SESSION 3: ENGAGING IN COURAGEOUS CONVERSATIONS: LET’S TALK ABOUT RACE

If we are ever going to truly achieve equity and justice for all, we have to get comfortable talking about the issues that are preventing us from making progress. Corporations are recognizing that a failure to address diversity, equity and inclusion can impact their business. From consumer boycotts to supply chain to capital access, corporations are seeing pressure like never before. Amidst this backdrop is a growing awareness that the media, social activists and an enlightened generation are playing a key role in shaping reforms.

Join us for a candid discussion on “how to get comfortable with the uncomfortable” and what steps can be taken to translate your brand statements and values into sustainable progress in the workplace and society.

• What is privilege and how does it impact education, healthcare, employability and wealth?
• Why is talking about race in the workplace so difficult? How can we create a “safe space”?
• How do we address the “all lives matter” vs. “black lives matter” issue in a way that helps us move forward together?
• How do we recognize our own biases?
• What intentional steps can we take to promote diversity, equity and inclusion in the workplace and in our lives?

Featured Speakers:

Jackie Glenn CEO, Glenn Diversity Inclusion & HR Solutions

T. Oliver Reid Co-Founder, Artistic Director

Vanessa Abrahams-John Executive Director of Global Diversity, Inclusion and Talent Acquisition, Linde.

Panel Moderator
Rita Mitjans WTR Advisory Board Member

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SESSION 4: STRATEGIES FOR DIVERSIFYING YOUR TALENT PIPELINE

Numerous studies have shown that companies with diverse leadership teams perform better. And when it comes to innovation, few can argue that having diverse perspectives spurs new ideas and ways of solving age-old problems. Yet, organizations continue to say they struggle to find qualified diverse talent, especially in certain industries like technology and finance. In just about every industry, black professionals are poorly represented at the most senior levels and on corporate boards.

In today’s competitive marketplace, having access to top talent is more important than ever. Join us for an insightful look at the “State of Diversity in Corporate America” and what forward-thinking leaders are doing in their organizations to increase diversity in their talent pool and on their Boards.

Talent and Diversity, Equity and Inclusion experts will discuss:

• How to create “buy-in” for investing and expanding the sourcing net.
• What operational and system changes are needed before launching a diversity talent initiative?
• How to overcome potential cultural resistance to change?
• How do you address the perception of “favoritism” or “reverse discrimination”?
• What top 3 actions lead to meaningful improvements in hiring and advancing diverse talent?

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SESSION 5: STRATEGIES FOR BUILDING INCLUSIVE CULTURES

Research shows that when employees feel valued, respected and connected to an organization’s purpose, they are more productive and stay longer. Organizations that are winning in the marketplace use culture as the differentiator – products and features are easy to replicate – culture is not. Company cultures that promote inclusive behaviors are also more likely to attract and keep [diverse] talent. In other words, there’s a bottom-line benefit of getting the culture piece right.

Join us for an interactive discussion with leading “caretakers” of culture on what it takes to create inclusive workplaces:

Talent and Diversity, Equity and Inclusion experts will discuss:

• What common elements define “inclusive” cultures?
• Is “inclusive leadership” a pre-requisite to building inclusive cultures?
• How can we measure “inclusion”? What are some of the key indicators that signal lack of inclusion?
• What are some of the most common and effective tools that promote inclusion?
• How can you engage employees in designing inclusive practices across your business?

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SESSION 6: STRATEGIES FOR ENSURING PAY EQUITY

The pay gap for women and people of color has long been documented. According to a controlled Research Study by PayScale (one that measures pay for same job and qualifications), women earn 2% less, and black women 3% less – the gap widens to 5% at the executive level. It may not seem like a lot, but over a 40-year career, that persistent 2-3% pay gap adds up. An ADP Research Institute study showed the gender pay gap to be much wider (19%), especially when considering incentive pay.

There are multiple contributing factors for this gap, but there is no doubt that part of the issue stems from a lack of discipline in auditing managerial decisions. For organizations committed to advancing Diversity, Equity and Inclusion, ensuring equitable pay is a key priority.

Join experts as we discuss the factors that contribute to gender and racial pay gaps and what can be done to ensure pay equity:

Talent and Diversity, Equity and Inclusion experts will discuss:

• What are the primary factors contributing to the pay gap for women and people of color? Are they different?
• How can an organization know if it has an unexplained gap?
• What legal factors should companies consider before undertaking a pay equity study?
• Is “total pay transparency” a silver bullet?
• What practices help to minimize the potential for inequities?

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