Events with tag “HR and D&I professionals”

May, 20 8:00 AM CEST
Stage 1
Panel Discussion

Creating a Diverse Talent Pipeline in the Absence of Diverse Candidates

Large corporations and small businesses across industries continue to struggle to find diverse talent. One of the main issues is the shortage of diverse professionals in the talent pipeline. Companies around the world suffer from their own version of the pipeline problem, whether in tech, consulting or finance.

A diverse workforce is more creative and innovative. Employees from different backgrounds and skill sets can offer a broader range of ideas and solutions. They can also spot things that other members of the team may not notice. Even if your company has already set up a DEI program, hitting its targets will be a major challenge if hiring practices remain unchanged. It’s time to find new, hungry job-seekers by developing strong, meaningful relationships with diverse candidates. Once you do, your company's ability to bring the best professionals into your talent pool will improve dramatically.

Identifying the root problem interfering with inclusive hiring can help organizations boost both growth and progress. The speakers in this panel will talk about:

  • How to enlarge the talent pool when the market lacks diverse talent
  • How to promote the inclusion of minority employees
  • How to ensure psychological comfort for diverse employees in the post-COVID workplace
Ezequiel Massa Head of Diversity & Inclusion at SAP Latin America & Caribbean
Tina Vinod Head of Diversity, Equity and Inclusion at ThoughtWorks
Emmanuel Michael Leadership and Career Success Coach
Leslie Gray Head of Diversity and Inclusion and Chief of Staff, Office of the CEO at Mozilla Corporation
May, 20 11:00 AM CEST
Stage 2
Panel Discussion

Diverse Teams as the Foundation for Inclusive Products and Services

Companies of all sizes in all industries have come under fire for generating products or services that are insensitive towards race and disabilities. While homogeneous teams don’t intentionally insert bias into what they create, they don’t always realize how their own worldviews affect the customer base and customer loyalty.

How might an individual with 20/20 vision truly understand and devise a product for those with visual impairments? How might a 90% cis-male team come up with a product suitable for all genders?

Getting feedback and keeping in mind issues facing disadvantaged groups are essential, yet an undiverse team is never likely to know all the questions to ask or the experiences to consider. An inclusive organization, on the other hand, with multi-background employees, is more likely to be truly innovative and come up with products and experiences for all individuals, not just the presumed majority.

Our speakers will cover the following issues during this panel:

  • How diverse teams can help enlarge your company’s customer base
  • How inclusive products can boost customer loyalty
  • What ethical issues to consider in developing inclusive products and services
Liam McNally Diversity & Inclusion Partner at GitLab Inc.
Siddhi Trivedi Founder at Beyond Identity
May, 21 3:00 PM CEST
Panel Discussion

Overcoming Barriers to a Workplace that is Inclusive Towards Refugees and Immigrants

With increasing globalization, more people are moving across borders and between countries than ever before. Immigrants and refugees go abroad to find better lives for themselves and take advantage of the career opportunities available. However, even for skilled immigrants, this is often too idealistic, since there are many barriers to employment that prevent such individuals from working in their professional fields.

Conscious and unconscious biases around race, religion, culture and nationality also come into play for newcomers. Sometimes, companies question hiring immigrants, as they are not familiar with the university previously attended or the organizations on the applicant's resume.

So what can employers do, to be more inclusive of these individuals and allow them to fully contribute their skills?

Our speakers will discuss three key topics:

  • The importance of refugees and immigrants in a post-COVID economic recovery
  • What prevents most companies from hiring newly-arrived workers
  • Challenges to the inclusion of immigrants and refugees in the workplace
Arifur Rahman Prodhan Head of Livelihoods and Economic Inclusion Team at UNHCR Rwanda, the UN Refugee Agency
Joséphine Goube Executive Director at Techfugees For Impact
May, 21 4:00 PM CEST
Stage 2
Panel Discussion

Solving DEI Challenges in a Remote Workforce

Inclusion is a key driver of innovation and engagement, which have been sorely tested during this time of worldwide disruption for more than a year. As companies started shifting to remote work during the corona virus pandemic, they should consider taking extra measures to ensure that all employees are included and have equal opportunities. DEI is an issue for organizations, even in a normal in-person office environment, but the problem can intensify with distance.

For example, when multiple professionals work together, miscommunication can happen due to differences in cultural norms, communication styles, and expectations. In a globally distributed workforce that doesn’t have as many possibilities for in-person connections, this can be even more of a risk.

So how to make sure remote employees all receive equal support? And how to build truly inclusive remote teams?

Our speakers in this panel will consider the following topics:

  • The new challenges and opportunities presented by remote work
  • Harnessing the power of analytics and DEI to transform the future workplace
  • Conceptualizing and measuring workplace diversity in a remote setting
Monika Navandar Founder and Chief D&I Consultant at NeoSeven Solutions
Kristen Anderson Chief Diversity and Inclusion Officer at Barilla
DK Bartley Chief Diversity, Equity & Inclusion Officer at Moody’s
Tinisha Agramonte Chief Diversity Officer at Motorola Solutions, Inc.
May, 21 4:00 PM CEST
Startup Pitch Stage
Panel Discussion

An Intersectional Approach to Addressing All Inequalities

The term intersectionality is becoming more common in discussions of DEI. Still, many employers aren’t sure what it means—or why it matters in their workplace.

