Government contractors and subcontractors know they’re required to prepare Affirmative Action Plans (AAPs) and certify their program with the OFCCP every year. But affirmative action plans are just one piece of the compliance puzzle. In this webinar, we take a deeper look into the essential components of a successful and complete Affirmative Action Program, allowing you to decrease your risk of non-compliance and transform your AAP into a strategic asset.

		Roy Zambonino Senior Solutions Consultant | Affirmity
		Roselle Rogers VP Diversity, Equity, and Inclusion | Circa

As we await the Supreme Court’s decisions on the Harvard and UNC cases involving the long-held practice of using race as a factor in student admissions policies, affirmative action hangs in the balance and poses questions as to what this might mean for employers. Join us in this informative session with thought leaders in the industry as we take on this burning issue and cover:

		Matt Nusbaum Employment Attorney and Director of BCG Institute | Biddle Consulting
		David Cohen President | DCI Consulting
		Marilynn Schuyler Counsel | Fischer Phillips
		Roselle Rogers VP Diversity, Equity, and Inclusion | Circa

“Quiet hiring” is the latest workplace trend, and it’s not a new concept. When done correctly, quiet hiring can be seen as a win-win for employers and employees alike. Employees are given the opportunity to advance or expand their skills (and careers!) by working on something new or different, while employers are able to fill skills gaps within the organization.

This requires organizations to think about how they are upskilling their employees. Are they creating upskilling opportunities that are inclusive and equitable?

		Rashima Mogha Best-Selling Author, Keynote Speaker, and Founder of eWOW (Empowered Women of the World)

What do you do when OFCCP comes knocking on your door? How do you prepare for a compliance audit? In this program, Roselle Rogers and Angel Fischer will walk through the different types of Compliance Audits and ways to ensure your organization is well prepared.

	Roselle Rogers VP of Diversity, Equity, & Inclusion | Circa
	Angel Fischer OFCCP Expert | Circa

Join Roselle Rogers, Vice President, Diversity, Equity, and Inclusion at Circa, as she focuses on how to embed DEI into our practices along four key pillars: talent acquisition, performance management, compensation practices, and learning and development. Roselle will dive into each of these to focus on the barriers and biases that may show up within each and practical actions we can take to make our policies, practices, and systems more equitable and inclusive.

		Roselle Rogers VP, Diversity, Equity, & Inclusion | Circa

Look around online and you’ll see people from multiple marginalized groups reluctant to return to the office, even on a hybrid schedule, because of how the work culture affects their mental health. For organizations looking to foster a workplace culture of belonging, this means they not only need to adopt a broad DEI lens but to recognize how their employees can fall under multiple marginalized groups – in short, they need to embrace intersectionality.

Damary Bonilla-Rodriguez, EdD

Most employers strive for a recruitment process that is free of discrimination, both for legal purposes and because it’s the right thing to do. But confirming your process provides equal employment opportunity isn’t always easy. There are obvious forms of discrimination in recruitment, such as requiring a specific gender when there is no bona fide business reason to do so. However, there are also hidden areas of discrimination in recruitment that employers, including federal contractors, need to look to eliminate or avoid in their hiring process. These are common, but subtle, in recruiting, and it’s important that you mitigate the risks they may cause to your company by identifying them and changing your recruitment processes.

Join Berkshire expert, Lynn Clements, as we explore these hidden areas of discrimination and discuss ways to identify and transform your approach to make sure you are providing equal employment opportunities to applicants seeking employment at your company.

Lynn Clements Director of Audit and HR Services | Berkshire Associates

Those who have firsthand experience with your work environment may be the best people to help bridge the gap between your organization and future DEIB initiatives. Like never before, we’re seeing companies turn to voluntary, employee-led groups to ensure these initiatives are met while supporting the goals of the organization and increasing employee retention.

Cassandra Binkley, SHRM-CP, PHR DEI Leader & Sr Maanger of Community, Engagement & Philanthropy | Bob Evans Farms, Inc

In the past few years, companies have had to take an honest look at who they are and the culture they want to create for marginalized employees. When it comes to Employer Brand, it’s not enough to throw a few ethnically diverse and disabled person stock images on your career site and call yourself a diverse company.

Join John Graham, Vice President of Global Employer Brand, Diversity & Culture at Shaker Recruitment Marketing as he reveals the two words that are critical to ensuring that your Employer Brand is truly diverse and inclusive. If you want to ensure that your marketing actually matches reality and better attracts, engages, and retains marginalized talent, then you won’t want to miss this session.

John Graham VP of Global Employer Brand, Diversity & Culture | Shaker

Every year, companies lose $450-$500 billion dollars due to disengaged workers. Worker disengagement manifests as increased absenteeism, decreased innovation, and lost productivity. Over the last three years, we’ve all seen firsthand how this has impacted our daily lives, from long lines at our favorite coffee shop, reduced hours at our favorite restaurants, and empty shelves at our neighborhood grocery stores.

Organizations looking to align themselves with the next generation of workers must improve their work culture and increase their DEIB efforts. Most importantly, they must E.N.G.A.G.E their employees. In this session, Lachandra Baker will offer HR strategies that engage the heads, hearts, and hands of your workforce, allowing you to increase your bottom line and amplify your business results.

		Lachandra B. (Carter) Baker, MBA, CTA, CDP Founder/Principal Consultant at LBB Edutainment, Keynote Speaker, and Author

Quite often, professionals with disabilities feel excluded in the workplace due to lack of accommodation resources, inaccessibility, and ableist internal practices. In fact, society’s attitudes toward people with disabilities not only cause trauma, but prevent people from disclosing their disabilities in workplace settings.

Andraea LaVant, President & Chief Inclusion Specialist | LaVant Consulting Carly Fahey, Disability Advocate and Business Development Officer | LaVant Consulting