Agenda

What can employers do, to be more inclusive of these individuals and allow them to fully contribute their skills? Our speakers will discuss three key topics:

• The importance of refugees and immigrants in a post-COVID economic recovery
• What prevents most companies from hiring newly-arrived workers
• Challenges to the inclusion of immigrants and refugees in the workplace

• Why Inclusion is key and should be the underlying design lenses you look at for all touch points related to people experience

• Diversity & Inclusion as a Global topic , how to make it locally relevant

• Wellbeing as a tool to create inclusion

How to make sure remote employees all receive equal support? And how to build truly inclusive remote teams? Our speakers in this panel will consider the following topics:

• The new challenges and opportunities presented by remote work
• Harnessing the power of analytics and DEI to transform the future workplace
• Conceptualizing and measuring workplace diversity in a remote setting

• How DE&I programs influence business results
• Why existing approaches often fail to deliver
• The scientific approach that is proven to transform culture and performance

The term intersectionality is becoming more common in discussions of DEI. Still, many employers aren’t sure what it means—or why it matters in their workplace.

Many HR and diversity professionals tend to focus on one type of discrimination at a time. But humans themselves aren’t one-dimensional. For instance, Black women earn substantially less on average than their white, non-Hispanic male counterparts for doing the same jobs. And the unemployment rate for people with disabilities is more than twice the rate for people without disabilities. For a worker who is a Black woman with a disability, these two issues are compounded.

If corporate inclusion efforts don’t prioritize intersectionality, they risk being counterproductive—and can potentially even be harmful.

So how to build an intersectional DEI strategy with true belonging, empathy and inclusion in a company?

Our speakers will examine the following topics in this panel:

• How to boost awareness of intersectionality among DEI and HR officers across the company
• How a holistic approach can provide greater support for all employees
• The power of Allyship programs in fostering a culture of belonging

UN-GLOBE's goal is the inclusion, equity, and non-discrimination of LGBTIQ+ people in the UN System and its peacekeeping operations. To achieve this goal, UN-GLOBE advocates for inclusive and equitable employment conditions, diverse, safe, and enabling working environments and cultures & the representation and engagement of LGBTIQ+ people.

In this interview Gurchaten Sandhu, the President of UN-GLOBE, shares the work of UN-GLOBE through his own personal journey.

Zelma will share how she learned to become an agent of change to bring the conversation about Diversity and Inclusion at Intercorp, a Peruvian economic group that represents around 3.2% of Peru's Gross Domestic Product.

Intercorp´s Diversity and Inclusión ecosystem is now impacting over 80,000 employees, their families & companies’ partners. Key learnings include: build the data, generate the business case, create a movement, set the tone from the top and, mostly make it about societal impact in order to inspire employees and partners to embrace diversity and inclusion and become agents of change, making Perú the best country in Latin America to raise a family.

How can we confront systemic racism and injustice in the workplace? And what can be done to be a good ally and recognize your own privilege? The speakers in this panel will discuss the following topics:

• One year after George Floyd's murder, has the corporate world become less racist?
• Power, privilege and equity: How do they look in the transformed post-COVID workplace
• What is the level of anti-racism corporate policies and practices?

How do we rehumanize our workplaces and boost empathy in the age of accelerating technological progress? Our speakers will cover the following topics:

• The dominance of the digital identity inside and outside the office
• Boosting emotional intelligence, compassion and understanding within hybrid teams of remote and offline workers
• New type of humane behavior in a digital environment

In his keynote talk the speaker will provide his perspective on how corporate financial compensation systems should change to create a stimulus for all employees regardless of their rank, position and seniority to be able to thrive and be fairly rewarded for their efforts. Also he will share his view on how the financial compensation system can improve inclusion in the workplace.

How can companies promote gender equality in hiring and overcome sex-based discrimination? Our speakers will discuss the following topics:

• How to attract more women to apply for a position at your company
• Techniques to overcome sex-based and gender bias
• How to promote gender equality in the workplace

In the following interview Steve Bilt, CEO of Smile Brands & Smiles for Everyone Foundation, will share his personal experience on solving DEI problems and tell about the company's approach to combating the issue.

Also, the speaker will share the lessons learned on certain stages of his professional journey as well as give a valuable piece of advice on DEI-implementing strategies.

In this session you'll learn tangible actions you can take to create a stronger, happier workplace through allyship and advocacy.

- What is allyship?

- Why is allyship important for your company?

- What does allyship look like and feel like, what steps can you take to be a better ally?

- How can companies build allies across their workplace?

Nowadays, there are tools that help companies decrease bias, improve retention, manage talent and hiring processes, and much more. In addition to implementing DEI strategy in your organization, you can take advantage of tech tools that make it easier to include every employee.

So what appropriate digital tools can boost post-COVID inclusion at your organization?

