Diversity and Inclusion Strategy: A Necessary Workplace Survival Tactic
Deirdre Kamber Todd is the Partner with the Kamber Law Group, P.C., a next-generation law-firm located in Allentown, Pennsylvania. Her areas of practice include business and employment law, antidiscrimination laws, LGBTQIA issues, medical marijuana, contracts, healthcare, and HIPAA. With numerous accolades for her work as an employment lawyer and litigator, Deirdre has been quoted or appeared on NPR’s All Things Considered, Bloomberg BusinessWeek, SHRM National, Business Insurance Weekly, and PBS.
This webinar has been approved for 1.25 HR (General) recertification credit hours toward aPHR™, aPHRi™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™, and SPHRi™ recertification through HR Certification Institute® (HRCI®). Please make note of the activity ID number on your recertification application form. For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org
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What do we mean when we think about – Diversity? Inclusion? Is it referring only to race, disability, and gender? Diversity and inclusion strategies have expanded to include the differences among us in the way we do our work, how we think, as well as where we work in the organization. This webinar will discuss the forms diversity and inclusion take within our workplaces, and how that translates into the critical steps required in designing and implementing a diversity and inclusion strategy for your organization. Diversity and Inclusion must be embedded into the fabric of the organization; it must become part of the organization’s strategic plan. In addition, part of the implementation process includes incorporating diversity and inclusion performance objectives within each employee and manager’s performance objectives. We’ll discuss the issue of training and the role it needs to play in the diversity and inclusions as well as how to engage middle managers - who are already stressed with too much work and too little time. And finally, once the strategy has been designed and implemented, what metrics need to be used to measure the success of your organization’s strategy.
Areas Covered
To define diversity and inclusion
- To explore “The Other” and its implications to the individual and the workplace
- To discuss the benefits of diversity and inclusion
- To describe the continued demographic changes in the workforce and community
- To discuss the challenges of diversity and inclusions, solutions to those challenges
- To explore why D and I programs fail
Who Should Attend
HR and Management
Why Should You Attend
Diversity and inclusion (D & I) strategies, including training, is a critical tactic when an employer desires to enhance the company’s culture to hire and retain a diverse workforce. Diversity and Inclusion requires more than just training and requires an approach broader than a PR exercise. Its purpose must be broader than merely engaging in the strategy to keep pace with competitors. A Diversity and Inclusion strategy must be embraced to enhance the organization’s culture, stimulate production, and increase profits.
Topic Background
Businesses began caring more about diversity following a series of high-profile lawsuits in the 1990s and early 2000s. Now, it isn’t only those in the C-suite who care about diversity both millennials and Gen Z identify a Diversity and Inclusion strategy of high value in where they wish to work. This is far from what was recognized by workers in the past. When Diversity and Inclusion was first recognized as “something” a company should do to improve hiring more women and people of color, it has greatly expanded in its purpose, its audience, and its definition. Historically, organizations thought only of “diversity” and it included not much more than training. Now we know “inclusion” is a necessity to hire and sustain a diverse workplace.
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$200.00
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