Round 2 Track A: Best Prac4ce: Add Business Value by Retaining, Advancing and Developing Leaders
|
|
- Gabriel Hart
- 6 years ago
- Views:
Transcription
1
2 Round 2 Track A: Best Prac4ce: Add Business Value by Retaining, Advancing and Developing Leaders FACILITATOR: Nadine Vogel / CEO / Springboard Consul3ng PRESENTERS: Grant Clarke-Crews / VP, Director of Diversity and Inclusion / JLL Suman Sehra / PlaAorm Solu3ons Architect, IOTG New Markets Incuba3on Manager / Intel (Co-Founder, Intel Sikh Employee Resource Group (ISEG))
3 Adding Business Value by Retaining, Advancing and Developing Leaders Grant Clarke-Crews
4 THE ANSWER IS RIGHT IN FRONT OF YOUR FACE +20% PROMOTION RATE FACE-TIME
5 Adding Business Value by Retaining, Advancing and Developing Leaders - ERG Case Study Suman A Sehra Intel Corpora4on Friday, September
6 Suman A Sehra Speaker Bio IoT New Markets Incuba4on Manager and PlaRorm Solu4on Architect at Intel driving new market opportuni3es and business models to win market making customers and create thought leadership for Smart City services Founder and Cross-site President of Intel Sikh Employee Resource Group (ISEG) Fast-paced career with Intel allowed to grow and lead in various roles: process technology development, customer enablement, strategic business development, opera3ons management, and new market incuba3on MS in Electrical Engineering (2007) and MBA (2015) with summa cum laude from California State University Sacramento and cer3fied PMP
7 Case Study Objec4ve Add Business Value by Retaining, Advancing and Developing Leaders What are the best prac3ces for building a pipeline of qualified candidates and offering innova3ve leadership development opportuni3es for a diverse workforce? Learn how to awract, integrate, support, and retain employees with diverse backgrounds, all while providing them support and opportunity to integrate into company culture Explore adop4ng a 4C framework (Culture, Career, Commerce, and Community) in alignment with your diversity and inclusion ini3a3ves Discover how to use tools to align ERG efforts to focus on areas of recrui3ng, reten3on, and community
8 Intel Sikh Employee Resource Group (ISEG) Since 9/11 several hundreds of reports 1 from the Sikh community about hate crimes, workplace discrimina3on, school bullying, and racial and religious profiling Intel Sikh Employee Resource Group (ISEG) was formed in 2013 to educate the fellow employees and community to raise awareness on Who Are The Sikhs ISEG believes in preserving and passing on the essence of the Sikh heritage to the growing Sikh youth diaspora 1 h,p://
9 Problem Statement How can Employee Resource Groups drive Business and Community impacts through recruiting, retention, and community initiatives and making Intel a Great Place to Work (GPTW)?
10 Process ISEG was formed with a structured plan in mind and a mul4-year roadmap to make the group successful and deliver value to members and Intel. Goals: Create a diverse workforce that can work effec3vely acknowledging and respec3ng employees from different ethnic and religious backgrounds Promote diversity by awrac4ng and integra4ng employees of diverse background including members of Sikh community Create a GPTW environment for all members and provide them support and networking opportuni3es to all members, mentor/coach from experienced members Add business value to the member BU and Corpora3on
11 Eleva4ng ISEG Impacts 4C Framework 1 4C Framework is being adopted by a growing number of companies for their ERGs Based on the belief that anything an ERG does, can fall in one of the 4C areas. 4C Framework is in alignment with Intel's diversity strategy framework and ERG Business Strategy CULTURE - Affinity Impact - Systems - External Focus -Collaboration - Talent Engine - Professional Development - Market Penetration - Consumer Insight CAREER COMMUNITY COMMERCE 1 4C Framework developed by Dr. Robert Rodriguez/DRR Advisors LLC
12 ERG Strategy Aligned to Corporate Diversity Strategy ISEG ERG INTEL Recrui4ng/Onboarding Achieve full representa3on, accelerate diverse hiring Ac3ve par3cipa3on in universi3es outreach events/ hiring events Manage resume pipeline and match candidates with job openings based on skills (diversity) Provide assimila3on and guidance resources to new hires to help navigate their career at Intel Reten4on/Progression Retaining diverse talent, advance careers Offer leadership roles and opportuni3es on board Provide career coaching services and safe ground for junior employees to prac3ce leadership skills Promote augmenta3on of the career growth path: technical and business acumen Community Inclusion Foster and drive inclusion in smart connected world Par3cipate in internal and external outreach diversity events Work with external 501(c) partners to volunteer for a social cause 3es to employer s objec3ves Engage in community events and showcase our faith and culture
