Events
Engaging Institutional Memory for EDI Design; Looking Backward to Move Forward
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.
Cardozie Jones
Erin DunlevyBoosting Multigenerational Diversity in Corporations to Improve the Business Performance
techniques to explore and overcome teams' members generational differences.
They will learn about training methods that can be used to activate employees’
intergenerational dialogue and comprehension and how to develop team managers’ D&I
skills thus they can better manage gens’ differences and, consequently, improve teams and organizational performance.
Further, participants will learn about an XY integration project case history: project’s
process, tools, outcomes and elements of transferability.
Maura Di MauroCulturally Insensitive Language in the Workplace - D&I and Power of Words
Tandalea MercerA Beginner’s Guide: Intersectionality to Fight Injustice at the Workplace
Floria MoghimiA DEI Journey Guide - The How To's of Diversity, Equity and Inclusion
Monika NavandarThe A to Z of Setting Up a Hiring Process That Truly Embodies Diversity, Equity and Inclusion
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.
Radina NedyalkovaHow to Make Salaries and Bonuses an Inclusion Factor for all Corporate Employees and Top Management?
The key of the problem lies in the system of “salary+annual bonus” most commonly used in nowadays corporate world, which:
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Does not take into account an employee performance and results month by month;
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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
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Does not create an inclusive team spirit between the top management and the rest of the employees
Kostiantyn GridinRadically Reimagined Recruiting: Hire More Inclusively and Effectively
hiring targets? Does screening hundreds of resumes make hiring feel like a crapshoot? Should
you use “blind” candidate applications to reduce unconscious bias?
If you’re confused about how to hire equitably and inclusively, you’re not alone.
Rosie Yeung, Certified HR Leader and veteran recruiter, and Susan Bartlett, Rhodes Scholar
and human-centred design expert, lead this interactive design thinking workshop to make a
centuries old process more equitable, inclusive and effective.
Rosie Yeung
Susan BartlettHow to Drive Performance Management to Achieve Equitable Workplace Cultures
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.
Chris Hagood 
Ashwini Prasad