Webcast:
While many companies have diversity programs in place, they are often disparate across business units and geographies, making them inconsistent and ineffective. Internal, corporate social networks can help you attract, retain, connect, and mentor women and diversity groups across the organization. Through these networks, employees can build their personal and professional networks, attend events designed for them, hold discussions on a variety of topics, find resources and mentors for career advancement, and more.
This session will discuss how to keep your diverse workforce engaged and connected to each other and the company in an effort to promote the engagement, retention, professional development and recruitment of diverse professionals. Whether you are seeking to launch, improve or streamline your diversity efforts, this webcast is for you.
Webcast on Demand
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Presenters
Audrey J. Murrell, Ph.D., received her B.S. from Howard University, magna cum laude in 1983. She received a M.S. in 1985 and a Ph.D. in 1987 from the University of Delaware. Her field of study while at Delaware was psychology, specifically social psychology. She held an academic position in the psychology department at the University of Pittsburgh before joining the faculty of the Katz School of Business in 1989. She is an associate professor of Business Administration and holds secondary appointments in the Graduate School of Public and International Affairs and the Psychology Department. In 2005, Murrell was selected as the director for the Women in the Workforce Program in the University of Pittsburgh's Center for Social and Urban Research.Professor Murrell lectures courses on Organizational Behavior, Men and Women at Work, Careers in Organizations, Business Communication and Workforce Diversity. Professor Murrell has conducted research on the positive versus negative effects of career mobility and transition with a special emphasis placed on factors that can impact the careers of women in management including mentoring, breaking the "glass ceiling," affirmative action, and workplace discrimination. Her work has been published widely in management and psychology journals as well as in book chapters.