13 ISEG Recommended Tools q 4C Framework q Annual Map Day/Ac3on Plan q Strategic Roadmap Alignment q Ac3ve engagement in D&I events q Monthly Board mee3ng q Monthly Newsleeer q Talent Pipeline q Leveraging Technology: member engagement, analy3cs, marke3ng q Member Integra3on q ERG Branding and Promo3on
14 Takeaway - 4C Framework Approach 1 1 Adapted from 4C framework by Dr. Robert Rodriguez/DRR Advisors LLC CULTURE ERG serves as a useful resource for HR on specific diversity/inclusion topics Educate HR and Diversity team on the key issues impac3ng the community Clear and transport board structure and leadership selec3on process ERG elevates cultural compe33on and impact to the company CAREER Create professional development offerings for broad member base Provide career coaching/mentoring Seek execu3ve sponsorship and involvement Create board/leadership posi3ons are sought afer Collaborate & build rela3onships with partners and thought leaders Enhance and elevate ERG and Corporate reputa3on and brand awareness Work with educa3onal ins3tu3ons to raise awareness and support STEM COMMUNITY Align ERG goals to BU/Corporate strategic impera3ves Add business value and measure through recrui3ng, reten3on & inclusion goals 3ed to revenue goals ERG supports specific ethnic/cultural market research and marke3ng Seen as revenue genera3on resource COMMERCE
15 ISEG Impact Created a beeer sense and apprecia4on for Sikh contribu3ons in the community Exposed to a structured methodology (leadership focus, running mee3ngs, organiza3ons, etc.) on establishing a new ERG and growing it Learn tools/methodologies for ERG structure, member engagement and add business value Succession planning - Growing members via incremental par3cipa3on with recogni3on and celebra3ng small wins R to L: Suman Sehra (X-Site President ISEG), Krzanich (Intel CEO), and Tasvir Virk (Vice President ISEG) at ERG Leadership Summit
16 Results Diverse Teams Perform BeWer! Firms with highest level of racial diversity generated 15 TIMES MORE SALES on than those with the lowest levels 57% INCREASE IN PERFORMANCE against goals Firms with females in the C-Suite generated $44 MILLION MORE in revenue on average Focusing on diversity helps us create a cri5cal mass of difference. Focusing on inclusion helps us realize the true power of that difference, and create a place where everyone ma<ers and is valued. Danielle Brown, Chief Diversity Officer, Intel Sources: David Rock; Herring, 2009; Dezso & Ross, 2011; CEB, 2010
17 Adding Business Value by Retaining, Advancing and Developing Leaders - ERG Case Study Suman A Sehra Intel Corpora4on Friday, September
Round 3 Track A: STRUCTURE & STRATEGY: Get Your ERG Ready to Go Global
Round 3 Track A: STRUCTURE & STRATEGY: Get Your ERG Ready to Go Global FACILITATOR: Jennifer London / Content Director / Diversity Best Prac2ces PRESENTERS: Rosa Rodriguez-Rivera / Project Manager, Electrophysiology,
More informationThe Manufacturing & Opera3ons Excellence Collaboratory (MOEC)
The Manufacturing & Opera3ons Excellence Collaboratory (MOEC) Modified Design NC State Execu3ve Educa3on Dan McGurrin 1 MOEC Objec*ves Develop leaders in manufacturing and opera3ons roles who will iden3fy
More informationCan You S)ll Be an Individual? Brian Kahan, D.O. FAAPMR, DAOCPMR, DABIPP The Kahan Center for Pain Management
Can You S)ll Be an Individual? Brian Kahan, D.O. FAAPMR, DAOCPMR, DABIPP The Kahan Center for Pain Management www.thekahancenter.com Learning Objec)ves Developing survival strategy Establish recruitment
More informationTransla(ng Principles to Performance Crea(ng a Global System to Promote Responsible Conduct of Human Research by Physicians
Enhancing Safety, Quality and Efficiency in Medicines Development and Health Research through Systems Solu>ons Transla(ng Principles to Performance Crea(ng a Global System to Promote Responsible Conduct
More informationAdvancement and Retention of Multicultural Women Workshop. Deb Munster, Executive Director Carol Watson, Sr. Director, Global Advisory Services
Advancement and Retention of Multicultural Women Workshop Deb Munster, Executive Director Carol Watson, Sr. Director, Global Advisory Services Our agenda Session to cover: Highlights from Best Companies
More informationTransla)ng Corporate Success for the Nonprofit Sector: Crea)ng a Balanced Scorecard for Integrated Fundraising Success
