Workplaces that go beyond nondiscrimination policies to cultivate climates of true inclusion are a win-win for both employers and employees. In fact, increasing research shows that capitalizing on effective LGBTQ-inclusion practices can lead to higher productivity, better rates of talent attraction and retention, increased innovation, higher employee satisfaction, and overall bottom-line benefits for employers of any size. This highly interactive session provides an in-depth look at the unique needs and experiences of LGBTQ+ workers; reviews current legal requirements; examines real-life case studies; gives examples of effective inclusion policies; and offers best practices for addressing common human resources scenarios involving LGBTQ+ employees. You will walk away with plenty of easy-to-implement ideas for the everyday workplace as well as resources and support for developing your organization’s DEI (diversity, equity & inclusion) efforts.
- Become more familiar with current LGBTQ+ inclusive terminology, pronoun usage and relevant data that impacts LGBTQ+ employees.
- Understand the differences among terms including sex assigned at birth, sexual orientation, gender identity and gender expression.
- Learn best approaches for policies and practices for transgender and transitioning employees.
- Explore specific human resources scenarios that involve LGBTQ+ workers.
- Discuss and develop strategies to create more welcoming and inclusive workplaces for LGBTQ+ employees.
When we speak of building a more inclusive environment in the workplace, oftentimes we look at the general assumed biases of the collective group or known biases of individuals. This session takes a deeper look at exploring our own internal biases—recognized or unrecognized, and how this self-assessment can impact effectively working with others. The session also provides attendees the opportunity to bring forth the areas where they feel others may have bias toward them, with the approach of “I am more than my …”, as we build a culture that allows for transparency and vulnerability.
Although efforts have been made in recent years to advance equality for Lesbian, Gay, Bisexual, Transgender, Questioning, Queer, and other gender and sexual minorities, there are still many instances where LGBTQ+ people find themselves excluded, unwelcome, and uncomfortable in the workplace. According to the Human Rights Campaign, an average of 50% of employees report hiding their sexual orientation at work due to hostility, prejudice, discrimination and mistreatment in the workplace. During this interactive session attendees will:
- Become more familiar with the most current LGBTQ+ inclusive terminology;
- Understand the differences among these and other terms: sex assigned at birth, sexual orientation, gender identity, and gender expression;
- Discuss workplace issues including equal employment laws, policy recommendations, bathroom inclusion requirements, as well as data collection and reporting best practices;
- Discuss specific human resources scenarios that involved LGBTQ+ workers; and
- Walk away with concrete strategies to create more welcoming and inclusive workplaces for LGBTQ+ employees.
Diversity is the range of human differences, including but not limited to race, ethnicity, gender, gender identity, sexual orientation, age, social class, physical ability or attributes, religious or ethical values system, national origin, and political beliefs. Inclusion is involvement and empowerment, where the inherent worth and dignity of all people are recognized. An inclusive organization promotes and sustains a sense of belonging; it values and practices respect for the talents, beliefs, backgrounds
, and ways of living of its members. In Africa, there are 54 countries where different languages are spoken. Yet, because most citizens are of the same race, there is an assumption that everyone is similar. In South Africa alone, there are 11 different official tribes and languages, so by nature, there is diversity. Like the rest of the world, there is a struggle for inclusion, but citizens have found common denominators and ways to make organizational cultures comfortable for all. The session offers an African perspective to inclusivity and recommendations on how to approach D&I from a global perspective.
Research has repeatedly demonstrated that organizations with more diversity in leadership roles show increased profitability, are more competitive and agile in the marketplace, have a greater level of innovation, and have higher customer satisfaction rates. When implemented well, mentorship programs don't just break down walls and shatter glass ceilings, they build stairs to the next level of the organization. In this interactive session, Jenn Labin of MentorcliQ discusses how successful organizations such as Nielsen, Bacardi, and AP launch results-driven mentorship programs that truly DRIVE diversity & inclusion.
- Apply the concepts of Community and Connection to launch mentoring programs that drive Diversity & Inclusion.
- Identify three mentoring best practices from industry leaders to help create an inclusive culture.