• Our speakers will discuss the following topics:
• The best technologies for hiring and retention processes to boost DEI in the post-COVID workplace
• Top digital tools to improve cross-team collaboration after the pandemic
• DEI analytics to reinforce and assess inclusion efforts

To reach our diversity goals, we need to start with activating equity.  Organizational leaders must actively explore how their systems and approaches can better fit people, giving each person the support they need to thrive. Deloitte’s Vice Chair of External DEI, Terri Cooper, will answer several important questions on what equity is and what are the ways of promoting it in a workplace.

Join us for the results announcement ceremony of the Startup Pitch Competition and Inclusive Business Awards.

How should we lead on inclusion in the new environment? Looking at the research over the past 12 months, the panel will discuss:

• Is polarization getting worse or better?
• Is there too much of a focus on race?
• ‘Heat’ vs ‘light’ approaches to driving social and behavioral change
• How we can talk about race and other high stakes issues in ways that help
• Is there a difference between what our organization needs vs. what it is ready for?

Disabilities can come in many different forms. Most people are familiar with a "visible" disability. If you see someone at work using a wheelchair, wearing a hearing aid or using an assistive device, you likely are aware the person has a disability. However not all disabilities are obvious to the eye.  An invisible disability is just as life-affecting as a visible one, but they're not as talked about and easily understood. Disability is consistently overlooked in conversations about diversity & inclusion".

According to NeuroLeadership Institute’s Industry research report a culture of inclusion is one in which the habits of inclusion are not just demonstrated by some of the leaders some of the time, but by all members of the organization, all the time. How do we create such a culture? Appreciative inquiry is a recognized discipline in the field of organizational behavior and development and is a philosophy and orientation to culture change that can reshape how to approach creating a culture of inclusion.

The workshop will be focused on discussing the importance of having from various communities in leadership positions in organizations and the impact of not having individuals from various backgrounds in these positions.

The workshop is for everyone who wants a genuine insight to the realities of what the disabled community goes through and how we can find alternatives to develop ourselves pertaining to the context. Can we envision a board committee having disabled leaders in the future? If yes, then excellent! We ask you to share your experiences with us on how we can execute that! If no, we would like to know if you are open to learning with us?

Incorporating discussions, self-reflection, presentations, storytelling, debating in the session will positively allow you to formulate a respectful frame of reference in a conscientious way.

So how can leaders develop a diversity performance mindset to succeed in tomorrow’s world and best prepare their organizations for a future?

This workshop gives CEOs, managers and high level leaders the keys to developing a diversity performance mindset. The workshop covers how diversity ties to performance and how leaders can best lead with this mindset as well as prepare their organizations to best seize the opportunities of a diverse workforce for optimal results.

Caught off-guard by a comment? Wish you could unsay something you said? Unsure how to respond? In this 90-minute, interactive session, participants will move from a state of shock to an informed plan of action by gaining awareness of the impact of microaggressions in the workplace and the risks associated with navigating them. Learn to work together with understanding and empathy and build relationships without burning bridges by applying a framework and tools designed to help everyone at every level become more comfortable having uncomfortable conversations.

Research shows that many diversity programs fail because leaders are rarely pushed to become truly proximate to the people and issues they discuss during mandatory training. This workshop will outline how leaders and their organizations can develop authentic relationships with marginalized communities. We'll demonstrate common organizational barriers to proximity and approaches to establishing deep community partnership.

In this workshop, you’ll learn how to provide a space to understand one another in times of disagreement and discover creative ways, on a limited budget, to boost engagement and build happier teams. You’ll leave with a clear understanding of why vulnerability and boldness are essential to fostering a culture of empathy—and a few ideas to spark change in your organization.

Are you authentically curious about your teammates?

Have you expanded your diversity checklist beyond race and gender?

Do your teammates bring their “whole selves” to work?

Too often organizations attempt to create a DEI action plan without understanding what was inherited and what no longer serves the organizational mission. It’s rare that what came before was the best of what’s possible when it comes to the work of Equity, Diversity and Inclusion.

If we can acknowledge that fact, we are able to move forward with renewed values and objectives. Together we’ll explore how who we’ve been impacts who we are and where we want to go so that your organization’s EDI roadmap has a clear and aspirational true north.

Further, participants will learn about an XY integration project case history: project’s

Delivered by an ex LinkedIn and Airbnb global recruiter with 11+ years of international HR and recruitment experience in multiple industries and working with cross-cultural teams.

The key of the problem lies in the system of “salary+annual bonus” most commonly used in nowadays corporate world, which:

• Does not take into account an employee performance and results month by month;

• Does not create stimulus for most employees to go an extra mile when it is needed, with no clear and transparent formula to link those extra efforts with the financial compensation

• Does not create an inclusive team spirit between the top management and the rest of the employees

Creating organizational cultures that organically foster diversity, equity, and inclusion is an objective declared by most, attempted by many, but are achieved by few. A consistent performance management system that views employees like people and focuses on their strengths is the backbone to positive employee experiences and building high-performing teams.