An examination and discussion of generational (Baby Boomers, Generation X, Millennials) value differences and the challenges they present in the modern workforce.
Diversity and inclusive corporate models can boost financial development, stimulate social development and launch more stable and objective societies. Additionally, companies that invest in inclusion in the workplace, marketplace and community have reported momentous business benefits. In a Forbes study, senior executives of top-earning companies reported that workplace diversity and inclusion drive innovation and business growth. While diversity and inclusion are significant measurements of social sustainability, some companies still observe these as independent from their corporate sustainability strategies.
This Roundtable Discussion will discover the relationships between diversity and inclusion and corporate sustainability. The goal is to examine how companies can coordinate and communicate across functions, and make diversity and inclusion a strategic urgency both as a culmination and as a crucial means to attaining further corporate sustainability goals.
After this roundtable session, participants will:
• Discover methods for creating a welcoming environment that embraces all difference and equality in hiring policies.
• Examine actions that companies can take to incorporate diversity and inclusion into corporate sustainability policies and practices.
• Explore methods that corporations can use to safeguard that their diversity and inclusion commitment is implemented throughout their value chain.
• Ascertain procedures for developing leadership at multiple levels that is diverse, regularly communicates the value of diversity, and builds the capacity for open and candid diversity conversation.
Diversity of thought is key to understanding the potential of diversity and inclusion as an organizational resource to drive innovative business outcomes. During this interactive seminar, Tony Moraco, Chief Executive Officer for Science Applications International Corporation (SAIC) will share how the organization thinks of inclusion and diversity as a mosaic that is formed as numerous individual pieces brought together to create something that is greater than any single part. Mr. Moraco will share SAIC’s vision for creating an inclusive workforce that, through differing perspectives, ideas, and unique insights into problems, creates opportunities for innovation and business growth. A panel of executives from SAIC will continue the discussion by highlighting their experience and perspective on how diversity of thought successfully drives business outcomes.
This document discusses bringing diversity and inclusion to the workplace. It talks about convening meetings of humanist leaders to have open conversations about topics related to the future of work such as mass mobility, remote work, mental health, collaboration and changing models of education and retirement. It discusses how the workplace has changed dramatically in just the past 17 years with the rise of technologies like Google, YouTube, and Facebook. It argues that to attract top talent, workplaces will need to be more diverse and inclusive to reflect society. There are benefits to diversity such as increased returns on equity, business performance, and understanding diverse customer bases. Senior leaders need to intentionally promote diversity in their organizations to create an environment where all people can succeed.
Why Diversity, Equity, and Inclusion (DEI) Matter 2021 06242021Resourceful Nonprofit
This document discusses ways to enhance diversity, equity, and inclusion (DEI) in the workplace. It provides definitions of key DEI terms and highlights the business benefits of inclusion, such as higher revenue and greater innovation. The document then offers tips to reduce bias in teams, projects, and hiring, such as providing implicit bias training, creating diverse talent pools, and using structured interview questions. Finally, it lists some recruitment sites focused on enhancing diversity in hiring.
Building High Performance Team in Top ManagementHora Tjitra
Given the increasing globalization and international mergers & acquisitions, the number of international joint ventures (IJV) has been growing strongly in recent years. The success of such IJV depends very much on how successful the top management can communicate, interact and collaborate together as a high-performance team.
An important element here is the identification of the top management with the joint venture as well as their competence and sensitivity in dealing with cross-cultural differences.
Prof. Dr. Hora Tjitra will present recent studies and best practice examples from Asia (China) on the challenges and potentials in building high-performance teams in an IJV. Subsequently the culture-specific intercultural sensitivity will be discussed, highlighting examples from Germany, China and Indonesia.
Diversity and Inclusion_Best PracticesVivian Davis
This document outlines best practices for diversity and inclusion. It begins with defining diversity as understanding individual differences and inclusion as being included while retaining one's identity. It then discusses the business case for diversity and inclusion, citing research showing more diverse companies outperforming less diverse ones in areas like return on equity and investment. The bulk of the document lists various best practices organizations can adopt, such as making diversity a leadership priority, providing employee contribution opportunities, integrating it into leadership development, offering training, and rewarding those who sponsor underrepresented talent. It stresses the importance of measurement and demonstrating the link between diversity, innovation, and business success.
Managing diversity in the canadian workplaceSyed Jaffery
Canada’s workplace is very diverse; Internationally Educated Professionals (IEPs) contribute to Canada’s diversity and as newcomers have to learn how to manage diversity in the workplace. IEPs should have an insight on how to harness the performance potential of an increasingly diverse workforce to improve business performance.
Facts indicative of the magnitude of Canadian workforce diversity:
1.Canada brings in 250,000 immigrants every year. Skilled immigrants constitute the largest group of immigrants to Canada.
2.Two thirds of Canada’s population growth from 31.2 million in 2006 to 33.5 million in 2011 came from immigration. By 2030, immigration is expected to contribute to 80% of Canada’s population growth.
3.The imminent retirement of baby boomers, currently representing 43% of the workforce will create a shortage in the workforce, which has to be bridged by immigration. The Conference Board of Canada estimates that Canada needs 375,000 immigrants a year to stabilize the workforce and ensure economic growth.
Thus, it is important for IEPs to learn how to successfully manage diversity in the Canadian workplace and be able to contribute to improve business performance.