Transla)ng Corporate Success for the Nonprofit Sector: Crea)ng a Balanced Scorecard for Integrated Fundraising Success January 30, 2014 4:15-5:15pm Eastern Speakers: Mark Lukowski, CEO, Chris)an Children's
More informationFueling High-Performing ERGs with Execu9ve Sponsors
Fueling High-Performing ERGs with Execu9ve Sponsors Round 2 Track A: STRUCTURE & STRATEGY: Fuel High-Performing ERGs with Execu9ve Sponsors FACILITATOR: Jeffery Smith / Senior Consultant / Jennifer Brown
More informationOpen HR : Best of Breed Meeting Strategic Need. Danny McGuinness Vice President Consulting Services Chief Information Officer 3D Results LLC
Open HR : Best of Breed Meeting Strategic Need Danny McGuinness Vice President Consulting Services Chief Information Officer 3D Results LLC The Talent Management market remains extremely fragmented Source:
More informationRight from the Start: Roles and Responsibilities
3 Roles and Responsibilities 2 In this module, Trustees will explore: the dis(nct responsibili(es of the board and the director of educa(on the role of the board chair the complementary roles of the board
More informationEmployee Onboarding. The Link Between Hiring and Reten:on
Employee Onboarding The Link Between Hiring and Reten:on Onboarding The process by which new hires get adjusted to the social and performance aspects of their jobs quickly and smoothly, and learn the abtudes,
More informationFrom Collabora*on to Compe**ve Advantage: Leveraging a Managed Service Approach to Op4mize Promo4ons
From Collabora*on to Compe**ve Advantage: Leveraging a Managed Service Approach to Op4mize Promo4ons Don Patchell, Sr. Vice President, Business Analy%cs HGS Confiden%al and Proprietary 2013 Promo%on Op%miza%on
More informationIntroduction. Employer Brand. Employer Brand. Attracting Qualified Candidates & Retaining Star Staff: Marketing Your Association 4/28/16
Introduction Attracting Qualified Candidates & Retaining Star Staff: Marketing Your Association Michael Cummings Principal, Tate / Cummings Chair-Elect, ASAE Communications Council Email: mcummings@tatecummings.com
More informationKPIs and Assessment: Developing Measures to Achieve Goals and Support Accountability
KPIs and Assessment: Developing Measures to Achieve Goals and Support Accountability Canadian Career Development Summit Kempenfelt Conference Centre April 12, 2017 Jan Basso Experiential Learning & Career
More informationSukhvinder Singh Senior Inclusion and Diversity Advisor
Report Title: Workforce Diversity Author Sukhvinder Singh Senior Inclusion and Diversity Advisor 1 Issue 1.1 One of the key areas of work for Historic England arising from the Culture White Paper is to
More informationAdvancing Women in Coaching through Mentorship
Advancing Women in Coaching through Mentorship Gretchen Kerr Vice- Dean, Faculty of Kinesiology and Physical Educa;on, University of Toronto The Landscape of Women in Leadership The Role of Mentorship
More informationMarke&ng Strategies for Academic Audiology Clinics. Increasing pa&ent volume and revenue while maintaining nonprofit ideals and improving training.
Marke&ng Strategies for Academic Audiology Clinics Increasing pa&ent volume and revenue while maintaining nonprofit ideals and improving training. Consult with Fuel Medical Group as their University Audiology
More informationTHE POWER OF US. Our diversity and inclusion commitment REUTERS/LEONHARD FOEGER
THE POWER OF US Our diversity and inclusion commitment REUTERS/LEONHARD FOEGER ...where all employees are valued and have the opportunity to reach their full potential. We foster an inclusive workplace
More informationKEYS TO DEVELOP! BRAND AMBASSADORS! FOR YOUR! ORGANIZATION!
KEYS TO DEVELOP! BRAND AMBASSADORS! FOR YOUR! ORGANIZATION! Making Employees Brand Ambassadors We believe there are two ways primary methods to make employees brand ambassadors; the Program approach and
More informationRecording of this session via any media type is strictly prohibited.
Communica9ng with managers, supervisors and employees: What they need to know Recording of this session via any media type is strictly prohibited. Page 2 Align with company s macro goals What areas are
More informationCORPORATE PROFILE. IRIS Corporate Solu.ons, also known as IRIS-Corp, is one of India's New Age Business HR services & solu.ons providers.
CORPORATE PROFILE CORPORATE PROFILE IRIS Corporate Solu.ons, also known as IRIS-Corp, is one of India's New Age Business HR services & solu.ons providers. With Corporate headquarters in Gurgaon (NCR) &
More informationBRIDGEWAY CAPITAL President and CEO
BRIDGEWAY CAPITAL President and CEO www.koyapartners.com ABOUT BRIDGEWAY CAPITAL (Bridgeway) is a nonprofit, community development financial institution (CDFI) with $100 million in consolidated assets.
