There is a compelling body of data that shows how limited access to reproductive health services will harm America's workforce and negatively impact US companies. Limits on reproductive health access also disproportionately harms marginalized communities and is therefore a worker equity issue.

Join us for a deep-dive workshop on how employers can best protect the reproductive health access of their workforce with seven key benefits. Using Gender IDEAL's Pro Repro Playbook, we'll dig into the why and how to provide these benefits, reviewing a cost/benefit calculator, the process for adding benefits, and specific platforms that have developed products to support employers' ability to safely and confidentially provide these benefits.

Learning Outcomes:

1. Understanding the business case why organizations should protect workers' reproductive health access and why it is an equity issue.

2. The seven benefits that are critical to protecting worker reproductive health and safety

3. How to price the costs and benefits of the seven benefits, and specific tools that exist to help employers provide these benefits to their workforce

Are your Employee Resource Groups losing steam? Research shows mentoring is a proven solution for the advancement and retention of top talent. Many organizations do not have enough mentors to meet the requests. More hybrid and remote work environments make it more difficult for employees to find mentors and find the time to connect.

Join us to learn how group mentoring circles can allow you to scale your mentoring efforts, maximize your reach, excite your mentors, ignite peer mentoring, and save your mentors time.

Learning Outcomes:

1. Understand how group mentoring can be easily scaled within an ERG to spark deeper connections and a sense of community and belonging.
2. Learn how to launch and sustain momentum with budget-friendly resources to increase executive leadership and employee engagement.
3. Gain ideas on how to provide equitable access to mentoring and potential sponsorship as you grow the program.

In this podcast this human will share his story as an openly transgender man who came out at 15—one of the first to do so in his entire town. Despite being a rapidly-growing group of over 3 million individuals, trans, nonbinary, and gender-nonconforming people are often left out of DEI efforts and conversations. After reviewing what it means to be transgender and all of the language that comes up in these conversations, we'll discuss issues facing the transgender community in the workforce and the world at large, why it matters to be proactive about your company, and what your organization can do to create a safe, supportive environment for all people.

Learning Outcomes: 

• Listeners will gain a strong understanding of what it means to be transgender or nonbinary.
• Listeners will understand the importance of active allyship in all scenarios, even and especially when there isn't a transgender person around.
• Listeners will feel equipped to be active allies and champions for transgender and LGBTQ+ people in all areas of life.

In this podcast you’ll learn about the United States’ diverse histories and how they impact work culture while expanding perspective regarding whose history is relevant/important.

Learning Outcomes: Understanding the impact sharing diverse histories has on work couture. Identify goals, develop strategies and determine further actions for personal growth. Expand perspective regarding who’s history is relevant/important. 

Learning Outcomes 

- New data from WorkStep about the #1 reason for supply chain worker turnover.

- Companies awareness of the issues.

- What companies can do to overcome the workforce shortage.

Description 

New research from WorkStep – a hiring and retention platform for supply chain – found that 77% of frontline employees are considering new roles in the next three months. Historic employee turnover continues to plague businesses operating in the supply chain. WorkStep’s looks at the top factors contributing to employee dissatisfaction, as well as other key themes: The Great Resignation is far from over. Aside from more than three-quarters of respondents saying they plan to explore a new role, the data also found: 46% have been in their current roles for less than one year 54% have switched jobs in the past year Despite record high turnover, management teams rarely, if ever, ask for feedback from their frontline supply chain workforce. 41% of respondents said management never seeks feedback 8% say they’re asked to provide feedback once a year For the employees that get to provide feedback, 70% say their voices aren’t being heard. CEO and co-founder of WorkStep founded WorkStep to help companies empower their frontline workers. The supply chain is a struggling industry that will not recover if these workers continue to be disregarded.

Learning Outcomes 

1. Taking steps to increase 4 core feelings (at work, home, school or community) to eliminate shame and increase healthy belonging and significance.

2. Steps to redirect power struggles (one of 5 patterns) when people believe "might makes right" and "win/lose" is how life works.