What our presentation will involve
The group’s presentation will discuss diversity management in the workplace, by defining it and providing examples and personal experiences on how diversity enables innovation and turns it to competitive advantage for the organization.
The presentation will also cover benefits of diversity in the workplace, the requirements to instill diversity in the work culture, and the challenges associated with the process. Overview of the federal laws is included as well. Our report will also talk about government organizations that oversee the implementation of federal legislative tools.
The presentation will endeavor to highlight the inclusion and diversity practices adopted by Canadian corporations and the problems faced by newcomers in gaining acceptance of their education and credentials besides the challenges faced in communicating with a diverse workforce and harnessing its potential to increase business performance.
Actions
The recommendations are aimed at increasing the awareness of IEPs to face challenges and better manage diversity in the Canadian workplace, by
•Providing better information about important aspects of diversity
•making them aware of their rights and privileges
•Instilling pride and confidence, that despite the challenges the IEPs will face, they represent a talent pool that has made significant contribution to Canadian economy and society
•Help identify companies and inclusion practices that encourage and embrace diversity
•Provide them with suggestions given by industry experts on how they can integrate faster into the workplace and start managing themselves and others better to increase business performance
This study by SHRM examined how workplace diversity and inclusion has changed over the past 5 years based on surveys of HR professionals in 2010 and 2005. It found that while the percentage of companies with formal diversity practices decreased slightly, likely due to the economic downturn, there were increases in other areas like diversity training and organizations reporting effective diversity programs. The study provides an overview of key findings regarding diversity practices, outcomes, challenges in measuring return on investment, and differences based on company size and sector.
Diversity and inclusive corporate models can boost financial development, stimulate social development and launch more stable and objective societies. Additionally, companies that invest in inclusion in the workplace, marketplace and community have reported momentous business benefits. In a Forbes study, senior executives of top-earning companies reported that workplace diversity and inclusion drive innovation and business growth. While diversity and inclusion are significant measurements of social sustainability, some companies still observe these as independent from their corporate sustainability strategies.
This Roundtable Discussion will discover the relationships between diversity and inclusion and corporate sustainability. The goal is to examine how companies can coordinate and communicate across functions, and make diversity and inclusion a strategic urgency both as a culmination and as a crucial means to attaining further corporate sustainability goals.
After this roundtable session, participants will:
• Discover methods for creating a welcoming environment that embraces all difference and equality in hiring policies.
• Examine actions that companies can take to incorporate diversity and inclusion into corporate sustainability policies and practices.
• Explore methods that corporations can use to safeguard that their diversity and inclusion commitment is implemented throughout their value chain.
• Ascertain procedures for developing leadership at multiple levels that is diverse, regularly communicates the value of diversity, and builds the capacity for open and candid diversity conversation.
Diversity of thought is key to understanding the potential of diversity and inclusion as an organizational resource to drive innovative business outcomes. During this interactive seminar, Tony Moraco, Chief Executive Officer for Science Applications International Corporation (SAIC) will share how the organization thinks of inclusion and diversity as a mosaic that is formed as numerous individual pieces brought together to create something that is greater than any single part. Mr. Moraco will share SAIC’s vision for creating an inclusive workforce that, through differing perspectives, ideas, and unique insights into problems, creates opportunities for innovation and business growth. A panel of executives from SAIC will continue the discussion by highlighting their experience and perspective on how diversity of thought successfully drives business outcomes.
This document discusses bringing diversity and inclusion to the workplace. It talks about convening meetings of humanist leaders to have open conversations about topics related to the future of work such as mass mobility, remote work, mental health, collaboration and changing models of education and retirement. It discusses how the workplace has changed dramatically in just the past 17 years with the rise of technologies like Google, YouTube, and Facebook. It argues that to attract top talent, workplaces will need to be more diverse and inclusive to reflect society. There are benefits to diversity such as increased returns on equity, business performance, and understanding diverse customer bases. Senior leaders need to intentionally promote diversity in their organizations to create an environment where all people can succeed.
Why Diversity, Equity, and Inclusion (DEI) Matter 2021 06242021Resourceful Nonprofit
This document discusses ways to enhance diversity, equity, and inclusion (DEI) in the workplace. It provides definitions of key DEI terms and highlights the business benefits of inclusion, such as higher revenue and greater innovation. The document then offers tips to reduce bias in teams, projects, and hiring, such as providing implicit bias training, creating diverse talent pools, and using structured interview questions. Finally, it lists some recruitment sites focused on enhancing diversity in hiring.
Building High Performance Team in Top ManagementHora Tjitra
Given the increasing globalization and international mergers & acquisitions, the number of international joint ventures (IJV) has been growing strongly in recent years. The success of such IJV depends very much on how successful the top management can communicate, interact and collaborate together as a high-performance team.
An important element here is the identification of the top management with the joint venture as well as their competence and sensitivity in dealing with cross-cultural differences.
Prof. Dr. Hora Tjitra will present recent studies and best practice examples from Asia (China) on the challenges and potentials in building high-performance teams in an IJV. Subsequently the culture-specific intercultural sensitivity will be discussed, highlighting examples from Germany, China and Indonesia.
Diversity and Inclusion_Best PracticesVivian Davis
This document outlines best practices for diversity and inclusion. It begins with defining diversity as understanding individual differences and inclusion as being included while retaining one's identity. It then discusses the business case for diversity and inclusion, citing research showing more diverse companies outperforming less diverse ones in areas like return on equity and investment. The bulk of the document lists various best practices organizations can adopt, such as making diversity a leadership priority, providing employee contribution opportunities, integrating it into leadership development, offering training, and rewarding those who sponsor underrepresented talent. It stresses the importance of measurement and demonstrating the link between diversity, innovation, and business success.