More informationBuilding Inclusive Workplaces: Accountability and Metrics Principles
Building Inclusive Workplaces: Accountability and Metrics Principles Accountability is a critical change mechanism A series of academic studies have found that accountability is a critical element necessary
More informationService Disabled Veteran Owned Small Business CMMI. Level 2
Service Disabled Veteran Owned Small Business CMMI Level 2 Our Mission Our mission is to provide innovative products and services through winning partnerships, integrating progressive technology and relentlessly
More informationIden'ty and Access Management Governance
Iden'ty and Access Management Governance Real world prac'ces that work in Higher Educa'on Roopa Chowbey Manager, Iden'ty management 1 Agenda Background Iden'ty and Access Management (IAM) program at George
More informationSuccession Planning at BMO Financial Group
Succession Planning at BMO Financial Group Lynn Roger SVP, Talent Strategies and Executive Resourcing BMO Financial Group Best Practices Forum November 16 th, 2010 Our Journey The change agenda at BMO
More informationTalent Management in Growth Markets: China
Talent Management in Growth Markets: China Stacia Sherman Garr, Vice President, Talent Management and HR Research Candace Atamanik, Research Manager Talent Management Research Bersin by Deloitte Deloitte
More informationThe School Leadership Pipeline: Ensuring Robust Leadership Development at Independent Schools
The School Leadership Pipeline: Ensuring Robust Leadership Development at Independent Schools Amada Torres, VP, of Studies, Insights and Research, NAIS Liz Duffy, President, ISS The Leadership Pipeline
More informationTalent Management in Growth Markets: India
Talent Management in Growth Markets: India Stacia Sherman Garr, Vice President, Talent Management and HR Research Candace Atamanik, Research Manager Talent Management Research Bersin by Deloitte Deloitte
More informationUsing Employee Resource Groups to Increase Diversity
Using Employee Resource Groups to Increase Diversity What is an Employee Resource Group (ERG)? Employee Resource Groups (ERGs) can go by other names, such as affinity groups or networking groups. These
More informationDiversity Policy. Version Control. Revision 1.0. DMS Number Scope of Application
Version Control Revision 1.0 DMS Number 25637 Scope of Application Document owner Approver All Workers of Pacific Brands Limited and all subsidiary companies globally Group General Manager HR Board Published
More informationTIM158 Business Informa3on Strategy
TIM158 Business Informa3on Strategy Instructor: Safwan Shah Teaching Assistant: Paul Vroomen To maintain consistency. Lectures throughout TIM158 adapted or borrowed from Kevin Ross. Addi3onal material
More informationInterna'onal Decisions Assessing Foreign Ac,vi,es & Rela,onships
Interna'onal Decisions Assessing Foreign Ac,vi,es & Rela,onships Agenda 1 Going Interna,onal 2 Choosing Where to Go 3 Go it Alone or Partner? 4 Understanding Rela,onships 5 Conclusions Who We Are The Vann
More informationBuild a Sensational Talent Acquisition Operations Team!
Build a Sensational Talent Acquisition Operations Team! ERE April 2015 Judy Wright Director of Talent Acquisition Solutions and Brand 5/14/15 1 Providence Health and Services Third largest not-for-profit
More informationAwarding Your Channel Resellers to Drive More Revenue
Awarding Your Channel Resellers to Drive More Revenue Whitepaper Brief: Learn how to package the right incen0ves, margin, profitability guidelines, and ROI plans to mo0vate your channel resellers Key Take-
More informationGame- Changing Talent Strategy: From Inspira8on to Implementa8on
Game- Changing Talent Strategy: From Inspira8on to Implementa8on Presented by Dr. Douglas Ready MIT Sloan Senior Lecturer at MIT Sloan Moderated by Dr. Peter Hirst Execu3ve Director, MIT Sloan Execu3ve
More informationCREDENTIALS MAGI RESEARCH AND CONSULTANTS PRIVATE LIMITED
CREDENTIALS MAGI RESEARCH AND CONSULTANTS PRIVATE LIMITED MAGI DISCLAIMERS All trademarks or logos used throughout this presenta>on are for representa>onal purpose only and belong to their respec>ve owners.
