questions to uncover the goals the position seeks to attain.
• Learn what words, phrases, and themes contain biases to embrace and avoid.
• Develop a palate of questions to take back to your office and discuss them with your hiring managers.
• Compile uncovering questions to elicit critical stakeholder data into the job description.
• Focus company job descriptions to be seen and read by more people.
• Make distinctions between company values and culture to mitigate bias.
• Bring the hiring manager and coworkers into the job description writing process.

The new generation of talent has become more vocal about the kind of leaders they want to work for. And it's not the technical and other "hard" skills that matter to them most, it's what has long been called "soft skills." The reality is that soft skills are the hardest to demonstrate and the most difficult to recruit for, yet they have the greatest impact on the employee's experience. This session will examine the recent research regarding the most important and commonly identified soft skills that every leader should possess if they want to achieve high performance and high engagement from the new generation of talent.

Learning Objectives:

• Explore the key drivers of how leadership skills and competencies have shifted over the past three years.
• Identify the expressed needs, expectations, and values of the new generation of talent.
• Learn the five most important and commonly identified soft skills that every leader should possess if they want to achieve high performance and high engagement from the new generation of talent.

REPEATED FROM MONDAY AT 10:30am

Employees of historically excluded racial backgrounds want more than workplaces have offered in the past. Find out the top four reasons these employees walk away. The reason may differ from what you think.   Learn how to strategically combat this before it happens and make changes that set your organization apart from other workplaces.

Learning Objectives:

• Find out the top four reasons Employees of Color walk away and how you can strategically combat this before it happens.
• Discover the possibly unknown barriers your organization has in place that push team members out.
• Challenge your workplace systems and processes that are inequitable and how to communicate the need for change to decision-makers.

REPEATED FROM MONDAY at 3:00pm.

Reaching in demand talent from all available sources is critical to meeting talent acquistion and DEI goals. Today's labor market is flush with competition, putting the onus of seeking out and attracting the right candidates and talent on the shoulders of talent acquisition. It's been shown time and again that diversity builds team cohesion and profitability. Learning tips and tools of the best diversity sourcing technology, combined with DEI consulting expertise will make the diffrence in this competitive market.

Learning Objectives:

• Build your Corporate EVP to attract underrepresented talent.
• Receive tips to source candidates from untapped talent pools with a diversity Sourcing engine.
• Awardwinning career website and programmatic advertising to attract underrepresented talent.

A million fewer people *every year* are enrolling for 2- or 4-year degrees than were 5 years ago—so if, as an HR leader, you’re not expanding how you’re assessing talent and aptitude, you’re falling behind. And who wants that? In this session, hear about new research on the advantage of looking past degrees to assess whether someone will thrive in a job, and walk through solid case studies of how HR leaders in small, midsize, and large companies are pivot to embrace Whole Human Hiring—looking not only at degrees, but skilled credentials, aptitude testing, inherent talent and interests, and more—and how they’re benefitting as a result. There is no talent shortage, if you change the way you’re assessing prospective talent, so join us to see how you can become a hiring hero, take charge of the shifting educational landscape, and get and keep the talent you need!

Learning Objectives:

Hear why and how employers are embracing a whole human hiring frame. Explore strategies, from easy to advanced, you can implement to access more talent and keep your company ahead of the curve. Learn about new research, emerging technologies, and solid techniques you’ll need to become a hiring hero. Take home specific, immediate actions you can use to change how you find, assess, and keep talent in your company.

Pay equity will continue to be a primary focus for organizations in 2023. As the landscape evolves to include ESG reporting, state requirements, and continued pay transparency, it can be difficult for organizations to keep up with and manage priorities. Environmental, social, and governance data, known as ESG, is encouraging transparency in organizations. The social aspect include areas relevant to HR, DEIA, and company leaders. The session is designed to prepare participants to conduct pay equity analyses, racial equity audits, diversity metrics, and consider public disclosures. While federal regulation still applies, employers may now be required to perform additional analytics across their respective workforces in different states. We will discuss upcoming regulations, priorities for employers, and tips for keeping organized amidst ever-changing laws. Presenters will also discuss different types of pay equity studies and tips for successfully navigating them.

Learning Objectives:

• Understand the demand for ESG reporting and analyses they should consider when supporting ESG efforts.
• Receive resources for tracking state pay requirements.
• Develop a broad understanding of the different state requirements currently in place as well as anticipated additions.
• Compare different pay equity analysis options and learn about tools to evaluate which analysis might be best for their organization.

DEI initiatives should help drive talent acquisition, retention and operational results. Too often, they  fade out with little lasting impact.  Sometimes, they divide workplaces or even cause legal and reputational risk.  In this interactive session, participants will learn how to apply an action based model to activate their organization's mission and values in daily workplace interactions helping to realize DEI objectives and drive organizational excellence.