Many HR and diversity professionals tend to focus on one type of discrimination at a time. But humans themselves aren’t one-dimensional. For instance, Black women earn substantially less on average than their white, non-Hispanic male counterparts for doing the same jobs. And the unemployment rate for people with disabilities is more than twice the rate for people without disabilities. For a worker who is a Black woman with a disability, these two issues are compounded.

If corporate inclusion efforts don’t prioritize intersectionality, they risk being counterproductive—and can potentially even be harmful.

So how to build an intersectional DEI strategy with true belonging, empathy and inclusion in a company?

Our speakers will examine the following topics in this panel:

  • How to boost awareness of intersectionality among DEI and HR officers across the company
  • How a holistic approach can provide greater support for all employees
  • The power of Allyship programs in fostering a culture of belonging
Cornell Verdeja-Woodson Director of Diversity, Equity, and Inclusion at Headspace, Founder & CEO at Brave Trainings
Mita Mallick Head of Inclusion, Equity and Impact at Carta
Mx. Pips Bunce Head of Global Markets Technology Strategic Programs at Credit Suisse
May, 21 6:00 PM CEST
Stage 1
Panel Discussion

Rehumanizing Work in an Age of Accelerating Technological Progress

Technology brings huge benefits to corporations, enabling them to increase productivity and offering almost limitless opportunities for growth and expansion.

While this connectedness brings advantages, it can also dehumanize working processes, especially at times when many companies have gone partly or fully remote. Employees know their colleagues largely as LinkedIn profiles and Slack icons, which might reduce the level of empathy and alienate them from co-workers. The alienating effect of technology is not only about the inability to interact face-to-face. The feeling of missing out can also be dramatically multiplied when the entire workspace and career opportunities are at a person’s fingertips.

So how do we rehumanize our workplaces and boost empathy in the age of accelerating technological progress?

Our speakers will cover the following topics:

  • The dominance of the digital identity inside and outside the office
  • Boosting emotional intelligence, compassion and understanding within hybrid teams of remote and offline workers
  • New type of humane behavior in a digital environment
Annie Yu Chief of Staff at Vox Media
Sandra Healy CEO at inclusio, Founding Director of the DCU Centre of Excellence for Diversity and Inclusion
Wei-Li Chong U.S President of Mind Gym
Scott Domann Chief People Officer at Calm
May, 22 10:00 AM CEST

Boosting Inclusion at a Workplace by Including Invisible Disabilities

Disabilities can come in many different forms. Most people are familiar with a "visible" disability. If you see someone at work using a wheelchair, wearing a hearing aid or using an assistive device, you likely are aware the person has a disability. However not all disabilities are obvious to the eye.  An invisible disability is just as life-affecting as a visible one, but they're not as talked about and easily understood. Disability is consistently overlooked in conversations about diversity & inclusion".

Loubna Charef Organizational Psychology Consultant
May, 22 12:00 PM CEST

The Power of Experiential Learning to Drive Inclusive Mindsets and Behaviors

This workshop will introduce participants to the power of experiential learning and how to properly implement it in support of diversity & inclusion efforts. First, we will discuss what it means to use experiential learning. Participants will then learn how to properly prepare facilitators from marginalized groups and be able to avoid the dangers of poor preparation. Finally, participants will learn how to utilize experiential learning and put it in practice. Lessons from Special Olympics case studies will help the participants build a strong understanding of experiential learning and help them consider how to apply it in their own context to drive inclusive mindsets to inclusive behavior.

Emily Klinger Senior Director, GL&OD
Benjamin Haack Athlete Representative Director at Special Olympics Australia Board
May, 22 2:00 PM CEST

Unleashing the Power of Appreciative Inquiry to Create Cultures of Inclusion

According to NeuroLeadership Institute’s Industry research report a culture of inclusion is one in which the habits of inclusion are not just demonstrated by some of the leaders some of the time, but by all members of the organization, all the time. How do we create such a culture? Appreciative inquiry is a recognized discipline in the field of organizational behavior and development and is a philosophy and orientation to culture change that can reshape how to approach creating a culture of inclusion.

Angie L Stewart DEI Program Lead, Facilitator Engagement Program Manager
May, 23 7:00 PM CEST

Fostering Awareness and Growth to Diminish Discrimination in the Workplace

Bias—implicit or explicit prejudice—is a significant barrier to creating environments that are diverse, equitable, and inclusive. Bias is also a basic feature of being human. Starting from the premise that everyone is biased, and that awareness is the first step to action, this workshop will take a deep dive into the phenomenon of bias and how it informs perception and behavior.

Essie Martsinkovsky Founder of Vokative LLC