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.

Join the CEO of WorkProud as he interviews three current clients to learn what makes their company cultures so successful. During the session you will learn from leaders in their respective industries who exemplify what it means to create engaging, successful corporate cultures their employees are proud to be a part of.

Never before has there been such widespread focus on the built environment and how it contributes to both employee and company productivity. The size, location, and function of an organization’s workspaces are being re-evaluated to determine employee accessibility, space utilization, and well-being. Human Resources is on the front lines of navigating these decisions and managing epic workplace norms. Mary will outline three truths that are essential to managing successful re-entry ultimately, driving workplace change.

The world has changed, so should our approach to management. Outdated ways of working are no longer suitable for a dynamic world with a 24/7/365 pace, remote work, Millennials, advancing technologies, diversity, and uncertainty. The goal of today’s leader should be to coach employees to help them get better, guide employees to perform better, and encourage and counsel them so that they feel better about their work and the organization. Old fashioned performance appraisals demoralize employees, ruin engagement, and cause turnover. Learn about the Performance Conversations method, a novel performance improvement methodology that unlocks the fullness of employee potential.

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.

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.

Please join the Chief Operating Officer from Moth + Flame, Bryce Luken in this Executive Interview where he will discuss how virtual reality immersive training aids the future of work in Human Resources.

CareerArc surveyed 1,156 people and confirmed what many employers are only beginning to suspect: Talent is on the move. Over 60% of full-time employees are seeking new jobs in 2021.

As the country reopens and companies ramp up their recruiting, hiring professionals want to know: What matters most to candidates today? Where can employers find more candidates? And how are companies gearing up to attract and retain top talent?

Join Carissa Zavada, Director of Client Support and Operations at CareerArc, who will cover the key findings from CareerArc’s 2021 Future of Recruiting Study and share stories and examples from leading employer brands.

Please join the Senior Vice President, Chief Human Resources Officer from AMB Sports + Entertainment, Tim Goodly, PhD, in this Executive Interview where he will discuss the challenges that affected HR through the entirety of the pandemic and which emerging challenges to take into consideration.

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.

“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.

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.

Please join the Chief People Officer from BlueVine, Gianna Driver, in this Executive Interview where she will discuss how employee experience is key to influencing the future of work.

Please join the Vice President of Human Resources from Horton, Gregg Peterson, in this executive interview where he will discuss getting back to normal post-pandemic and how life at Horton will look like going forward.

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 if they are a full or partial remote worker, that they are heard and seen not just in meetings, but 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.

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

HR Leadership is transforming more than before to lead in a heavily disrupted world. Change was always part of the game but we have entered into an era where innovation, authentic connection to end customer and internally to our colleagues and transformation are key to survival. In this new world, we need more of the horizontal skills at the helm to truly understand the business and its challenges. HR function leads the most critical capital of any company and can no longer be seen or act as just a support function.

Maggie Spong, Global VP Talent Acquisition, talks about some of the key Inclusion & Diversity initiatives her team have put in place at every stage of the hiring process – from recruitment opening, through attraction and sourcing, selection and interview, to offer and onboarding.

This presentation shows how the concept of race, while not rooted in biology or science, continues to be naturalized and viewed as something “of nature.” The camouflaging of racism as race (i.e., race[ism]) remains, in large part, why many people and institutions have failed to entirely and meaningful address racism even when actively participating in anti-racist efforts.

With this in mind, the presentation employs Barbara and Karen Fields’ concept of “racecraft” to help attendees stop conflating culture with race and race with ethnicity or culture and offers solutions for race(ism) with clear go-dos, further readings, and ideas to consider. Ultimately, this presentation shows how many of us unintentionally uphold racism. Importantly, this presentation shares how we can stop.

How to define, measure and enhance employee experience; Supporting collaboration, team bonding and problem-solving; Inspiring employees through democratised technology; Rethinking the traditional “workplace”.

Organizations are evolving at a greater pace than ever before. In the war to survive in a rapidly changing world, they must become more agile. In doing so, they must not leave their people behind. Instead they should draw on their collective knowledge to identify and deliver change. But to do this, there needs to be different approach to people management and leadership styles; these need.