Learning Objectives:

• Be introduced to an action based model to move from words to lasting daily DEI related behaviors;
• Learn an approach to communicate how their organization's DEI related values help improve operational results;
• Test core models via interactive exercises to practice and apply key session principles for use in their own  organizations.

The Wizard of Oz is an iconic story where Dorothy, the Tin Man, Scarecrow, and Lion searched for the Wizard to solve their problems.  Once they discovered his lack of power, they had to find their own answers.

In much the same way, employees look for their Senior Leaders to solve complex DEI challenges. Recent insights we've gained during executive coaching and training have led to an innovative leadership engagement philosophy we refer to as "The DEI OZ Principle". This principle focuses on improving the Inclusion skills and practices of the highest-ranking leaders in the organization. It provides them with successful first-hand experience, which can establish a foundation to achieve meaningful cultural transformation.  This principle also prepares all employees to utilize their talent, skill, ability, and influence to bring about the DEIB progress they desire.

Learning Objectives:

• Highlight the parallels between today's challenging workforce trends in general, and those specifically linked to DEIB.
• Explore key characteristics of reactionary approaches to Inclusion and the indicators that DEIB has become less of an organizational priority. 
• Present the innovative "DEI OZ Principle" and how it can aid in re-igniting Senior Leadership's investment in creating "People-Centered/Inclusive" workplaces.
• Provide a 3-phased DEIB model of proven strategies, tools, and techniques that are transforming leading organizations.

In this session, we will talk about strategies for addressing sex harassment. We will explore themes of an imbalance of power, toxic workplaces, why there is a persistent reluctance to report, and so on. We will talk about how sex harassment has evolved and changed, including newer forms from a remote or hybrid workplace.  We will offer some recommendations on creating more effective training and reporting solutions.   And no discussion of harassment would be complete without a discussion of retaliation and effective means of redress.  We hope to stimulate some dynamic thinking and sharing from participants.

Learning Objectives:

• Understanding of the dynamics of workplace harassment -- motives/personality of harasser and reasons for non-reporting.
• Ideas for changing training and reporting/complaint procedures for greater success.
• Preventative strategies.

REPEATED FROM MONDAY AT 1:30pm

Join leadership & empowerment expert Ashley T Brundage and Class Bias & DEI Expert CJ Gross for a one of a kind team presentation connecting our research called The Zip Code of Empowerment. This session will help your organization expand DEI to address more than just race but deeper understanding of class bias structure for all of your HR service functions. Together both award winning authors will loop the deep dive on how to drive empowerment faster through differences like socioeconomic class while teasing other effective ways to transform your organization.

Learning Objectives:

• Cultivate an inclusive workplace culture for all zip code stories.
• The business case for all kinds of difference of people with zip code stories.
• Strategies for hiring the first zip code story.
• Process of empowerment for address class bias.
• Strategic leadership actions to drive empowerment faster for socioeconomic class differences.

REPEATED FROM MONDAY AT 3:00pm

Achieving a diverse, equitable and inclusion organization is not an add-on to other business functions - It is fundamental to all business functions. There are many models and frameworks for diversity, equity and inclusion but there is one that is most likely already aligned with your existing business functions. This session will guide you on how to envision, align, create, monitor, measure, and communicate diversity, equity and inclusion using the pillars of organizational justice.

Learning Objectives:

• Explain organizational justice.
• Understand the relationship between DEI and organizational justice.
• Strategize applying organizational justice in their organizations.

REPEATED FROM MONDAY AT 3:00pm.

There are many myths surrounding the inclusion of people with disabilities in the workplace. People with disabilities are currently working in all industries. If your company has more than 10 employees, the chances of one of them having a disability or becoming disabled is very high. You need to know how to support them in a way that benefits the employee and the company.  The purpose of this presentation is to take the fear and mystery out of dealing with employees with disabilities.

Learning Objectives:

• Identify five myths around disabilities and the workplace.
• List examples of reasonable accommodations.
• List the benefits of hiring and supporting employees with autism or neurodiversity.

Many Diversity, Equity, Inclusion, and Accessibility (DEIA) practices have been shared across the private and public sectors. Some of practices are effective while others may miss the mark.  Janice Underwood, Ph.D., Director of the Office of Diversity, Equity, Inclusion, and Accessibility at the U.S. Office of Personnel Management, will discuss best practices generally from the perspective of a national diversity expert as well as the response to Executive Order (E.O.) 14035 from federal agencies.