Managing diversity in the canadian workplaceSyed Jaffery
Canada’s workplace is very diverse; Internationally Educated Professionals (IEPs) contribute to Canada’s diversity and as newcomers have to learn how to manage diversity in the workplace. IEPs should have an insight on how to harness the performance potential of an increasingly diverse workforce to improve business performance.
Facts indicative of the magnitude of Canadian workforce diversity:
1.Canada brings in 250,000 immigrants every year. Skilled immigrants constitute the largest group of immigrants to Canada.
2.Two thirds of Canada’s population growth from 31.2 million in 2006 to 33.5 million in 2011 came from immigration. By 2030, immigration is expected to contribute to 80% of Canada’s population growth.
3.The imminent retirement of baby boomers, currently representing 43% of the workforce will create a shortage in the workforce, which has to be bridged by immigration. The Conference Board of Canada estimates that Canada needs 375,000 immigrants a year to stabilize the workforce and ensure economic growth.
Thus, it is important for IEPs to learn how to successfully manage diversity in the Canadian workplace and be able to contribute to improve business performance.
What our presentation will involve
The group’s presentation will discuss diversity management in the workplace, by defining it and providing examples and personal experiences on how diversity enables innovation and turns it to competitive advantage for the organization.
The presentation will also cover benefits of diversity in the workplace, the requirements to instill diversity in the work culture, and the challenges associated with the process. Overview of the federal laws is included as well. Our report will also talk about government organizations that oversee the implementation of federal legislative tools.
The presentation will endeavor to highlight the inclusion and diversity practices adopted by Canadian corporations and the problems faced by newcomers in gaining acceptance of their education and credentials besides the challenges faced in communicating with a diverse workforce and harnessing its potential to increase business performance.
Actions
The recommendations are aimed at increasing the awareness of IEPs to face challenges and better manage diversity in the Canadian workplace, by
•Providing better information about important aspects of diversity
•making them aware of their rights and privileges
•Instilling pride and confidence, that despite the challenges the IEPs will face, they represent a talent pool that has made significant contribution to Canadian economy and society
•Help identify companies and inclusion practices that encourage and embrace diversity
•Provide them with suggestions given by industry experts on how they can integrate faster into the workplace and start managing themselves and others better to increase business performance
This study by SHRM examined how workplace diversity and inclusion has changed over the past 5 years based on surveys of HR professionals in 2010 and 2005. It found that while the percentage of companies with formal diversity practices decreased slightly, likely due to the economic downturn, there were increases in other areas like diversity training and organizations reporting effective diversity programs. The study provides an overview of key findings regarding diversity practices, outcomes, challenges in measuring return on investment, and differences based on company size and sector.
Rusl0007 EDUC9604 digital presentation rusli rusli
This document discusses managing diversity in the workplace. It begins by defining diversity and explaining its importance in organizations. Managing diversity brings benefits like improved performance and creativity, but also challenges like potential discrimination. The document then outlines strategies for managing diversity, such as gaining commitment, promoting inclusion, and mentoring. Leaders can implement policies to prevent discrimination and educate employees on valuing individual differences to build a respectful work environment where diversity is an asset.
The document discusses diversity, inclusion, and cultural differences in organizations. It provides definitions of key terms like diversity and inclusion and outlines various laws related to equal employment opportunities. The document also discusses approaches to diversity like intervention theory, creating diversity and inclusion initiatives, and focusing on commonalities rather than differences to capitalize on human diversity for organizational success. Challenges and strategies for addressing cultural differences are also presented.
Session 5 Management roles in enhancing diversity by Kathleen VaughanCGIAR
The purpose of the Diversity and Inclusion Conference is to draw attention to the areas where there is still room for improvement with respect to (gender) diversity and inclusion, and to find ways together to work on these improvements both in research and in the workplace.
Half day open training event held in London. Audience included diversity professionals, HR people, business owners, NHS employees and individuals employed in charities. We had an interesting debate on the new TUC report around sexual harassment.
Diversity and Inclusion in Action: Top Diversity Leaders Share Roadmaps for Success
Learning objectives: Strengthen diversity strategies for inclusion, leadership, and performance
Are you ready to stop spinning your wheels? Do you want to upgrade your diversity GPS? There is a process by which you can successfully roll out a robust and sustainable diversity initiative. Clarifying and effectively mapping your direction will save you and your organization time and resources. This process includes understanding specific diversity challenges that are tied to the business goals of the organization. Often companies start with external recruiting, employee resource groups, and other sources that may not yield maximum results. What does success mean to your organization and how can your initiatives contribute to this greater purpose? In this seminar, top diversity and inclusion leaders share ways to drive your message, implement best practices, and integrate your diversity strategies to increase talent acquisition, enhance performance, and strengthen leadership skills.
