Diversity, equity, and inclusion: Trends for 2022 [WATCH]
Anna Zaroda-Dąbrowska, Jess McNicholas, Sandra Subel
What D&I-related challenges will companies face in 2022? Is D&I changing now? How to follow trends and challenges at the same time not forgetting about the D&I fundamentals? To what extent do D&I challenges change depending on the stage of organisation maturity, depending on the industry / sector? How can business prepare to these challenges?
How to use & promote inclusive language at your organization [WATCH]
Margaret Amaka Ohia-Nowak
What is inclusive language and why is it important? How inclusive language is more than avoiding offensive words? What are the benefits of inclusive language? How can you cultivate inclusive language daily from today? What are ways in which inclusive language practices can be implemented in the organization?
The little tips & tricks that make the diversity recruiting exciting and easier. What challenges do recruiters have to face who want to attract diverse candidates? What tools do recruiters have in hand who attempt to recruit a diverse team? What are the "roots" you need to have in a company to ensure a successful diversity recruiting?Let yourself be surprised
Diversity and inclusion: Competencies in the “must have” category [WATCH]
What competencies do we expect from managers who are to be co-responsible for D&I? To what extent are these expectations different at various levels of management? Should these competencies be verified (and how) already at the stage of choosing candidates? How about managers who do not have these competencies well developed yet? What are the 'must have competencies' for each manager and how to support them?
D&I Dashboard: Using data for evidence-based actions in D&I [WATCH]
Monika Bentkowska, Joanna Gembal, Sandra Subel
Can D&I be measured? What data does the management need in order to efficiently manage D&I? What KPIs should be measured and how? Who is responsible for gathering data, measurement and interpretation? How should data that the company already possesses be used? To what extent is it possible to monitor D&I more deeply than at the company-wide level (e.g. in teams)? What would you recommend to companies which are just begining their adventure with evidence-based D&I?
D&I audits & strategy building: simple steps to implementing a smart D&I Strategy [WATCH]
Michalina Konkel, Katarzyna Ociepka-Miąsik
What are the best steps to start with? Who should be involved in such a process? Which elements are worth taking into consideration? Why top-down initiatives are risky? Why do bottom-up initiatives fail? What can be done to increase chances for success? What are the best practices of our clients? What does it mean: 'a smart D&I Strategy'? What is the benefit of external consultants supporting you in creating one?
Chief Inclusion Officers: Who are they and what role should they (really) play? [WATCH]
Vikki Leach, Katherine Conway
What do organisations expect from D&I Managers / Chief Inclusion Officers? What are their key responsibilities? To what extent is this function strategic and how is it supportive? What are the most common barriers and obstacles faced by D&I managers? What do they need and expect from the organisation? How do their activity priorities change depending on the maturity of the organisation? At which point do D&I Managers become brand ambassadors? What are the most common mistakes made by D&I Managers?
“Have I done enough?” Managerial overthinking and sense of guilt in the face of employee crises [WATCH]
Mental health awareness in organizations has increased during the pandemic. It is also associated with a greater sense of responsibility and motivation to help, although managers are also exposed to stresses similar to those of their team. If you are not prepared to help your employees in a crisis, you must act intuitively. So many managers have dilemmas and often a sense of guilt whether they did everything they could to support the employee. Have I not exceeded the limits of privacy? Did I say something that rise the suffer, could we have offered more? How to gently redirect to therapy? What if I make someone cry? Was there anything else that could have been done before we dismissed the employee?
What is culture add? Why culture add is much more meaningful than culture fit? How the organizational cultural maturity curve looks like? What are the powerful moments to build culture add? Is culture add only pinky and rosy?
Pay Fairness and statistics: a marriage made in heaven or hell? [WATCH]
Philippe J.S. De Brouwer
If a manager is unbiased, can there still creep unfairness in the salary? Does a paygap imply that the there is unfairness in pay? Can we use statistics to identify bias? Can we do this for all dimensions of diversity (such as gender, age, ethnicity, etc.)? Can we make those findings actionable? Can we use statistics to assess how much an individual should earn in a world free of bias? How can we mitigate bias and strive for a fairer world?
Sometimes we have only 1-2 hours for a training programme, an inspiration or attracting someone's attention: how can you use this time more efficiently to achieve a stronger end-result? How to strengthen the positive impact of our activities among managers, especially line managers? Which tools help strengthen the effects of D&I projects? How to avoid D&I fatique? How can you measure the success of your remote activities?
Why journey? Can't this be done once forever? What can trigger the first steps in such a journey? What can help leaders to become fully inclusive? Can you be open for diversity, create inclusive culture if you don't know/embrace all aspects of who you are? What's the hardest to be open for? What are the ways to become inclusive for yourself? What is it possible then? What does it enable for you, team and organization?
The prefix „neuro” will make a dizzying career in organizations in 2022. In the context of work, neurodiversity is an increasingly important aspect of diversity. What does acceptance of neurodiversity mean and what does utilization mean? How do we diagnose neurodiversity? How to safely and creatively use neurodiversity in the work environment? What are the risks to team integration, atmosphere and productivity if we ignore aspects of neurodiversity?