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Registration & Continental Breakfast - 7:00 a.m. - 7:50 a.m.
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| Welcome & Keynote - 8:00 a.m. - 8:50 a.m. |
| Robert Wendover - The Power of Inclusion Celebrating Age Diversity in Today’s Workplace
As our nation embraces the diversity of those within our workforce, we need to recognize the differences and similarities among those in our four, soon to be five, generations. While workplace veterans look with fascination on emerging contributors, young workers are doing the same about their elders. But along with fascination, of course, has come frustration, miscommunication and irritation. Join Robert Wendover, Director of The Center for Generational Studies, as he takes an insightful and entertaining look at how we can celebrate age diversity and profit from it as well. |
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| Break/Exhibit Hall Open - 8:50 - 9:05 |
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| Concurrent Sessions - 9:05
a.m. - 10:20 a.m. |
Ed Hubbard -
Diversity Training ROI: how to measure the return on investment of training initiatives
This interactive workshop is designed to provide attendees with practical yet comprehensive tools and techniques for effectively planning and conducting ROI-based diversity training evaluations. For most organizations, the issue is how to invest in the right diversity training interventions that will provide the best possible return on investment (ROI). When literally hundreds of employees are trained in diversity, senior leaders and others want to know what is the financial return for doing this? Are you able to show the value-added impact in terms that make sense to them? This workshop will show you how! |
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Gregg Ward -
The Respect Factor: the key to the collaborative workplace
Celebrated speaker, consultant, trainer and author Gregg Ward delivers an engaging, humorous and uplifting presentation on the core need for respect in the workplace, which is the focus of his brand new book, The Respect Factor: the key to the collaborative workplace. Then, drawing on numerous interviews with top diversity professionals in global organizations, Ward outlines the process for gaining and holding onto respect in the workplace. |
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Doug Harris -
Moving the Pendulum on D&I Education
Are you tired of the same old discussions on D&I education and ready to be engaged in some real dialogue, new solutions and where it needs to go? In a recent Kaleidoscope nationwide poll of D&I Practioners, 76% of the respondents stated that they are not satisfied with the impact D&I training is having on their organization. We want to make sure you have real impact on improving your workplace culture and produce bottom-line results with your D&I Education. |
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Kelly Clark - Gay Days Daze - A Cultural Competency Case Study
Managers must build cultural competency skills no matter the industry because culturally laden problems can arise from the most basic business decisions. When they do, leaders are often blind-sided. Centered around values, these flash-points are often highly emotionally charged with no clear right or wrong direction. Participants will practice decision making in the context of significant value differences, explore empathy, ambiguity and how their cultural values affect their leadership style. |
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Joel Frater -
Succession Planning for Diversity in Tough Economic Times
As organizations face the impending baby boomer retirement wave and consolidation forced by economic recession, succession planning is advocated as an important approach to addressing future personnel needs. This interactive presentation will challenge participants to examine the roles of their respective agencies in perpetuating leadership by making the work environment appealing to future professionals by engaging in dialog about demographic trends and succession planning initiatives in their agencies and recommend strategies for a sustainable future. |
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Michele Atlas - Managing Through Nonstop Change in Diverse Organizational Cultures
Nonstop change is pressuring everyone to do more, in new ways, with a reduced budget. Employees react to disruptive change with diverse behaviors. Resilient leadership skills cross and transcend the boundaries of all types of diversity. Through self-assessment, discussion, case examples and stories, discover how, as leaders, you can respond to the conflict inherent in transition, by emphasizing problem-solving responses, encouraging self-motivated learning, and catalyzing a change proficient mindset to bridge differences and foster collaboration. |
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| Break/Exhibit Hall Open - 10:20 - 10:45 |
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| Concurrent Sessions 10:45
a.m. - 12:00 p.m. |
Robert Wendover - Common Sense by Friday: Introducing Critical Thinking to the Menu Driven Generation
How will you introduce critical thinking to the most diverse, wired, impatient, demanding, menu-dependent generation in US history? They may be able to make a smart phone dance, but take it out of their hands and they struggle with problem solving and situational awareness. Discover the future marketplace implications when 81 million digital natives dominate the businesses of tomorrow. Learn what cutting-edge organizations are doing to on-board, training and nurture productivity out of the young professionals of tomorrow. |
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Joe Gerstandt - New Tools, New Rules: Putting Social Technology to Work for Diversity & Inclusion
A lot of people are saying a lot of things about the explosion of new social media and social networking tools; unfortunately there has not been much conversation about what these tools mean for D&I work. While we tend to think of these tools as being more relevant to people working in marketing or technology, they are actually incredibly applicable to the work that we do. This session will help you better understand the new web and how it can help you move your work forward. |
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Denise McLean & Thomas Fagan - Embedding Diversity and Inclusion in Your organization
Stories of IMPAct is simple yet highly impactful tools that will help your organization embed diversity throughout your operations. It is built on the premise that nothing helps someone learn something like having to teach or lead it. Participants will be provided with the tips and strategies on how to have meaningful discussions about diversity and inclusion with their teams. |
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Nadine Vogel-
Successful Workplace Collaborations - Supporting Employees with Disabilities is Everybody's Business
People with disabilities, the largest and fastest growing minority segment in the world, are increasingly seen in the workplace. In order to appropriately and successfully support these individuals, a multidisciplinary team is required, including Diversity, Work-Life, Talent Management, Affirmative Action/ADA, L&D, Facilities, etc. Reasons include compliance, accommodations, disability etiquette & awareness training, disability resource groups, celebratory events and more. This form of collaboration certainly provides a strategic advantage but it’s also a business imperative. |
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| Keynote & Lunch – 12:00 to 1:45 p.m. |
| Cathy Bao Bean Bridging Cultures with Good Humor: Identities and Laughter |
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| Break/Exhibit Hall Open - 1:45 - 2:00 |
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Senior Leadership Panel – 2:00 to 3:00 |
Join us for a lively dialogue on lessons learned while establishing and sustaining a diversity and inclusion initiative. Panelists represent higher education, business, non-profit organizations and community/government. Panelists will take questions from the audience.
