Day Three: Friday, March 27, 2020

7:30 am - 8:00 am Breakfast

8:00 am - 8:05 am Chairperson’s Opening Remarks

8:05 am - 8:45 am Building Diverse Workforces at Every Organizational Level

Studies and data are proving that companies that have gender, ethnic, and cultural diversity are more likely to experience above-average profitability and almost 70% of candidates consider a company’s diversity when evaluating job offers. A clear link exists between the diversity of a company and candidates growing desire to work with businesses that embrace such diversity. Join talent executives in an in-depth conversation, followed by an interactive Q&A, as they examine what it takes to incorporate D&I initiatives in hiring:

  • How to make diversity and inclusion hiring practices a basic tenet— integrating it into the company culture
  • Removing unconscious bias from sabotaging the recruiting and interviewing process
  • Developing partnerships that create a diverse candidate pool, including HBCUs, LGBTQ organizations and Women’s Advocacy groups.

8:50 am - 9:50 am 50 Ways to Fight Bias - A LeanIn.Org Workshop

Gender bias is holding women back in the workplace. Whether deliberate or unconscious, bias makes it harder for women to get hired and promoted and negatively impacts their day-to-day work experiences. This hurts women and makes it difficult for companies to level the playing field.
This workshop is a hands-on activity that will highlight specific examples of gender bias in the workplace and offers research backed recommendations for what to do. Key evidence-based research findings include:
  • Diverse teams are often more innovative and productive
  •  Companies with more women in leadership roles perform better, and employees on diverse and inclusive teams put in more effort, stay longer, and demonstrate more commitment
  • Organizations with diverse leadership realize higher profit

9:50 am - 10:20 am Finding a Needle in the Haystack - Successful Executive Recruiting (PH)

Even with significant time and money spent on executive searches, failure rates for senior executives are rising. Meanwhile, a company’s success is often directly tied to the quality of its leadership. Finding the right person to fill an executive role requires time, clear communication, and a strategic approach, particularly if you’re trying to attract top talent away from their current position. In this session two talent leaders will discuss the complex nature of recruiting for executive positions, including:
  • Defining and assessing the leadership qualities your organization needs
  • Building an executive pipeline within your enterprise
  • Utilizing your employee networks to expand your candidate pool

10:25 am - 10:55 am Business Meetings

11:25 am - 11:55 am Business Meetings/Networking Break

12:00 pm - 12:30 pm Increasing Communication and Reducing the Time to Hire

Candidate attraction and the speed of moving candidates through the process has become a top priority. Sodexo has been leveraging technology and a strong communication plan, both with candidates in real time and hiring manager, and a committed internal timeline, to increase hiring engagement. Coupled with the analytics of the metrics of job boards, to determine which partners provide the best ROI, they have built a plan that meets the current and future workforce needs. In this session, Lisa Inserra from Sodexo will discuss how they are transforming their organization with talent acquisition, including:
  • Aligning talent acquisition with business lines and creating regional teams that are more immersed in the day-to-day business
  • Regular collaboration with VP teams to create business plans for the applicable segments
  • Determining which metrics matter, and building a dashboard of KPIs to communicate them to stakeholders 

12:30 pm - 12:35 pm Chairperson’s Closing Remarks