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.
Today, women and multicultural consumers account for about 80% of shoppers. Women are the largest group; Multicultural is the fastest growing; Millennials represent our future. Combined, they account for $5 Trillion of buying power. Creating a culture of inclusion is definitely a competitive business advantage.
A recent study by School of Business at Washington University, estimates that 40% of today’s Fortune 500 companies will no longer exist in 10 years’ time.
This session will provide strategic insights into Consumer Trends; Innovation; Reinvention. Explore how to leverage inclusion as a competitive advantage and help your Company not only continue to survive, but thrive.
Your experience can then be leveraged back at your Company to … “Uber Yourself Before You Get Kodaked!”
In this session, you’ll learn:
- Why Inclusion is a business imperative.
- How business growth is being inspired by innovation.
- How Clorox is tapping into the business ideas of its ERGs.
With a history firmly rooted in manufacturing & technology and a legacy of innovation, Caterpillar is a 90 year old industry leader that has set a target of achieving 30 percent women in its workforce and leadership roles by 2022.
As part of a journey to develop a strong pipeline of female leaders, Caterpillar's Women's Initiatives Network introduced the first gender specific workshop that catalyzed an enterprise conversation about female talent. Rather than focusing on molding leaders to the prevailing culture, this program focuses on authenticity and small wins. More than two years after initial deployment, the program has generated strong results for the participants and the business.
You will learn:
- How a grassroots initiative became a global phenomenon.
- How an ERG created the first training course designed to drive business results.
- How an award-winning partnership significantly reduced design to deployment time.
Microsoft’s ultimate goal is to maximize the business impact of global diversity and inclusion to empower their people internally as well as the community at large. The MS Data & Decision Sciences Group built a predictive model to identify at-risk kids lowering attrition 25% in the Tacoma Public School District. As a result now this model is being embraced by multiple public school districts in various states across the country. Many lessons can be applied by HR and diversity professionals who want to measure where they are losing key people, discover why and figure out what solutions to implement.
In this inspiring story, you will learn:
- How data science can uncover bias.
- How data science can show which critical roles are at-risk of leaving the company.
- How to operationalize internal process to improve retention.
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
Diversity and inclusion are a driving force for growth. The link between diversity & inclusion and business growth is clear. More diverse and inclusive companies are able to win top talent, improve employee satisfaction, and accelerate decision-making, leading to increased business performance and returns. Diversity of background, thought, and experience will drive more creative, innovative, and faster solutions to the complex challenges and opportunities required for our growth.
We believe the value of a diverse and inclusive environment is rooted in three imperatives, Moral imperative; Business imperative and Legal imperative.
Ms. Brown will discuss the ways Intel is driving key D&I initiatives to create greater impact for employees, the business, the tech community and the country. Attendees will learn:
- 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.
In April 2015, Salesforce CEO Marc Benioff took the stance that the company would ensure equal pay for equal work. Over the next several months, Salesforce conducted an audit of its employees’ salaries. When final, the assessment showed that the company needed to adjust some salaries — approximately six percent of employees required a salary adjustment, and roughly the same number of women and men were impacted. As a result, Salesforce has spent nearly $3 million dollars to eliminate statistically significant differences in pay.
Conference attendees will come away from the session with the knowledge of:
- The realities of the pay inequalities that still exist today.
- Why it benefits every company to audit employees’ compensation for disparities.
- Practical tips on how to conduct an equal pay audit and ensure ongoing pay equality at your company.
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.
In spite of a strong work ethic and dedication to mission accomplishment, many veterans continue to find it difficult to secure a position in the civilian workforce. In a commitment to local veterans, Rackspace leadership in partnership with local San Antonio government and several other regional employers (USAA, IP Secure Inc., Accenture Inc., CPS Energy, WebHead Technologies Inc. and VIA Metropolitan Transit) expanded the Open Cloud Academy's courses to include cybersecurity training for veterans to help fill the employment gap.
This collaboration has enabled veterans to get skills and employment in cyber security jobs. This collaboration provides necessary certifications, while getting access to vets existing security clearances.
You will learn:
- How private, public and government entities came to together to help local veterans.
- How the program works beyond training to long-term employment.
- Initial metrics on long-term employment.
- 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.