At the end of this seminar, participants will be able to:
a. Explore best practices in diversity and inclusion leadership practices
b. Examine the process of developing sustainable diversity and inclusion initiatives
c. Discuss leadership and talent management strategies
d. Create a process or plan that works within their organizational needs
e. Use tools and tips for engaging effective consultants and outside vendors
This document discusses managing diversity in the workplace. It defines diversity as acknowledging differences among people in age, class, ethnicity, gender, ability, race, spirituality, and economic status. Managing diversity means planning systems to maximize the benefits of diversity while minimizing disadvantages. A diverse workforce can stimulate creativity, improve customer service, enhance problem-solving, and create a flexible and happy workforce. Challenges include ensuring fairness, managing resistance to change, and reducing conflicts. The document recommends creating an inclusive environment, avoiding stereotyping, and employing diversity managers.
How can you or your PRSSA chapter help support a stronger public relations profession? As future public relations leaders, you “set the tone for diversity and inclusion.” It’s up to you and your members to be “involved, accountable, and focused on creating an inclusive culture.”
The Plank Center for Leadership in Public Relations is co-hosting a webinar with PRSSA titled, “Promoting Diversity & Inclusion Excellence.” Diversity and inclusion is an important topic across many industries, especially public relations.
From examining previous research to understanding how top organizations are moving the D&I dial, this webinar will equip you and your chapter with key takeaways that can be implemented today to serve tomorrow’s public relations leaders.
The webinar featured experts who discussed their diversity and inclusion research, observations, and experience. The experts were:
- Keith Burton, principal, Grayson Emmett Partners
- Andrew Cook, VP of Advocacy, PRSSA 2016-2017
- Pat Ford, worldwide vice chair, chief client officer, Burson-Marsteller
- Dr. Nilanjana Bardhan, professor, Southern Illinois University at Carbondale
Inclusive leadership to support diversity in education sectormisakonverents
It is increasingly important for all organisations to be diverse and inclusive. But what does this actually mean, and how might organisations becoming more inclusive. One of the great challenges facing an organization is getting all employees to develop the competence and confidence to embrace its diversity. This workshop will provide opportunity for participants to develop understanding of diversity competence and the importance of inclusive leadership by all members of an organisation.
"Diversity" is an evolving concept. Fifty years ago, it scarcely factored into how organizations positioned themselves. Then, in the aftermath of the modern civil rights and women's rights movements, companies learned to weave the idea into their narrative. Even then, diversity too often meant tokenism - an obligatory nod to values that seemed in wide acceptance but were in actuality in scant practice.
Workplace diversity refers to differences between employees such as background and experience. A diverse workforce provides benefits like adaptability to changing markets, a broader range of services from varied skills and cultural understanding, and more effective execution from inspiring all employees to perform at their highest level due to diverse viewpoints and ideas. Diversity also impacts how employees perceive themselves and others, affecting their interactions.
This document discusses diversity management in the workplace. It begins with a quote from Dr. Seuss describing two groups that discriminate against each other. It then defines diversity management as voluntary organizational actions to increase inclusion of employees from various backgrounds. It notes changing demographics in the workforce and the goals of diversity, such as high performance and increased productivity. It discusses key dimensions of diversity and areas impacted, such as decisions and work ethics. It describes how diversity affects human resource functions like recruitment, roles, and policies. Finally, it provides tips for promoting diversity, such as non-discrimination policies and celebrating existing diversity.
The document discusses diversity and managing diversity in the workplace. It defines diversity as individual acceptance and respect of differences. It lists various elements of diversity including age, gender, ethnicity, and provides ways to incorporate diversity such as recruiting from diverse talent pools. Managing diversity is defined as planning and implementing practices to maximize the advantages of diversity. The benefits of diversity in the workplace include improved customer service, employee morale, and creativity. Challenges of ignoring diversity include conflicts and loss of productivity.
Recruiting and maintaining a diverse workforceCaster Center
The document discusses the importance of workforce diversity for nonprofits, including the need to attract diverse talent as the current leadership exits and to better serve an increasingly diverse population. It provides strategies for nonprofits to prepare for and attract a diverse workforce such as ensuring board and leadership commitment to diversity, training on inclusion, and casting a wide net through diverse partnerships and publications when recruiting.
Using data-driven insight, Paul O’Shea, Head of Consulting, will explore diversity performance among organizations today, analyze changes in what the future diverse talent pipeline look for in employers, and address the rising importance of a diverse workforce culture as a leading employer today.
The document discusses diversity management, outlining what it is, why it's important, and how organizations can approach it. It defines diversity and lists some common factors of diversity in the workplace. It then describes conventional approaches to diversity management and introduces a new comprehensive model that maps differences, identifies common ground, and integrates diversity into work systems. As an example, it outlines Microsoft Corporation's diversity and inclusion program, including its pillars, mission, vision, values, and some specific programs and initiatives to promote diversity.
Diversity, Inclusiveness and LeadershipElijah Ezendu
This document discusses diversity, inclusiveness, and leadership. It defines diversity as acceptance and respect of differences in attributes like race, gender, age, beliefs, and abilities. Diversity can be social, information, value, or physical ability based. Inclusiveness provides equitable conditions for achieving diversity goals and is necessary if diversity is a corporate imperative. Effective leadership must advocate for inclusiveness to create an environment where all followers can contribute without bias. Well-managed diversity enhances collaboration, creativity, and performance, while poorly managed diversity weakens cohesiveness and reduces effectiveness.
The document discusses the impacts of generational shifts in the workforce. It provides an overview of different generations currently in the workforce, including millennials, and examines some of their attitudes towards career, technology, and engagement. The document notes that millennials place a high value on work-life balance and developmental opportunities. It also discusses some of the dilemmas organizations may face with readiness of younger employees and a declining number of experienced workers.