Peter Carpino, President, United Way of Greater Rochester
William Castle, Chief Diversity Officer, Xerox Corporation
John Halstead, President of The College at Brockport, SUNY
Leonard Redon, Deputy Mayor, City of Rochester
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| Concurrent Sessions - 3:10
p.m. - 4:25 p.m. |
Susan Woods - Moving Inclusion Forward: Diffusing Resistance and Conflict
Moving inclusion forward challenges long held assumptions and identities, triggers emotions and may lead to conflict. It's about learning new ways to relate interpersonally and within the organization. Knowing how to respond is essential for diversity change leaders. This session will explore three dynamic forces that drive misunderstanding and tension. Participants will apply these to a case scenario, explore a three phase approach to collaborative conflict resolution and consider the organizational implications. |
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Scott Fearing - Understanding the Power of Bias
What better way to understand the power and effects of bias and oppression then by creating one! In this session, participants will first work together to create a new system of discrimination and oppression.
Then by examining the bias they created they can examine the social systems, micro-aggressions, rules, laws etc. that are used to keep people under oppression. Participants learn the keys to undoing oppressions while gaining insight into how toxic bias can be in a workplace. |
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Luis Martinez - The World is Flat- Implications for Business, Ethics and HR
Changes are upon us at unprecedented speed. The world is quickly becoming a level playing field (flat) where all cultures and races demand access. Globalization is blurring all boundaries – political, geographic, cultural, language, even personal. How do we prepare for these changes? What can / should we do as nations, companies, communities and individuals to become inclusive and remain competitive? |
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Julian Smith - Multi-Dimensional Mentoring
Mentoring leads to organizational and personal growth. Many developmental initiatives have stalled or lost their thunder after painstaking recruitment efforts. Could it be that not enough attention is focused on retaining and fully engaging the entire employee base? Multi-Dimensional Mentoring is a key connection that enables employers to enhance their retention efforts. MDM ties directly to organizational strategic objectives and individual employee development. Informal mentoring is not making the grade and the formula for success is not one dimensional-it is multi-dimensional. |
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Cathy Bao Bean - Bridging Cultures with Good Humor: Identities and Laughter
To understand a culture is to understand its humor & to differentiate dysfunctional stereotypes from functional generalizations. Because Laughter is a powerful antidote to stress, pain, & conflict, good humor can build preemptive resilience to fear of diversity within & without us. Yet joking often excludes the other & "I don't get it" are words most avoid. So these words must be the first step onto a bridge that will extend into a shared future. |
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Nancy Ares, Dena Phillips Swanson - Workplace Micro-Aggressions: Demoralizing and Corrosive
We will explore how microaggressions operate through interactions in an effort to facilitate more inclusive and supportive work conditions. Microaggressions are commonplace verbal, behavioral, or environmental indignities, intentional or unintentional, that communicate hostile, derogatory, or negative slights toward members of non-dominant groups. Their power lies in their invisibility to the perpetrator and seemingly plausible explanations for the offending action. Still, the exchange often leaves recipients feeling undermined or demoralized with effects that are cumulative and corrosive. |
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Closing Keynote - 4:40 - 5:30
Joe Gerstandt - RESET
Walk into an organization today and ask ten people what diversity means or what inclusion means and you will likely get ten different answers. Words matter, and it is probably going to be difficult for us to move this work forward without a common language or common logic in place. Using a combination of stories and interactive exercises, this session illuminates some of our common blind spots around diversity and inclusion. |
This conference has been approved for 7.25 General credit hours by the HR Certification Institute. Instructions and forms to submit your activity for recertification will be available at registration at the conference. 