Learning Objectives:

• Gain perspectives on evidence-based DEIA methodologies and strategies from the Nation's largest employer, what works, what doesn't and what's promising.
• Benchmark the maturity of their DEIA efforts to assess the effectiveness of DEIA within their workforce policies and culture.
• Consider what factors are preventing leaders from championing DEIA as an essential value and component of the organization's mission.

Workplaces are becoming more diverse each year and there is a growing need to support a gender inclusive culture. Someone joining or already within your organization most likely identifies as non-binary, gender fluid, or transgender. This session will cover the importance of having strong HR policies and plans in place to give support and guidance to the entire population. You will learn how to develop an HR communication plan to support a cohesive and understanding culture, the importance of using the correct pronouns, and how to build an HR policy framework to support employees as they present their authentic selves at work.

Learning Objectives:

• Gain a broader understanding of gender identity.
• Learn basic terminology around gender inclusivity.
• Create a policy framework to support gender inclusivity..

AI and machine learning have been prominently featured in both the general media and the HR press. As more companies look to automate and enhance their hiring process, a set of ethical and regulatory concerns has followed.

We will discuss how leading companies are working with automated systems. Then, we'll go over the potential ethical, legal, and DEI concerns in working with automated tools.

Finally, we will discuss the emerging regulatory environment, with a check-list of what HR leaders should be doing today, and what we should be watching over the next 18 months.

Learning Objectives:

• The state of the art in automated hiring systems. What are companies looking to accomplish with automation and AI?
• The 4 pillars of ethical automation in hiring and people management (transparency, bias prevention, explainability, and privacy).
• The evolving regulatory environment with regulations pending from EEOC, California, New York, Virginia, Washington DC and more.
• Case Study: Compliance auditing for New York Local Law 144.

Designing technology for inclusivity and intersectionality - which includes all parts of an individual's identity - poses a big opportunity for today's organizations, and it begins from the moment a candidate engages with an organization. To ensure true tech inclusivity, organizations should always ask a critical question: are we accounting for the full spectrum of people our workforce represents? This session examines the key variables to develop and implement tech tools that empower all workers and enable a truly inclusive workplace.

Learning Objectives:

• How to design tech tools for intersectionality.
• Understanding the opportunities and challenges with workplace technology.
• Key requirements for designing tools for inclusivity.
• Knowing the benefits and importance of inclusive tech.

Executive presence is a term that is often desired in leaders and yet is it not clearly defined. Since many of the decisions about your career will be made when you are not in the room, understanding what executive presence is, is critical, but it doesn't need to be mysterious. Executive presence is a skill, not a trait - that means it's something you can cultivate and build. In its simplest terms, executive presence is about your ability to inspire confidence - inspiring confidence in your team that you're the leader they want to follow, inspiring confidence among peers that you're capable and reliable, and, most importantly, inspiring confidence among senior leaders that you have the potential for great achievements. Executive presence is a perception that you build. In our session, we will explore the systemic, cultural, and self-sabotaging behaviors that are unique to women in leadership.  Men also play a critical role in advocating and sponsoring female talent.

Learning Objectives:

• Explore what social barriers are in place preventing women from ascending to higher-level leadership positions.
• Hear about behaviors that are within our control and create awareness on how those are impacting the individual, their team, and their organization.
• Talk about male allyship and how to create awareness and specific actions that men can take to support their female colleagues.

This session will highlight compelling effective ways to empower mid-level leaders through the 'C' suite on how to enhance their culture! It is designed to help leaders identify and eliminate toxic behaviors that keep organizations from moving toward an inclusive work space .It is presented in a fun filled highly engaging way that showcases the value of leveraging gamification to build a culture and philosophy of inclusion that positively impacts the bottom line.

Learning Objectives:

• Compassion without action is just observation but Compassion with action is the equation for observable change that creates an environment for top talent to thrive!
• Gamification makes tough Diversity,Equity,Inclusion & Belonging conversations fun.The Race Card game is an effective tool for adult learning.
• How to identify toxic behaviors and incorporate skills that will enhance psychological safety along with supporting your organizations corporate social responsibility.

Religion, closely held beliefs, and spirituality have increased in relevance in our workplaces. More employers recognize the importance of employees presenting their authentic selves at work. For many employees, their beliefs are integral to their sense of meaning and purpose. The role of employers is to help foster an inclusive organizational culture which can lead to greater productivity and job satisfaction. For many workers, that means making room for their religious beliefs.

A 2021 Gallup poll shows three in four Americans identify with a specific religious faith. Despite this data, many employers tread carefully when addressing religion in the workplace due to discrimination, hostile behavior, or retaliation concerns.

Learning Objectives:

• Ways to integrate religious awareness into the workplace without creating distraction and division.
• Case studies that reinforce best practices for leading a faith-based organization.
• Tips on reasonably accommodating an employee's religious beliefs.