Myths exaggerations and uncomfortable truths executive reportSyl Cotter
The document summarizes research from a study comparing the preferences and behaviors of Millennials (aged 21-34), Gen X (aged 35-49), and Baby Boomers (aged 50-60) in the workplace. The research debunks five common myths about Millennials. Myth 1 is that Millennials' career goals are different, but the study found they want similar things. Myth 2 is that Millennials want constant praise, but they value fairness most in bosses. Myth 3 is that Millennials are addicted to sharing online, but they prefer face-to-face learning and respect boundaries. Myth 4 is that Millennials can't decide without crowdsourcing, but they and Gen X
Rusl0007 EDUC9604 digital presentation rusli rusli
This document discusses managing diversity in the workplace. It begins by defining diversity and explaining its importance in organizations. Managing diversity brings benefits like improved performance and creativity, but also challenges like potential discrimination. The document then outlines strategies for managing diversity, such as gaining commitment, promoting inclusion, and mentoring. Leaders can implement policies to prevent discrimination and educate employees on valuing individual differences to build a respectful work environment where diversity is an asset.
The document discusses diversity, inclusion, and cultural differences in organizations. It provides definitions of key terms like diversity and inclusion and outlines various laws related to equal employment opportunities. The document also discusses approaches to diversity like intervention theory, creating diversity and inclusion initiatives, and focusing on commonalities rather than differences to capitalize on human diversity for organizational success. Challenges and strategies for addressing cultural differences are also presented.
Session 5 Management roles in enhancing diversity by Kathleen VaughanCGIAR
The purpose of the Diversity and Inclusion Conference is to draw attention to the areas where there is still room for improvement with respect to (gender) diversity and inclusion, and to find ways together to work on these improvements both in research and in the workplace.
Half day open training event held in London. Audience included diversity professionals, HR people, business owners, NHS employees and individuals employed in charities. We had an interesting debate on the new TUC report around sexual harassment.
Diversity and Inclusion in Action: Top Diversity Leaders Share Roadmaps for Success
Learning objectives: Strengthen diversity strategies for inclusion, leadership, and performance
Are you ready to stop spinning your wheels? Do you want to upgrade your diversity GPS? There is a process by which you can successfully roll out a robust and sustainable diversity initiative. Clarifying and effectively mapping your direction will save you and your organization time and resources. This process includes understanding specific diversity challenges that are tied to the business goals of the organization. Often companies start with external recruiting, employee resource groups, and other sources that may not yield maximum results. What does success mean to your organization and how can your initiatives contribute to this greater purpose? In this seminar, top diversity and inclusion leaders share ways to drive your message, implement best practices, and integrate your diversity strategies to increase talent acquisition, enhance performance, and strengthen leadership skills.
At the end of this seminar, participants will be able to:
a. Explore best practices in diversity and inclusion leadership practices
b. Examine the process of developing sustainable diversity and inclusion initiatives
c. Discuss leadership and talent management strategies
d. Create a process or plan that works within their organizational needs
e. Use tools and tips for engaging effective consultants and outside vendors
This document discusses managing diversity in the workplace. It defines diversity as acknowledging differences among people in age, class, ethnicity, gender, ability, race, spirituality, and economic status. Managing diversity means planning systems to maximize the benefits of diversity while minimizing disadvantages. A diverse workforce can stimulate creativity, improve customer service, enhance problem-solving, and create a flexible and happy workforce. Challenges include ensuring fairness, managing resistance to change, and reducing conflicts. The document recommends creating an inclusive environment, avoiding stereotyping, and employing diversity managers.
How can you or your PRSSA chapter help support a stronger public relations profession? As future public relations leaders, you “set the tone for diversity and inclusion.” It’s up to you and your members to be “involved, accountable, and focused on creating an inclusive culture.”
The Plank Center for Leadership in Public Relations is co-hosting a webinar with PRSSA titled, “Promoting Diversity & Inclusion Excellence.” Diversity and inclusion is an important topic across many industries, especially public relations.
From examining previous research to understanding how top organizations are moving the D&I dial, this webinar will equip you and your chapter with key takeaways that can be implemented today to serve tomorrow’s public relations leaders.
The webinar featured experts who discussed their diversity and inclusion research, observations, and experience. The experts were:
- Keith Burton, principal, Grayson Emmett Partners
- Andrew Cook, VP of Advocacy, PRSSA 2016-2017
- Pat Ford, worldwide vice chair, chief client officer, Burson-Marsteller
- Dr. Nilanjana Bardhan, professor, Southern Illinois University at Carbondale
Inclusive leadership to support diversity in education sectormisakonverents
It is increasingly important for all organisations to be diverse and inclusive. But what does this actually mean, and how might organisations becoming more inclusive. One of the great challenges facing an organization is getting all employees to develop the competence and confidence to embrace its diversity. This workshop will provide opportunity for participants to develop understanding of diversity competence and the importance of inclusive leadership by all members of an organisation.
"Diversity" is an evolving concept. Fifty years ago, it scarcely factored into how organizations positioned themselves. Then, in the aftermath of the modern civil rights and women's rights movements, companies learned to weave the idea into their narrative. Even then, diversity too often meant tokenism - an obligatory nod to values that seemed in wide acceptance but were in actuality in scant practice.
