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

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 Manager of Community, Engagement & Philanthropy | Bob Evans Farms, Inc

Federal contractors and subcontractors are obligated to take affirmative action to employ and advance qualified protected veterans and individuals with disabilities. Federal contractors and subcontractors are also required to evaluate their progress and assess their outreach efforts on an annual basis to ensure basis they are working toward achieving their goals as it was outlined in their Affirmative Action Plans (AAP).

Roselle Rogers Executive Director of DEI | Mitratech

Angel Fischer OFCCP Expert | Mitratech

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

Fostering a diverse and inclusive workforce that drives innovation, creativity, and performance is essential, yet measuring and promoting diversity and inclusion (D&I) in your performance management practices can be a challenge. Join CheeTung, from EngageRocket, as he explores how to utilize generative Artificial Intelligence (AI) to break bias and improve D&I in performance management.

Discussion Topics:

• Highlight the challenges of measuring and promoting D&I and how AI can overcome these challenges.
• Benefits and limitations of using AI in performance management.
• How AI can be used to identify and mitigate bias in performance management processes
• Best practices for using AI to drive D&I outcome

CheeTung Leong Co-Founder | EngageRocket

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