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.
Diverse and inclusive teams are smarter, more creative, and make better decisions. While an increasing number of organizations are embracing the notion of diversity, the practice of inclusion is often overlooked. Being respected, valued, and welcome to contribute equates to more than just good feelings: Humans have a biologically based need to belong—to feel included, supported, and valued by others socially. In fact, research shows that social exclusion can negatively impact performance, productivity, and pro-social behavior, among other consequences. The challenge is, we often make others feel excluded without realizing it.
In this keynote, you will learn
- How language, nonverbal cues, and subtle interactions can communicate signals of exclusion.
- How if we’re not actively including, we may be accidentally excluding.
- What is the neuroscience-based approach in order to achieve an inclusive workplace.
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.
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.
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.
Too often, organizations invest heavily in developmental programs for their high potential women, only to discover that the programs alone are not sufficient to grow their much-needed talent pipeline. In her presentation, Dr. Racioppi will discuss this widespread corporate conundrum and how to get past it. She will share insights gained over the past 23 years in working with leading corporations and look at the “trifecta” of strategies and supports needed to help women achieve their full potential as corporate leaders:
- CEOs who are committed to an inclusive corporate culture and the organizational shifts that may be required.
- Managers, mentors and networks who all support female talent from the earliest stages of the women’s careers.
- Women themselves who are provided with a variety of development opportunities that help them pinpoint and act on necessary career-advancing changes.
- 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
At Microsoft, our mission is to empower every person and every organization on the planet to achieve more. Achieving this begins, and ends, with people. It is critical to model inclusive behavior to reach this goal. From listening and seeking input, to reducing stressful situations, we can each contribute to a more inclusive environment to help the bottom line.
The link between diversity and inclusion and business growth is tangible. Diverse and inclusive companies are able to attract top talent, increase employee satisfaction, and improve decision-making, leading to increased business performance and returns. Diversity of backgrounds, thoughts, and experiences drive innovative solutions to complex business opportunities. Diversity and inclusion is both good for business and the right thing to do.
Danielle will discuss how Intel is driving key D&I initiatives to create greater impact for Intel and the tech industry. Attendees will walk away with:
- Data linking diversity and inclusion to business innovation and growth.
- Details about Intel’s D&I strategy and progress made.
- Insights from this journey and ideas on what you can do.
This session will discuss culture, diversity, and inclusion as it impacts how we do business and sports. By conducting an analysis of medals won at the Olympic Games, the United States Olympic Committee, which oversees the U.S. Olympic and Paralympic teams, found the teams that won medals are more diverse—from athletes to coaches- than teams that did not win medals.
You will learn:
- How promoting diversity can be a winning strategy for all kinds of team
- A unique approach to a D&I scorecard.
- How developing a D&I scorecard can set strategies and define measurable D&I outcomes.
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.
- The world today is demanding a shift. Inclusion is no longer only the “right thing to do,” and it is no longer just a strategic business imperative. Inclusion is a social imperative – an issue of belonging and human rights.
- Millennials are leading this shift, and millennials are redefining diversity and inclusion – focusing on participation, ideas, and perspectives.
- Leaders must now foster sense of belonging in safe spaces for the workforce; reinvigorate a commitment to inclusion; and most importantly, take an open stance on social justice. Together, we must build a culture of courage that uncovers and unleashes our humanity.
Only two percent of Silicon Valley workers are African-American and three percent are Hispanic. Although Silicon Valley crosses technological boundaries every day, there is room for improved when it comes to cultural diversity.
Our closing keynote, Kalimah Priforce has dedicated himself to inclusive technology and education through Qeyno Labs, which aims to empower children to transform their worlds through social innovation, education, and technology. Qeyno’s Hackathon Academy prepares high potential youth in low opportunity settings to become next generation developers, designers, and innovators in STEAM (Science, Technology, Engineering, Art Design, and Mathematics).
You will learn:
- How to develop a great mentorship program.
- How to develop the next generation through play, empathy, and discovery.
- How to spawn a future workforce, while expanding a young person’s life trajectory.