Workplace diversity refers to differences between employees such as background and experience. A diverse workforce provides benefits like adaptability to changing markets, a broader range of services from varied skills and cultural understanding, and more effective execution from inspiring all employees to perform at their highest level due to diverse viewpoints and ideas. Diversity also impacts how employees perceive themselves and others, affecting their interactions.
This document discusses diversity management in the workplace. It begins with a quote from Dr. Seuss describing two groups that discriminate against each other. It then defines diversity management as voluntary organizational actions to increase inclusion of employees from various backgrounds. It notes changing demographics in the workforce and the goals of diversity, such as high performance and increased productivity. It discusses key dimensions of diversity and areas impacted, such as decisions and work ethics. It describes how diversity affects human resource functions like recruitment, roles, and policies. Finally, it provides tips for promoting diversity, such as non-discrimination policies and celebrating existing diversity.
The document discusses diversity and managing diversity in the workplace. It defines diversity as individual acceptance and respect of differences. It lists various elements of diversity including age, gender, ethnicity, and provides ways to incorporate diversity such as recruiting from diverse talent pools. Managing diversity is defined as planning and implementing practices to maximize the advantages of diversity. The benefits of diversity in the workplace include improved customer service, employee morale, and creativity. Challenges of ignoring diversity include conflicts and loss of productivity.
Recruiting and maintaining a diverse workforceCaster Center
The document discusses the importance of workforce diversity for nonprofits, including the need to attract diverse talent as the current leadership exits and to better serve an increasingly diverse population. It provides strategies for nonprofits to prepare for and attract a diverse workforce such as ensuring board and leadership commitment to diversity, training on inclusion, and casting a wide net through diverse partnerships and publications when recruiting.
Using data-driven insight, Paul O’Shea, Head of Consulting, will explore diversity performance among organizations today, analyze changes in what the future diverse talent pipeline look for in employers, and address the rising importance of a diverse workforce culture as a leading employer today.
The document discusses diversity management, outlining what it is, why it's important, and how organizations can approach it. It defines diversity and lists some common factors of diversity in the workplace. It then describes conventional approaches to diversity management and introduces a new comprehensive model that maps differences, identifies common ground, and integrates diversity into work systems. As an example, it outlines Microsoft Corporation's diversity and inclusion program, including its pillars, mission, vision, values, and some specific programs and initiatives to promote diversity.
Diversity, Inclusiveness and LeadershipElijah Ezendu
This document discusses diversity, inclusiveness, and leadership. It defines diversity as acceptance and respect of differences in attributes like race, gender, age, beliefs, and abilities. Diversity can be social, information, value, or physical ability based. Inclusiveness provides equitable conditions for achieving diversity goals and is necessary if diversity is a corporate imperative. Effective leadership must advocate for inclusiveness to create an environment where all followers can contribute without bias. Well-managed diversity enhances collaboration, creativity, and performance, while poorly managed diversity weakens cohesiveness and reduces effectiveness.
The document discusses the impacts of generational shifts in the workforce. It provides an overview of different generations currently in the workforce, including millennials, and examines some of their attitudes towards career, technology, and engagement. The document notes that millennials place a high value on work-life balance and developmental opportunities. It also discusses some of the dilemmas organizations may face with readiness of younger employees and a declining number of experienced workers.
Myths exaggerations and uncomfortable truths executive reportSyl Cotter
The document summarizes research from a study comparing the preferences and behaviors of Millennials (aged 21-34), Gen X (aged 35-49), and Baby Boomers (aged 50-60) in the workplace. The research debunks five common myths about Millennials. Myth 1 is that Millennials' career goals are different, but the study found they want similar things. Myth 2 is that Millennials want constant praise, but they value fairness most in bosses. Myth 3 is that Millennials are addicted to sharing online, but they prefer face-to-face learning and respect boundaries. Myth 4 is that Millennials can't decide without crowdsourcing, but they and Gen X
The document discusses managing millennials in the workforce. It begins by noting that as millennials become a larger portion of the workforce, organizations want to attract, develop, and retain the best millennial talent. However, organizations are confused by conflicting advice on how to manage millennials. The document then examines some common myths about millennials and identifies strategies for addressing three critical myths related to millennials' competitiveness, reliance on peers, and job hopping tendencies.
Data was collected from groups of Generation Y employees of corporate institutions, freelancers, entrepreneurs, small business workers as well as students between the ages of 16-30. Participants in the research were asked to provide basic biographical data† and then answer a series of 15 questions which pertained to their beliefs and opinions about current and past experiences and habits. These were based around Political, Economic, Social and Technological topics.
Have questions? Tweet @calomas
Norm Baillie-David, as the frequently discussed topic of engaging Millennial employees is thoroughly explored. We look at who the Millennial employees are, some myths and facts, speak with a panel of Millennials and finally discuss the implications of engaging Millennials.
Generational Dynamics in Service Management - Tips for Working Together; ITSM...ITSM Academy, Inc.
If you’re like most companies, you likely have 3-5 Generations on your teams. Enjoy humor and hear tips on how to attract and integrate the Millennials & Boomlets into your Service Management Teams and explore what the rapid ‘Aging of America’ means to your company and what you should be doing to prepare … so you’re not caught short by the wealth of tribal knowledge exiting in mass! Learn things like how to help them communicate and produce results with one another without driving each other crazy! And which generational pairings work most effectively together. Have some fun as we explore creative ways to get things accomplished effectively for your customers … across the Generations.