More informationSAS UK Gender Pay Gap Report 2017
SAS UK Gender Pay Gap Report 2017 What is the Gender Pay Gap measurement? The Gender Pay Gap is a measure of the difference between the AVERAGE earnings of ALL males and females across ALL functions and
More informationThe Impact of a Recovering Economy on Talent Acquisition & Retention. Robin Erickson, Ph.D. Vice President Talent Acquisition Research April 1, 2014
The Impact of a Recovering Economy on Talent Acquisition & Retention Robin Erickson, Ph.D. Vice President Talent Acquisition Research April 1, 2014 Agenda Retention & Talent Acquisition Trends (11:00 11:15)
More informationGender Pay Gap Report
Deutsche Bank Gender Pay Gap Report March 2018 Background Under UK legislation that came into force in April 2017, all companies with 250 or more employees in the UK are required to report their gender
More informationGender Pay Gap Report 2017
Gender Pay Gap Report 2017 Barclays commitment to building a diverse and inclusive culture It has been my experience, not just as a business leader but also in my life beyond work, that equality and diversity
More informationREQUEST FOR PROPOSAL Strategic Planning Consultant
REQUEST FOR PROPOSAL Strategic Planning Consultant Proposals will be received un2l FRIDAY, October 13, 2017 @ 5:00 pm EDT This RFP is also available at our website: www.archivists.ca 2018-2023 Strategic
More informationLeveraging Gender Balance for Success. BIAC Workshop on Gender Equality and Skills October 24, 2016
Leveraging Gender Balance for Success BIAC Workshop on Gender Equality and Skills October 24, 2016 A MESSAGE FROM OUR CHAIRMAN & CEO The real drivers of the global economy in the 21 st century will not
More informationThe Legal Ops Investor. Workshop with small group ac9vi9es/exercises
The Legal Ops Investor Workshop with small group ac9vi9es/exercises Session Objec9ves Iden9fy and discuss legal ops planning strategies in the context of budget Provide prac9cal insights for achieving
More informationOrganizational Effectiveness: HR s Strategic Opportunity Presented by Victoria McCoy, MBA, GPHR Vice President, Human Resources DOMA Technologies
Organizational Effectiveness: HR s Strategic Opportunity Presented by Victoria McCoy, MBA, GPHR Vice President, Human Resources DOMA Technologies Making Business Simple. Today s Purpose Iden%fy how HR
More informationGender Equity: Why It Matters
Gender Equity: Why It Matters Industry Best Practices for Recruiting, Retaining, and Advancing Our Women Mimi Raygorodetsky Vice President Langan June 27, 2018 OUTLINE Data & Statistics Benefits of Gender
More informationPromo%ng women in leadership posi%ons. the why and the how CONFERENCE THE ORIGINALITY OF WOMEN JUNE 2015 MIRELLA VISSER
Promo%ng women in leadership posi%ons the why and the how CONFERENCE THE ORIGINALITY OF WOMEN 2015 9 JUNE 2015 MIRELLA VISSER 1 My experience, networks & books My educa*on My management posi*ons My boards
More informationEnergizing States: A Strategic Vision for U.S. India Cooperation September 20, 2017
Energizing States: A Strategic Vision for U.S. India Cooperation September 20, 2017 Dr. Kar.keya Singh Deputy Director and Fellow Wadhwani Chair in U.S.- India Policy Studies CSIS ksingh@csis.org 202-775-
More informationPresident. Duties & Responsibilities. Skill Requirements Leadership, coaching, mentoring, and motivation
IABC Chapter Leader Job Description Template IABC has developed these suggested board roles for chapters to adopt. Chapters may use these descriptions as a template and can customize each role to meet
More informationA Management Systems Approach to Ergonomics Programs. Elise Condie, M.S., CPE Senior Consultant
A Management Systems Approach to Ergonomics Programs Elise Condie, M.S., CPE Senior Consultant What is OHSAS 18001? An interna)onal standard for occupa)onal health and safety management systems (OHSMS)
More informationCentre for Research and Technology Hellas Hellenic Institute of Transport Jose-Maria Salanova
Interna'onal Brokerage Event Brussels, 26-27/10/2017 Centre for Research and Technology Hellas Hellenic Institute of Transport Jose-Maria Salanova jose@certh.gr Centre for Research and Technology-Hellas
More informationCorporate Social Responsibility & Sustainable Development
Corporate Social Responsibility & Sustainable Development July 18, 2013 Beahrs Environmental Leadership Program Corporate Social Responsibility A Few Defini4ons The idea of social responsibili4es (CSR)
More informationDisability Employee Resource Groups (DERGs)