3. Forgiving self by knowing 4 steps of change: Unconsciously unhelpful, CONSCIOUSLY UNHELPFUL (get kind), consciously helpful, unconsciously helpful.

Description 

Challenged by poor behavior in others? Tired of harshness AND permissiveness in reaction to it? What do you do, think, and say when people annoy you, anger you, hurt you, worry you or insult you? Are you looking for ways to gain cooperation with adults and children and effect change without diminishing yourself or others? Want effective alternatives to harshness or permissiveness when facing poor behavior? This presentation is for anyone challenged with poor behavior, who wants an effective resolution that preserves the dignity of all involved and improves relationships and a positive sense of community in all.

Learning Outcomes 

- The earlier the knowledge the better the outcome

- Become more selfless than selfish

- It's never to late

Description 

Inspiring The future Leaders with Guest Joseph Ballard jr & Jacory Whitley aka YB-CEO Ceo of Millionaire Status Records and One Sound North Nonprofit and Manager of One Sound Studio North, for a fascinating conversation about leadership, reaching back for the youth, company culture, the business landscape in Memphis TN and Minneapolis MN.

Learning outcomes

•Identify key concepts to keep in mind when communicating across differences

•Acquire effective strategies that will help take the adversity out of diversity dialogues

•Develop an action plan for improving your effectiveness around diversity and building more inclusive work environments

Description 

Nowadays, organizations are actively seeking to diversify their workforce, not only because of the impact of demographic changes but also because of the proven benefits diversity brings. Unfortunately, as our workplaces diversify, so does our level of discomfort in working across differences. Many of us feel unprepared for such encounters and, as a result, end up widening the diversity gap. For example, we may say something and unintentionally offend someone. Other times, we say nothing at all because we are afraid to say the wrong thing. We may also wish to take action when witnessing an act of intolerance but lack the skills to educate in an effective and respectful manner. In this podcast, you will gain understanding about how comments such as, “I don’t see color,” and many others impact coworkers despite good intentions, learn strategies to help increase your diversity skills and competence, and develop an action plan for improving your effectiveness around diversity.

Have you ever wondered how to make systems-wide organizational changes in DEI? When ERGs and training are not moving the needle on your DEI measures, you need a new organizational strategy. By identifying, assessing and developing already existing influencers in every department and at every level in your organization, you can begin to create a Bridge Builder program. Bridge Builders become the linking agents to create stronger organizational communication and more effective collaborative social networks. This is a top-down and bottom-up generative approach to align and support your DEI efforts. In this podcast, Dr. Kanu Kogod will present two examples about how this strategy was implemented- one in a large pharmaceutical company and another at a national non-profit organization. You will be introduced to the four key skills and five roles of a Bridge Builder and the key elements in a Bridge Builder program.

Learning Outcomes:

• Discover a systemic strategy for DEI in uncertain environments based on social networks
• Understand the four fundamental bridge- building skills and why they matter so much for success.
• Learn how the five roles of a Bridge-Builder vary by interest, skill and need.

Today’s rapid pace of changing demographics and cultural misunderstandings can undermine productivity, adversely impact key relationships, frustrate team dynamics, and interfere with business objectives. Understanding cultural diversity in workplaces has never been more of an imperative.

But in recent years, increased awareness around social exclusions faced by underrepresented people has brought equity to the forefront of inclusion creating a cost factor of inequity. This is not just a financial impact, but also a human capital one. Leaders must understand the cost of inequity increases the risk of losing their most critical resource—human capital.

In this podcast episode, you will engage in a learning experience to build more equitable workplaces. You’ll understand the difference between equity and equality, learn how to identify inequities, and how to challenge assumptions through engaging case studies.

Dr. Thyonne Gordon and Delphine Pruitt will also be presenting at the Forum's December PDL: https://forumworkplaceinclusion.org/dibs/cost-of-inequity-financial-and-human-capital/.

Learning Outcomes:

• Learn the history of inequity among different racial groups within the United States
• Define equity and equality and how they differ from one another
• Assess the cost of inequity, learn how to identify inequities, and apply an equity lens to everything we do