Need more options? Click Here for Advanced Search!

2021 D&I Virtual Master Class: Best Practices to Kick Off Your DEI Initiatives - On-Demand

2021 D&I Virtual Master Class: Best Practices to Kick Off Your DEI Initiatives - On-Demand

Product Code: VTC11032021

Availability: In stock

Internet Special:
$299.00
Add Items to Cart

2021 D&I Virtual Master Class: Best Practices to Kick Off Your DEI Initiatives - On-Demand

Now Available On-Demand.

Program Length: 3.5 hours

The social justice protests throughout 2020 resulted in an unprecedented focus upon diversity, equity, and inclusion (DEI) in the workplace that requires HR leaders to ensure that they are following best practices to address DEI challenges

While many organizations focus their DEI efforts on recruitment and hiring, the retention of diverse employees is equally important. After all, diverse outreach and recruitment strategies are not effective if diverse talent exits the organization quickly in search of a workplace where they are engaged, valued, and feel they are an integral part of the workforce.

HR leaders can help employers fulfill their commitment to DEI and drive meaningful change by restructuring their recruiting strategies to create more opportunities for diverse candidates and by establishing internal programs that foster more inclusive work environments.

This intensive on-demand virtual Master Class will teach you the strategies and best practices you'll need to get your DEI initiatives off the ground or build upon the programs your organization already has in place. Experts Yolanda Hunter and H. Juanita Beecher will focus on the first component to creating a diverse workforce: recruitment. You'll also learn top strategies for engaging workers past the onboarding stage and how to ensure that all workers have the opportunity to succeed at your organization.

Learning Objectives:

  • Understand the ways in whch an inclusive workplace will benefit everyone and the organization
  • Recognize the difference between “conscious” and “unconscious bias”
  • Discover methods for conducting an HR self-audit to uncover hidden biases
  • Learn how to increase awareness of unconscious bias in recruiting, hiring, performance evaluations, informal development, and promotions
  • Identify how to create a culture of belonging and inclusion by taking small actions that result in meaningful change

*Registrants will have access for 60-days from purchase.

2021 D&I Virtual Master Class: Best Practices to Kick Off Your DEI Initiatives - On-Demand

Agenda

1 hour
Speaker Introductions & Session 1—Understanding Unconscious Bias and How It Can Impact Processes and Policies

What is hidden bias? It is subtle but can reveal itself in different ways, such as:

  • An interviewer asks different questions of different candidates, depending on their race, age, and gender.
  • An executive invites a male worker to attend a sporting event while ignoring a female worker who’s sitting right there.
  • A manager assumes that a young dad won’t be interested in a promotion because he’s too busy with his kids.


These may all seem like little things, but they can add up to create a pervasive (and possibly illegal) culture of bias.

Even with antidiscrimination and antiharassment policies in place, hidden bias can creep in and damage workplace culture, productivity, and even retention. Also known as implicit or unconscious bias, this type of bias manifests in stereotypes and attitudes that can guide the decision-making process in a subliminal way. And, unfortunately, all of us are prone to have some level of unconscious bias.

Thus, the challenge for HR is to figure out how to identify and rid unconscious bias as best you can, so your organization can create and foster a culture of inclusiveness, respect, and acceptance. Doing so can have a positive impact on hiring, retention, and engagement. But how do you do eliminate unconscious bias and foster a culture of inclusiveness?

After attending this session, attendees will be able to:

  • Identify and address unconscious bias in individuals and in their organizational culture, with an emphasis on business systems and processes.
  • Outline the ways in which an inclusive atmosphere will benefit the organization.
  • Increase awareness of unconscious bias in the recruiting, hiring, and retention process, and learn solutions.
  • Conduct an HR self-audit to uncover hidden biases within the department.
  • Solve problems stemming from individual, organizational, and systemic biases that affect diversity, inclusion, and employees’ sense of belonging.


1 hour
Session 2— Great DEI Starts with Recruitment: Eliminate Barriers in Processes and Policies

A diverse and inclusive company culture has been proven to positively impact organizations’ bottom lines, and DEI is something jobseekers expect from their next employer. According to a Monster.com poll in 2020, the majority of jobseekers (62%) would turn down a job offer if they felt the company did not value an inclusive and diverse workplace culture.

Additionally, Monster found it is very important to the majority of employees (70%) that companies be transparent about the diversity of their workers. When asked what the most important step was for a company to take to demonstrate its commitment to diversity hiring, over a third (36%) cited transparency on the diversity of its employees, and a fourth (25%) noted having an HR team dedicated to DEI hiring.

With stats like these, it goes to show that DEI has never been more important than it is today. In order for employers to be successful in their DEI efforts, they must focus on eliminating barriers in their recruitment process and be more transparent in their HR policies as well.