The Future of Business Citizenship - People's Insights MagazineMSL
For our global research study, The Future of Business Citizenship, we surveyed 8,000 young people in 17 countries. Our findings confirm that Millennials have high expectations from business and add an insightful layer to our observations around this generation, with real implications for brands and corporations.
MSLGROUP's global team of corporate and brand citizenship experts dive deep into the results of our study and outline what Millennials value as individuals and what they expect from businesses. The Future of Business Citizenship is part of MSLGROUP's People's Insights project that crowd-sources insights and foresights from MSLGROUP experts.
We hope you enjoy reading this comprehensive report and invite you to share your feedback and tips with us @PeoplesLab or you can reach out to us on Twitter @msl_group.
MSLGROUPs latest survey of 8,000 Millennials across 17 countries reveals that they feel very differently from preceding generations about businesses’ roles in dealing with the world’s greatest challenges.
21st Century Human Capital Challenges and OpportunitiesCynthia G. Wagner
Presented by Edwin Mourino
This session will address the perfect storm that is brewing in the 21st-century workplace that includes a confluence of such factors as:
-An aging society and workforce.
-New workplace dynamics to accommodate a younger generations of workers.
-Educational gaps between industry needs and graduating candidates.
-The rapid pace of technology changes.
Learning Objective: Discover how to address generational differences to leverage each generation’s strength
Today’s workforce is comprised of four different generations: The Silent Generation, Baby Boomers, Generation X, and Generation Y. These generations are unique in the blend of the defining events that have shaped their lives, the values that they hold dear, and in the way they navigate their careers. Several studies have been conducted to provide a greater understanding into the differences and similarities of these generations. This interactive discussion will shed light on the generational divide to enable your organization to facilitate a greater interconnection across these generations and within organizations.
At the end of this seminar, participants will:
a. Understand workplace generational differences and similarities
b. Challenge stereotypes and explore truisms for each generation
c. Identify methods to communicate and collaborate across generations
This document discusses what skills employers want in young job applicants. It outlines that employers feel applicants lack "soft skills" needed to succeed in the workplace. These include skills like communication, decision making, commitment, flexibility, time management, and leadership. The document also examines how technology has impacted different generations and changed learning. It notes technology has created a gap in interpersonal skills vital for work. Employers want candidates who can combine digital skills with soft skills like problem solving, collaboration, and critical thinking.
Gen Now - Understanding the Multi-Gen Workforce and the Coming Leadership Def...Kelly Services
The document discusses strategies for engaging a multi-generational workforce. It notes that the modern workforce includes Baby Boomers, Gen X, and Gen Y employees who have different expectations of work. To be successful, organizations must adapt their mindsets and processes to genuinely integrate the learning and leadership styles of all generations. The document recommends improving feedback mechanisms, promoting connectivity, evaluating the employee experience, and facilitating positive dialogue about generational differences to engage a multi-generational workforce.
The document discusses strategies for organizations to effectively engage millennial employees to maximize innovation. It outlines that millennials, born between 1980-2000, will soon make up the largest share of the workforce. They are driven, tech-savvy, socially responsible, and value work-life balance. To fully unleash millennials' potential, the document recommends cultivating their needs for career growth, a values-based culture, feeling part of a community, and connectivity through technology. Specific strategies include implementing reverse mentoring programs, idea management tools, and innovation contests. The document concludes with questions for discussion around engaging millennials.
The Millennial Generation's Impact on the WorkplaceLori Thomas
This document discusses the impact of Millennials on the workplace. It defines Millennials as those born between 1981-1997. Millennials make up the largest generation currently in the US workforce. The document outlines some perceived characteristics of Millennials, such as being team-oriented, eager to learn, and valuing work-life balance. It also discusses Millennial expectations of the workplace, including frequent feedback, opportunities for advancement, and a friendly relationship with managers. The document notes both opportunities and challenges that Millennials present for companies and unions.
This document discusses a study on millennials (born between 1980-2000) entering the workforce. Some key findings:
- Millennials will make up half the global workforce by 2020 and attracting them is critical for businesses.
- Millennials have high expectations for career progression, work-life balance, flexibility, and development opportunities that differ from previous generations.
- Many millennials feel they compromised to get their current jobs and nearly half are open to new opportunities, suggesting lower loyalty than previous cohorts.
This document discusses managing a multi-generational workforce. It notes that by 2020, Gen Y will represent 44% of the US workforce and outlines key differences between generations like their views on work-life balance, job stability, and technology experience. To engage multiple generations, the document recommends improving feedback mechanisms, promoting connectivity using social tools, evaluating the employee experience, and facilitating positive dialogue about generational issues. The overall message is that embracing diversity across generations can provide benefits if leaders adapt their mindsets and processes.
This document discusses how organizations can better attract and retain Millennial employees. It notes that Millennials expect more flexibility, work-life balance, and opportunities for growth. To attract Millennials, companies need to offer flexible work schedules, meaningful work, opportunities for advancement, and a nurturing environment. High turnover costs organizations significantly. To reduce turnover, companies should accelerate promotions, improve benefits, increase pay, and ensure their values align with Millennials. The document also examines legal issues around using social media for hiring and restricting tattoos and piercings.
Future of work - Journal of Comp & Benefits - Dec 2016Juliette Meunier
This document discusses how the future of work is shifting to accommodate millennials and the rise of the "gig economy". Key points:
- Millennials now make up the largest segment of the workforce and prefer flexibility, collaboration, and seeing a direct impact or purpose from their work.
