Diversity & Inclusion Summit

Learn how to develop a workplace climate survey, which will gauge the cultural climate (perception of acceptance) among employees to include those in protected classes. Upon completing the survey, your organization can begin to address any deficits that employees indicated e.g. implicit biases, culturally insensitive remarks, unfriendly environment, sexual harassment, lack of diversity in leadership, etc.  

The data you will obtain during this survey will also assist you in developing a 3-5-year strategic diversity plan to increase inclusivity, which ultimately increases productivity and lowers turnover rates.
Leave this session equipped with the skills to:

• Gauge the cultural climate of the workplace
• Identify any culturally perceived deficits in the workplace by employees
• Develop programming that will address areas of cultural deficits and create cultural competencies among employees, management and key stakeholders
• Create a 3-5-year strategic diversity plan
• Identify ways to increase productivity, which increases with a sense of inclusion

Tammy Hodo, President
ALL THINGS DIVERSE
 

Many leaders are past needing the business case for D&I—they’ve been through training, seen the benefits and are on board. But how can all this learning be put into action? How can we help our leaders know what they should be doing differently, in their work and everyday interactions?

In this highly interactive session, you will learn and practice Consciously Inclusive leadership (CIL), via role playing, modeling, and an exploration of real-life workplace scenarios. CIL is a clear and easily understood behavioral framework that is used to help leaders take effective D&I action.

In this workshop you will learn how to use this method in your organization to help leaders stay engaged and fluent in the language of inclusion, even in the face of transformative change. including how to:

• Identify and practice using the Consciously Inclusive Behavior Model
• Develop a personal Consciously Inclusive action plan
• Learn how this plan will prevent inclusive actions from becoming outdated

Scott Hoesman, CEO& Founder
INQUEST CONSULTING

Employees want to feel accepted in their workplace and feel as though they are a part of something. Creating a sense of belonging impacts employee engagement and retention so that companies can have a better understanding of how to measure the overall employee experience by building an inclusive culture in their organization.

In this session, we’ll review the science of belonging and emphasize hard data over emotional intelligence, including how to:

•  Build an inclusive culture

• Become aware of the science of diversity, inclusion, and belonging
• Understand how belonging affects the employee life cycle
• Obtain the language and data you need to demonstrate to leadership that action is necessary
• Use actionable strategies to make your culture more inclusive

Stacey Gordon, CEO
REWORK WORK