Disability Employee Resource Groups (DERGs) Table of Contents Table of Contents What is an ERG/Disability ERGs in the US Benefits of ERGs for Members How ERGs Help Business Starting ERGs Role of an Executive
More informationPartnering for Success: Leveraging Your Executive Advisor
Empowered Asian Employees: Global Business Growth Through Leadership Development Partnering for Success: Leveraging Your Executive Advisor Presenters: Jennifer Brown, Jennifer Brown Consulting Wesley Hom,
More informationHuman Resources Director. Search conducted by: waldronhr.com
Human Resources Director Search conducted by: waldronhr.com The Organization Since 1980, Bellwether Housing (Bellwether) has met the housing needs of people with low incomes in the Seattle area, including
More informationGender Pay Gap Report 2017
Gender Pay Gap Report 2017 The world leader in serving science 1 Foreword This Report contains Thermo Fisher Scientific s statutory disclosure of the gender pay gap for our businesses within the UK. All
More informationGender Pay Gap Report 2017
Gender Pay Gap Report 2017 The world leader in serving science 1 Foreword This Report contains Thermo Fisher Scientific s statutory disclosure of the gender pay gap for our businesses within the UK. All
More informationUK Gender Pay Gap Report 2018
UK Gender Pay Gap Report 2018 Our Commitment At Marriott International we pride ourselves on our people-first culture, which has consistently been an enabler of our business success, and has earned us
More informationContinuous Improvement of the SuccessFactors Implementation. Christy Daugherty Charles Machine Works Sharon Cook hypercision Inc
Continuous Improvement of the SuccessFactors Implementation Christy Daugherty Charles Machine Works Sharon Cook hypercision Inc In This Session This session shares real- life challenges within Charles
More informationWSIS Follow-Up. Mario Cas)llo Coordinator of the project
United Nations Commission on Science and Technology for Development (CSTD) January 9, 2013 Lima, Peru WSIS Follow-Up Mario Cas)llo Coordinator of the ECLAC @LIS2 project UN Economic Commission for La)n
More informationPresentation. The Community Forest Agreement. Community Forest Program Status. The Community Forest Agreement. The Community Forest Agreement
Presentation Lessons from Communi6es A Li.le History 1945 Royal Commission recommends management of local forests by municipali6es 1946 First BC Community Forest in Mission 1998 Jobs and Timber Accord
More informationCurrent Mentees Current Protégés Past Mentees Please indicate timeframe: SAMPLE
CELEBRATING CHAMPIONS OF WOMEN IN BUSINESS 2015 NOMINATION RESPONSES This document provides sample responses for the 2015 Catalyst Canada Honours Nomination Form as a guide to the type of information that
More informationLeading the Conversation: Cultural Diversity in the Workplace
Leading the Conversation: Cultural Diversity in the Workplace Beth Clarke Director, Employer Programs Toronto Region Immigrant Employment Council (TRIEC) Beth Clarke Director, Employer Programs Toronto
More informationToonify Educate, Engage & Empower your Employees. A Last- Bench! Solu2on
Toonify Educate, Engage & Empower your Employees A Last- Bench! Solu2on Vision To disrupt the style of learning & communication using the combined power of Humor & Technology - Founders of Last- Bench!
More informationTALENT MANAGEMENT IS BETTER TOGE+HER
TALENT MANAGEMENT IS BETTER TOGE+HER + + + WHERE WILL AN INTEGRATED TALENT MANAGEMENT STRATEGY TAKE YOUR DISTRICT? Cornerstone helps you realize the possibilities. Take a look... The right talent, the
More informationGovernment-Wide Diversity and Inclusion Strategic Plan 2011
Government-Wide Diversity and Inclusion Strategic Plan 2011 Our Nation derives strength from the diversity of its population and from its commitment to equal opportunity for all. We are at our best when
More informationSuccessful Changes with Integrated Change and Project Management
Successful Changes with Integrated Change and Project Management Markus F. Wanner, Managing Partner, Representative of Management, Tiba Management Consulting, Munich/ Germany 1 A way to success?? 2 Agenda
More informationDiversity and Inclusion at the Urban Institute. A Roadmap for Action and Accountability
Diversity and Inclusion at the Urban Institute A Roadmap for Action and Accountability Originally Adopted October 2016 Updated January 2018 VISION To advance our mission, the Urban Institute seeks to attract
More informationStrategic Plan
2015 2018 Strategic Plan Strategic Context UWCNVI Goal: Create opportuni1es for a better life for everyone in our communi1es Mission: We improve lives and build community v v v v v Donor compe11on Rapid