After attending this session, attendees will be able to:

  • Review processes and policies for discriminatory or off-putting language that could be perceived as barriers to opportunity and fair treatment.
  • Ensure that organizational processes, such as recruiting, are transparent and allow for internal opportunities.
  • Review job descriptions and eliminate language that could be perceived as creating barriers such as “young and energetic.”
  • Scrutinize the hiring processes to determine whether bias could be impacting decision-making.


1 hour
Session 3—Best Practices for Retaining Diverse Talent

Getting diverse talent through the door is half the battle! Once diverse talent is onboard, keeping them around for the long haul will become your next challenge.

Employee retention is a top priority for HR leaders. It’s often difficult enough to find the talent that businesses need in the first place, so it’s crucial that once new hires start in the business, they become productive and settled quickly.

The four main reasons why new hires fail to stay at your organization:

  1. The role wasn’t what he or she expected,
  2. He or she doesn’t feel like they fit within the culture of the organization,
  3. He or she doesn't get along with their colleagues or manager, or
  4. He or she doesn't see an opportunity to progress or develop within the organization.


All of these reasons should be fixable without a major overhaul of the recruitment process. And fortunately, our experts will show you how! After attending this session, attendees will be able to:

  • Conduct employee experience/engagement surveys to measure employee experience and assess specific engagement needs;
  • Hold one-on-one sessions with employees to better understand the challenges diverse employees face and to share how their contributions have a positive impact on the organization’s bottom line;
  • Train managers on effective communication and skills that foster engagement among teams;
  • Recognize the accomplishments of all employees and establish reward programs;
  • Communicate in a consistent and transparent manner; and
  • Solicit feedback and suggestions from diverse employees and encourage collaboration.


30 minutes
Session 4—Q&A with Presenters

Attendees take advantage of this opportunity to get clarification from the presenters before the course comes to a close.

2021 D&I Virtual Master Class: Best Practices to Kick Off Your DEI Initiatives - On-Demand

Faculty

H. Juanita (Nita) BeecherH. Juanita (Nita) Beecher is a nationally recognized expert on Office of Federal Contract Compliance Programs (OFCCP) and U.S. Equal Employment Opportunity Commission (EEOC) matters. She is Counsel to Fortney & Scott, LLC with a focus on OFCCP regulatory affairs. Beecher’s primary focus is labor and employment law with substantial experience with class investigations by the EEOC and OFCCP. She has more than 30 years of experience in labor and employment law particularly with class investigations by the OFCCP and the EEOC.

From 2000 to 2015, she led networks of senior diversity, EEO, and affirmative action corporate practitioners as well as senior in-house labor and employment lawyers.

In 2011, Beecher was selected by the National Research Council of the National Academies to participate in the Expert Study on Measuring and Collecting Pay Information from U.S. Employers by Gender, Race, and National Origin. Requested by the EEOC, the report by the panel was issued in 2012.

Beecher has been a regular speaker at the ILG National Conference since 2004 and she moderated the opening panel for the 2015 conference in New York City.


Yolanda HunterYolanda Hunter is a Human Resources Director with over 20 years of human resources experience working in large to mid-size corporate law firms, non-profits and boutique federal contracting firm. Yolanda brings a wealth of experience across a diverse range of industries. With extensive experience in talent management, recruiting, training, employee development, and employee engagement, she also has an in-depth understanding of employee relations, benefits, and compliance issues. Her portfolio includes providing HR services for a diverse clientele to include: law firms, not-for-profit organizations, government contracting firms, and hospitality management organizations.

Working directly with and part of organizational Senior Leadership teams, Yolanda has provided guidance on strategically integrating effective HR processes, programs, and practices into daily operations. She has proven success in creating cultures of collaboration and implementing change to achieve workforce excellence. She has designed and implemented recruiting/hiring/onboarding processes; aligned and designed benefit programs with cost savings while maintaining the integrity of quality benefits; executed effective recognition and retention programs to help organizations become the employer of choice; developed HR policies and procedures; and managed compliance issues and defending legal action.

2021 D&I Virtual Master Class: Best Practices to Kick Off Your DEI Initiatives - On-Demand

Credit Information

HR Certification Institute HRCI

SHRM Preferred Provider

The use of this official seal confirms that this Activity has met HR Certification Institute’s® (HRCI®) criteria for recertification credit pre-approval.

HR CREDIT INFORMATION: This program has been approved for ­­­­­3.5 (HR (General)) recertification credit hour toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through the HR Certification Institute.For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.


BLR®—Business & Learning Resources is recognized by SHRM to offer SHRM-CP or SHRM-SCP professional development credits (PDCs). This program is valid for (3.5) PDCs. For more information about certification or recertification, please visit shrmcertification.org.
The on-demand credits expire 12/31/21.