Please note that the times reflected in this agenda are listed in the time-zone where the event takes place.
For this event, the time-zone is Pacific Time Zone. ALL TIMES ARE SUBJECT TO CHANGE
Monday, April 3, 2017
In this keynote presentation, Harvard Professor Frank Dobbin will address not only why diversity programs fail, but also why some succeed. He’ll share research on the effectiveness of various diversity policies, based on decades of data and surveys of more than 800 firms in various fields. With Alexandra Kalev, he is developing an evidence-based approach to diversity management. He’ll explain why traditional diversity training and diversify performance evaluations often fail, and how companies have succeeded by engaging managers through mentoring programs, diversity taskforces, and special recruitment programs.
In this keynote address, you will learn:
- The current diversity landscape—why 30 years of diversity focus has yielded poor results.
- Why diversity training often doesn’t work.
- How a culture of engagement, accountability and transparency improves diversity effectiveness.
- How manager engagement is key to diversity program success.
D&I programs need to evolve from a risk-mitigation approach to a market-driven approach. Organizations must evolve to remain relevant and competitive in the communities, the workplace and the marketplace. In the workplace, D&I needs to be redefined and rebuilt into an all-in, full contact, participatory endeavor. This keynote will include strategies and examples of how all parts of an organization can be mobilized to create positive and meaningful results.
In this keynote, you will learn:
- How to re-activate, re-invent and revitalize your ecosystem to champion diversity and model inclusivity.
- How to integrate an D&I strategy into the DNA of a company.
- Which behavioral practices will drive an ecosystem of accountability.
- How diversity and inclusion lifts performance.
- The paradoxes of diversity, inclusion and unconscious bias.
- Define and mitigate the seeds of unconscious bias.
Ericsson is committed to a gender diversity hiring plan. Ericsson aims to have 30 percent of its workforce made up of women employees by 2020, the current figure is AT 22 percent. Hear about the genesis of Ericcson’s D&I strategy, the link between D&I strategy and Employee Value Proposition (EVP) and how we included our employees and recruiting teams to activate the D&I recruiting strategy.
You will learn:
- How to develop an authentic D&I strategy that has strong support from the business leaders
- How to enlist all leaders to convey messaging that empowers differences in the workforce.
- How to leverage social media to energize your community—candidates and employees-- to support your mission.
- According to i4cp research, high-performance organizations are up to 4.5X more likely to hold executives accountable for diversity.
- Learn the attributes of inclusive leadership and the tools to build those competencies in senior executives.
- Understand why embedding diversity and inclusion at each stage of the employee lifecycle is crucial to success.
- Learn how you can ensure your organization is collecting the right type of data.
- Clearly connect your diversity initiatives to the business strategy.
- Demonstrate the ROI of your diversity initiatives to get buy-in and support.
Sodexo has a holistic approach to integrating inclusive diversity throughout the company. It is a comprehensive, top-down, bottom-up, middle-out strategy that begins with senior-level commitment. Even if the company does not have a strong financial year, bonuses are paid out for good work on diversity issues. Preparation is key. Before the candidate is at the table, Sodexo hiring managers must understand the importance of a balanced team.
You will learn:
- Engaging the hiring manager throughout the employee lifecycle.
- To always start with measurement—you can’t fix what you have not measured.
- Why "one and done” isn't the answer when it comes to diverse candidate slates.
- Stories are a way to reach out to people and emotionally connect.
- How to harness the energy of a well-told story.
- Hear the secret of telling a great story.
Tuesday, April 4, 2017
Welcome and Opening Remarks
- How diversity leads to higher revenues, profits, and market value.
- How a diverse workforce will prove advantageous in reaching new markets.
- How do you quantify the benefits of a more inclusive workforce.
- How Salesforce spent $3 million to bring the salaries of women up.
- The effects of being transparent gender pay gaps.
Through "Inclusion Labs," Pinterest has a unique partnership where we conduct innovative workforce research to better understand barriers to diversity and inclusion and use social science research to develop strategies to help mitigate those barriers. In this session, I'll share how "Inclusion Labs" came to be, specific strategies we've tried that have worked to improve diversity at Pinterest, and share a bit about what we have planned for the future.
You will learn:
- What social science research we are testing to mitigate barriers.
- How we experiment, test and implement new strategies.
- Strategies that have worked, such as encouraging employees to stretch their networks for a great diversity in referrals.
Akamai Technologies has been described as the biggest Internet company you’ve never heard of. Akamai has to maintain a pipeline of qualified and diverse potential employees for an innovative workforce, while competing with the better know tech giants. To increase their diversity pool, Akamai has created Akamai Technology Academy, a training-to-hire program to provide the necessary foundation—through immersive in-class education and on-the-job training—to help participants acquire specialized, work-ready tech skills. Akamai searches for a diverse group of people with an aptitude for learning. Successful participants will complete a paid-training program, and be eligible for full-time employment at Akamai after graduation.
You will learn:
- How to actively expand and develop your pipeline.
- How to train recruiters to spot potential-to-train.
- How to connect talent acquisition and development for long-term competitive advantage.
- How new paid-training graduates are integrated into the larger Akamai culture.
- One in every 68 children born today has an autism spectrum disorder; what are the implications on our future workforce?
- Discover ways you can retool your learning and development programs to accommodate individuals on the autism spectrum.
- Develop an action plan: learn how to make small steps toward a larger program.
- Approaches to D&I in Asia.
- What companies can take the lead in tackling inequality and creating inclusive workplaces in Asia.
- Understand the cultural diversity within Asia.
- Millennials view cognitive diversity and collaboration as necessary element for innovation.
- For millennials, inclusion is the support for a collaborative environment that values open participation from individuals with different ideas and perspectives that has a positive impact on business.
- Leadership at such an organization is transparent, communicative, and engaging.