More informationBelden s Talent Management Approach BUILDING A METRIC-DRIVEN APPROACH TO MASTERING THE SUCCESSION PIPELINE
Belden s Talent Management Approach BUILDING A METRIC-DRIVEN APPROACH TO MASTERING THE SUCCESSION PIPELINE 1 COMPANY SNAPSHOT Belden s Talent Management Approach As a fast-paced, results-oriented company
More informationINCLUSION YVETTE KANOUFF THE ROI OF D&I IS SYSTEMIC UNCONSCIOUS BIAS HOLDING YOUR COMPANY BACK? OVERCOMING BARRIERS TO MUSLIM AMERICAN INCLUSION
OVERCOMING BARRIERS TO MUSLIM AMERICAN INCLUSION THE ROI OF D&I IS SYSTEMIC UNCONSCIOUS BIAS HOLDING YOUR COMPANY BACK? INCLUSION WINTER 2018 + ISSUE 3 Creating Globally Inclusive & Culturally Competent
More informationCreating a Talent Development Culture in Government
Creating a Talent Development Culture in Government October 11, 2018 Dr. Trish Holliday, SPHR, IPMA-HR Assistant Commissioner and State Chief Learning Officer Opening Activity Biggest Challenges in Retaining
More informationActive Offer of French Language Services
Active Offer of French Language Services Complementary Presentation to the: Active Offer Strategic Planning and Implementation Guide: A Guide for Health Service Providers March 20, 2017 Funded by : Purpose
More informationPersonal Branding Workshop Workbook
Personal Branding Workshop Workbook Becky Livingston President & CEO Penheel Marke;ng 2013 Personal Branding What is it? People reinvent themselves all the ;me to take on a new challenge, shii into more
More informationAmerica s Heroes: Hiring and
ADVANCING WORKFORCE EARN DISVERSITY EmployerAsistanceandResource NetworkonDisabilityInclusion Tapping the Talents of America s Heroes: Hiring and Retaining Disabled Veterans December 14, 2017 Tapping the
More informationScenario Planning Session
Facilitated by: Paul D. Meyer President and Co- CEO Tecker Interna/onal, LLC pmeyer@tecker.com 703.449.9019 www.tecker.com Increasing the Effectiveness of Your Scholarly Communications Program Scenario
More informationDiversity & Inclusion Strategic Plan NextConnect Marketing Summit Atlanta, GA April 24-25, 2017
& Inclusion Strategic Plan 2017 NextConnect Marketing Summit Atlanta, GA April 24-25, 2017 OFFICE OF DIVERSITY nfff 2 OFFICE OF DIVERSITY "As the nation becomes more diverse, so too must Scouting if we
More informationABA Forum on Franchising
ABA Forum on Franchising Successful Interna.onal Franchising: The Business Considera.ons William Gabbard Senior Director, EGS LLC Strategic Benefits Of Interna.onal Franchise Development Makes you less
More informationSCS Noonan Scholars. Chief Operating Officer/West Coast Executive Director. Position Profile
SCS Noonan Scholars Chief Operating Officer/West Coast Executive Director SCS NOONAN SCHOLARS OVERVIEW Position Profile South Central Scholars (SCS) was established in 2001 by philanthropists James and
More informationPeople Plan. November 15, 2016
People Plan November 15, 2016 The People Plan is a goal as identified in the Toronto Pan Am Sports Centre Inc. 2016-2018 Strategic Plan. The purpose of the People Plan is to create a continuously improving
More informationA Toolkit for Establishing and Maintaining Successful Employee Resource Groups
ADVANCING WORKFORCE DIVERSITY Employer Assistance and Resource AskEARN.org Network on Disability Inclusion A Toolkit for Establishing and Maintaining Successful Employee Resource Groups The Employer Assistance
More informationUK Gender Pay Gap Report 2018
UK Gender Pay Gap Report 2018 At Moody s, we are committed to an inclusive and diverse workplace that draws on the experiences, backgrounds and opinions of all our people. We support a work environment
More informationBreaking the Glass Ceiling: Reaching for the Stars
Breaking the Glass Ceiling: Reaching for the Stars Kelly Mahon Tullier EVP & General Counsel Diversity Best Practices Visa 3.2B Visa Cards (as of March 31, 2017) Millions of Merchant Locations 200 Countries
More informationState Diversity Council Roles and Responsibilities
DIVERSITY COUNCIL N AT I O N A L...a diverse community, a better nation. State Diversity Council Roles and Responsibilities 1 Officers 2 Officers President Reports to the Executive Director of the Diversity
More informationBoards and Fundraising. October 13,
Boards and Fundraising October 13, 2016 1 Agenda I. Mo,va,ng board involvement in fundraising II. The role of the Board in fundraising III. The Work IV. Fundraising dynamics October 13, 2016 2 I. Mo,va,on
More informationDeborah A. Heater. Performance Results Include:
Proficiencies: HR Management Executive Coaching Talent Hiring and Retention Career Coaching Cohesive Teaming Cultures Conflict Resolution Diversity and Inclusion Compliance Strategic Planning Organizational
More informationNew Alignments: Smart Learning Exchanges & Talent Ci9es NLV. 11/27/13
New Alignments: Smart Learning Exchanges & Talent Ci9es NLV 11/27/13 www.newlearningventures.com 1 INTRODUCTION 11/27/13 www.newlearningventures.com 2 Thank you to Laureate, the OECD, and you. New Learning
More informationDiversity and Inclusion at the Urban Institute. A Roadmap for Action and Accountability
Diversity and Inclusion at the Urban Institute A Roadmap for Action and Accountability October 2016 VISION To advance our mission, the Urban Institute seeks to attract and support diversity of backgrounds,
More informationBest Practices in Fostering LGBT Diversity in the Workplace. Cultural and Procedural Recommendations for LGBT Workforce Management
Best Practices in Fostering LGBT Diversity in the Workplace Cultural and Procedural Recommendations for LGBT Workforce Management Best Practices in Fostering LGBT Diversity in the Workplace Cultural and
More informationDirector Major Gifts MISSION: WE WORK FROM THE HEART TO UNITE CARING PEOPLE TO TACKLE OUR COMMUNITY S TOUGHEST
MISSION: WE WORK FROM THE HEART TO UNITE CARING PEOPLE TO TACKLE OUR COMMUNITY S TOUGHEST CHALLENGES. VISION: A COMPASSIONATE, VITAL COMMUNITY WHERE PEOPLE HAVE THE EDUCATION, RESOURCES AND OPPORTUNITIES
More informationMS CAREER OPPORTUNITIES AND JOB SEARCH
MS CAREER OPPORTUNITIES AND JOB SEARCH Jeanine Cook, Sandia National Laboratories Jaime Moreno, IBM Research 2018 CRA URMD Grad Cohort Workshop Agenda Introductions Possible career paths with an MS degree
More informationS o u t h A u s t r a l i a D i v i s i o n STRATE TRA GIC DIRECTION
S o u t h A u stra l i a D i v i s i o n STRATEGIC DIRECTION 2 0 1 7-2 0 1 9 - - INTRODUCTION For The Salvaon Army in Australia these are both excing and opportunisc days. There is strength in unity and
More information2017 UK Gender Pay Gap Report
2017 UK Gender Pay Gap Report Welcome Avon is committed to pursuing a global culture that respects and fully values the strengths and differences of all our employees. Our goal is to offer a work environment
More informationCampus Recrui2ng. Know your Talent Differen2ator Background
Background 15+ years experience in organiza2onal design and development, building and developing high performance teams, developing leading prac2ces in a=rac2on and reten2on of talent and management of
More informationCOURSE CONTENT. AAAED Professional Development and Training Institute in Partnership with HirePotential, Sheridan Walker
AAAED Professional Development and Training Institute in Partnership with HirePotential, Sheridan Walker HRCI APPROVED 9 CREDIT HOURS (GENERAL) July 31, 2018 through October 30, 2018 12 WEEK LIVE GROUP
More informationEmbracing Diversity and Inclusion
Embracing Diversity and Inclusion January 20, 2017 Diversity Diversity has a Posi.ve Impact Foster innova@on & crea@vity with diverse ideas & approaches Strengthen customer orienta@on Ability to aeract
More informationRolls-Royce A joined up D&I strategy
Rolls-Royce A joined up D&I strategy Company information Rolls-Royce designs, develops, manufactures and services integrated power systems for use in the air, on land and at sea. It is one of the world
More informationState Diversity Council Roles and Responsibilities
DIVERSITY COUNCIL N AT I O N A L...a diverse community, a better nation. State Diversity Council Roles and Responsibilities 1 Officers 2 Officers President Reports to the Executive Director of the Diversity
More informationInnovation Model and Voice of the Customer
Innovation Model and Voice of the Customer Group 7 Konstantin Butskiy, Brittany Dyshaw, Siddhartha Saladi, Alana Novosad, Sam Hinton, Param Kler Agenda Request for Action Innovation Model Current & Future
More informationEMPLOYEE RETENTION & TALENT MANAGEMENT
EMPLOYEE RETENTION & TALENT MANAGEMENT "Creating Best Places to Work" Employee Retention & Talent Management Solutions The Chart Your Course International Employee Retention Training solutions are designed
More informationAccess to Experts Rebecca L. Ray, Ph.D. Ask TCB Human Capital Watch Human Capital Exchange The Engagement Institute
Access to Experts Rebecca L. Ray, Ph.D. Executive Vice President, Knowledge Organization and Director, The Engagement Institute The Conference Board rebecca.ray@conferenceboard.org Rebecca Ray is executive
More information