- Explore mentoring relationships as a solution for breaking down barriers to representation.
Attend this interactive session to find insights and tools to help HR professionals lead the way for organizations in unpacking, exploring and tackling the problem of unconscious bias. Learn and practice research-validated strategies/techniques to help you lead your organization in minimizing the potentially negative impacts of bias on creativity, includision, retention and overall business success. What works? What doesn’t? Obtain a vocabulary for discussing the topic internally in a way that does not threaten or alienate either leaders or individual contributors.
- Explore bias as a core human-thought tendency driven by biological limitations within our brains colliding with the need to make decisions quickly in an increasingly complex business environment.
- Identify the different types of cognitive bias that compromise effective decision-making at both individual and group levels.
- Discuss how the brain uses implicit bias (bias about personal characteristics) in an attempt to protect itself.
- Learn and practice techniques for recognizing and interrupting implicit people and cognitive bias patterns.
Building a culture that's inclusive of working parents represents a significant change from the traditional view of corporate culture. Learn about the challenges of today's busy career-driven parents, and what makes them tick and what makes them quit. It’s different than what you might think. Based on research and insights, Katherine Wintsch of The Mom Complex reveals the key touchpoints that drive working parents at work and at home. Understanding the next generation of working parents can help you create a parent-friendly culture and drive bottom-line growth.
- What are the key elements of a parent-friendly culture?
- What drives parents at work and at home?
- What are key strategies for understanding and retaining parent employees?
- How can we get upper management to buy in?
- What's the bottom-line impact?
As today’s employees stay in the workforce longer, a key component for any company is to leverage how different generations can work together effectively. There are unique benefits to every generation that companies can maximize to create a competitive advantage. In particular, recognizing the contributions and skillsets of our older workers to combat ageism is critical for success.
Diversity builds stronger workforces and yields better business results. Research proves this is true, but why are so many employers lagging and struggling to achieve a diverse employee base? Leveraging iCIMS’ breadth of data across its 4,000+ customer base, this presentation leverages numbers to dive into D&I trends. Learn the facts and how to utilize diversity metrics to attract applicants, elevate an inclusive experience, and ultimately make better hiring decisions to impact your business’ bottom line.
- Discuss the evolution of inclusive workplaces and understand which metrics to track, how to make sense of the data and how to make a business case to shift strategies and systems to close diversity gaps.
- Explore application versus hiring rates of various diversity indicators, sliced by industry, region and occupation types to bring back to the business and fine tune efforts to eliminate bias.
- Understand the numbers and take action using this data.
- Learn how to identify areas for improvement in D&I strategies to build, maintain and empower a diverse and inclusive culture, using insights from an award-winning employer.
As SHRM's Getting Talent Back to Work pledge so accurately states, "job applicants with criminal records are proving to be a viable workplace solution for many organizations" as businesses compete for the best talent. Yet stories on the ground from both the hiring side and the candidate side tell us that we're not where we could be yet. One major factor (though certainly not the only one) is unconscious bias. Join us for real talk, no sugarcoating, about the challenges and opportunities in taking Fair Chance Employment to the next level and real-world strategies to help you make it happen.
- Be able to describe the effects of unconscious bias on hiring practices relating to people with criminal records.
- Hear lessons learned from decades of the “ban-the-box” policy and practice to apply to your own unique workplaces.
- Gain tips and tools for advancing honest discussions about unconscious bias related to criminal records in your workplace.
Gender identity in the workplace is a relevant area of focus for every human resource professional. From employee bias and judgment to concerns with gender discrimination lawsuits, it's imperative that all human resource professionals receive training. Learn how your organization can practice inclusivity in action. This session will cover terminology, common problems, preventing discrimination, and best practices in the workplace. Case studies and experiential exercises will help attendees build their cultural competencies.
- Identify the differences in gender identity, gender expression, biological sex, sexual identity and romantic orientation
- Discuss the common problems that transgender and nonbinary employees face in the workplace.
- Recognize gender discrimination in the workplace.
- Summarize best practices in workplace policies.
- Evaluate current workplace inclusivity opportunities for growth.