Creating a culture of inclusion should be at the top of every company’s business goals — whether you have grand aspirations or are starting to build your foundation. Regardless of where you’re at or what you do, everything must start with trust. This presentation will discuss how to hardwire trust in your organization and create moments that matter in your employee experience to truly build a culture of inclusion.

Please join the Executive Vice President, Chief People Capital Officer from Atlanta Braves, DeRetta Rhodes in this Executive Interview where she will discuss how she transformed HR leadership to navigate her organization through a global pandemic.

Leaders, employees and community members alike are assigning a higher value to an organization’s DEI commitments. So much so that a recent Gartner survey found that 74% of employees expect their employer to become more actively involved in the cultural debates of the day. This may lead you to finding yourself in (physical or virtual) hallway conversations with leaders about “how to move the dial” on diversity, equity and inclusion within your organization. During this session you’ll learn a relatively simple, but effective, framework to create, enhance or review your DEI efforts to ensure they are scalable, sustainable and strategic.

The virtual worker is here to stay and those that are returning to work are doing so in a hybrid fashion, 2 or 3 days a week, or A and B shifts, or alternating work from office weeks, etc., Bottom line, when it comes to developing our employees and managers, and instructional design evolution is here and it requires us to meet learners where they are today – home, office, remote, in the field or on the job. See and learn from a two-time Top 50 in HR and Learning Innovation award winner, a hybrid instructional design learning model you can apply to impact business and measure talent outcomes.

As we are moving to hybrid work it’s not enough to just focus on transforming our office spaces into more agile environments with hoteling and collaborative neighborhoods. We must focus on creating experiential equity for employees to ensure that no matter whether they are a full or partial remote worker that they are heard and seen not just in meetings, but as part of daily business interactions. Placing attention on this dynamic will mitigate favoritism towards employees that have the most in-person interactions with their managers and leadership team members, and allow you to create a level playing field to attract and retain top talent.

“I complained to HR and nothing happened.” This is an incredibly disheartening statement for devoted HR professionals to hear–but it isn’t simply a PR problem for HR. It can cause real damage to both companies and their employees. As HR professionals know, maintaining confidentiality is critical when handling highly sensitive issues like harassment and other workplace misconduct. However, transparency is also important for demonstrating accountability, earning trust, and preserving culture. While there is not a one-size-fits-all solution to this challenge, this session will provide several approaches to consider for increasing transparency around complaint handling based on your organizational culture, values, risk tolerance, and compliance obligations.

Leading the inclusion and diversity strategy and practice for an organization is hard. It can be messy. It can be overwhelming. Sandy Cross, Chief People Officer of the PGA of America, has led that effort for seven years in an industry that historically was steeped in exclusion. She will share powerful insights gleaned along the way that can propel you on your inclusion journey.

A case study that will show how a people practice was designed and set up during the COVID-19 pandemic and reduction in budgets.

For organizations to survive, and continue to thrive, during COVID-19, they need to remain true to their purpose, and simultaneously leverage their core strengths and capabilities, and also customize their approach and become a more agile organization. This presentation will review how organizations can use their purpose as an inspiration for their customers and employees, exploit their core competencies, and think out of the box to identify innovative and environmentally aligned interventions to effectively deploy successful talent management strategies.

Ready, aim fire – isn’t that how most organizations handle workforce reductions? Have you ever ended up with a rack and stack, trying to hit a financial target, without much thought to tomorrow’s workforce? After 2020, many organizations ended up “wrong sizing” vs. “right-sizing” and now that the market’s coming back, HR is left to pick up the pieces with gaps in our resources. How can we look in our rearview, gather up lessons learned and identify our blind spots to ensure we don’t have a repeat? Let’s discuss multiple approaches to organizational design and workforce planning. We’ll cover WFP strategies, and org design including techniques and tactics to enhance your toolkit. You’ll walk away knowing how to strategically advise your leaders vs. repeating patterns of the past.