There has been significant research showing diversity and inclusion help companies succeed.  McKinsey's research shows that gender-diverse companies are 15% more likely to outperform their peers and ethnically-diverse companies are 35% more likely to do the same. Catalyst research shows that companies with more women on the Board statistically outperform their peers over a long period of time. Deloitte research shows that inclusive teams outperform their peers by 80% in team-based assessments.  Learn the DE&I framework to use covering 8 areas of the business and the metrics to match the DE&I efforts.

Learning Objectives:

• Hear how DEI is critical in the business function.
• Learn the framework on how to educate executives and managers on how DEI touches every function in the business.
• Review how the framework and metrics impact the business.
• Learn how DEI metrics are critical for executives and managers.

Ageism is the last of many discriminatory experiences to be addressed by the Human Resource community. Organizations continue to look for 'energetic' and youthful hires often described as 'digital natives' but bypass fully capable older individuals. Changing perspectives and bringing an understanding of the full potential of baby boomers to the workplace is critical as organizations face worker shortages in a post pandemic work environment. This presentation will focus on changing the paradigm and bringing a fresh approach to embracing older candidates to fulfill organizational workforce needs.

Learning Objectives:

• How to audit Employment Branding and Recruitment materials to eliminate hiring biases.
• Reeducating leadership with data on the value of older workers.
• Sensitizing line management to their own biases toward older workers in the selection and promotion process.
• Eliminating buzz words from daily vocabulary that unconsciously perpetuates ageism in the workplace.

A debate has raged since the Civil Rights Movement introduced DEI into the workplace: support the business case for workforce diversity or the moral case?  While they may seem diametrically opposed, they are inextricably linked.   Organizations must learn to connect dots and bridge gaps between a diverse workforce and true inclusion.  Learn innovations and best practices for building and maintaining a diverse workforce that thrives by understanding what blocks DEI and what boosts it.

Learning Objectives:

• Differentiate between belonging and inclusion and their business effectiveness.
• Understand the science behind DEI's root causes, from bias, power, and stereotyping to allyship, inclusion, and speaking up.
• Advance the aspirational moral case for DEI by leveraging the actionable business case.
• Recognize the impact of unfairness and injustice on individuals.
• Apply strategies to be an active ally in everyday situations.
• Recognize that allyship requires consistent action and growth over time.
• Develop behaviors to drive sustainable change.

Have you ever served in the Armed Forces? Do you have questions about veterans or military families that would prepare or strengthen you in your current role? Do you have any wonders about military culture, especially as it relates to diversity and/or inclusion? If you answered yes to any of these questions, presenter Omari Faulkner, who has answered yes to all these questions at one point or another in his life, will clear the air. Through shared personal experiences, data, and hands-on practice, Omari will provide attendees with transparent knowledge that challenges any notion or business strategic plan which doesn't include veterans and military families and provide direction on elevating your organizational culture to encompass this key community. Together, let's hire more veterans!

   Learning Objectives:

• Discover steps you and your organization can take to shape and enhance a robust, inclusive culture for veterans and military families.
• Understand why many fail to attract, hire, and retain veterans due to stereotypes, unconscious bias, lack of understanding,or limited resources.
• Learn how diverse the military family is and why inclusion is woven into its fabric and culture.
• Review the value proposition of military families (spouses, partners, children, adult dependents, caregivers, etc.) and why their roles are so paramount to our military's mission and the operational success of companies both large and small.
• Understand the practices related to both integrating reservists and national guard into your workforce and transitioning military members as their service period ends, and why it matters to companies.

Fewer than a third of corporate Director and VP roles are held by women, and while those numbers are improving, progress toward gender parity has been slow. What does it take for women to ascend to the highest levels of leadership, and how can human resources professionals empower them on their journeys?

Join Jennifer McCollum, CEO of Linkage (a SHRM company) and author of forthcoming book IN HER OWN VOICE: A WOMAN’S RISE TO CEO, who will guide us through the seven hurdles women commonly face on their road to advancement and identify actionable strategies to scale them.

In this special sneak preview of the book, you will gain access to the latest data on women in the workplace and hear real-life insights from a premier expert on women’s leadership.

This session is designed for women leaders looking to ascend, organizational champions of leaders, and those invested in the future of gender parity.

Learning Objectives:

• Get a sneak peek of the forthcoming book IN HER OWN VOICE: A WOMAN’S RISE TO CEO, from Jennifer McCollum, premier leadership expert.
• Discover the seven hurdles to advancement in the workplace and learn actionable strategies women can use to scale them.
• Learn how human resources leaders and organizational leaders can support a culture of women’s advancement and empower women on their leadership journeys.