- The gig economy, comprised of freelance and contract work, now makes up 40% of the workforce due to new platforms enabled by technology.
- While offering flexibility, the gig economy and lack of benefits poses new challenges for providing rewards and compensation to workers in shifting environments.
Similar to Impacts of Generational Shifts in the Workforce (Presented by The Mitre Corporation) (20)
In today's fast-paced world, technology is advancing rapidly, and it's essential for STEM (Science, Technology, Engineering, and Mathematics) managers to keep up with the latest trends. This seminar aims to educate STEM managers on the critical technology trends that are shaping the industry and impacting their jobs.
During this seminar, we will cover the latest technology trends, including artificial intelligence, machine learning, blockchain, the internet of things (IoT), and more. We will explore how these technologies are transforming the business landscape and what they mean for STEM managers.
The seminar will provide insights into how STEM managers can leverage these trends to stay ahead of the curve and remain competitive in their respective fields. We will also discuss the potential risks and challenges associated with adopting these technologies and how to manage them.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the latest technology trends and their impact on STEM management. They will leave the seminar with practical insights and strategies to effectively navigate the ever-changing technological landscape and drive innovation in their organizations.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the latest technology trends and their impact on STEM management.
2. Gain insights into how to leverage these trends to stay ahead of the curve and remain competitive in their respective fields.
3. Learn about potential risks and challenges associated with adopting these technologies and how to manage them.
4. Develop practical strategies for effectively navigating the ever-changing technological landscape and driving innovation in their organizations.
5. Network with other STEM managers and industry experts to share insights and best practices.
In a world that values conformity, it's easy to lose sight of our authentic voice and struggle to assert ourselves in both personal and professional settings. This seminar will provide attendees with critical communication skills to boost their confidence and improve assertiveness, helping them succeed and feel more satisfied in their careers. Participants will explore methods to increase their confidence and make them more assertive, understand the differences between assertive and aggressive communication, and learn techniques for making their point powerfully without overpowering others. The session will also cover painless ways to let go of hard feelings and examine techniques for turning down the heat in challenging situations.
By the end of this session, attendees will be able to:
1. Explore methods that can increase their confidence and make them more assertive.
2. Understand the differences between assertive and aggressive communication and how to say no.
3. Discuss techniques for making their point powerfully without overpowering others.
4. Discover painless ways to let go of hard feelings and positively move forward.
5. Examine techniques for turning down the heat in challenging situations.
Learning Objective: Develop skills that lead to increased performance and organizational growth
Are you ready to take on more responsibilities, lead a team, and foster career growth for yourself and others? This professional development seminar is designed to help you acquire the skills you need to make a positive difference in your work. You will learn how to elevate your performance and exceed expectations by incorporating essential skills and career development strategies.
At the end of this seminar, participants will be able to:
1. Explore traits that create a sense of confidence when taking on new assignments
2. Examine techniques to enhance skills and abilities for career growth
3. Understand the role of a non-manager in the workplace
4. Create a plan to acquire new skills for career success and development potential
Objective: Develop strategies to enhance productivity and career longevity
As professionals, we often face challenging situations that can lead to burnout, including high email volumes, difficult colleagues, and workplace politics. Despite finding work that aligns with our interests, most of us experience varying levels of burnout throughout our careers. It is crucial to stay connected to the vision, mission, and goals of our work and to find ways to express our identity, creativity, and passion. In this workshop, we will share tools and techniques to help you re-energize and shift your thinking, transforming dead-ends into multiple paths of opportunities, morale, and effectiveness.
At the end of this seminar, participants will be able to:
1. Identify strategies to connect personal and professional values.
2. Manage stress, adapt to change, and navigate industry rumors.
3. Examine ways to become a strategic professional instead of just a task manager.
4. Explore five techniques to cultivate passion and commitment.
Setting achievable goals is crucial to living a purposeful and fulfilling life. In this session, attendees will learn about the types of goals and methods for determining which goals to set. They will explore key strategies for setting and achieving goals, taking accountability and ownership of their goals, and avoiding common mind-traps that can disrupt their ability to succeed. By the end of this session, attendees will be equipped with practical tools to set clear goals, move forward toward success, achieve promotions, and climb the career ladder.
By the end of this session, attendees will be able to:
1. Identify the types of goals and methods for determining which goals to set.
2. Examine key strategies for setting and achieving goals.
3. Take accountability and ownership of their goals.
4. Avoid common mind-traps that can disrupt their ability to succeed.
Learning objective: Foster leadership and professional growth
Leaders must possess certain competencies to excel in their roles. Women leaders often face unique challenges in the workplace regarding perceived competence compared to men. By developing key leadership competencies, women leaders can better overcome these obstacles. In this session, our panel will discuss how building confidence, demonstrating competence, and cultivating a strong leadership presence can improve leadership standing. Attendees will learn the importance of effective communication, emotional intelligence, networking, and connecting with other women leaders.
By the end of this session, attendees will be able to:
1. Identify competencies that build confidence.
2. Explore key elements of leadership presence.
3. Recognize characteristics that enhance effective leadership communication and demonstrate emotional intelligence.
4. Examine strategies for becoming an impactful female negotiator.
5. Discover best practices for developing a network of women leaders.
Learning objective: Discover best practices for supporting employee mental health
Employees' mental health is being affected in unprecedented ways due to factors such as the pandemic, economic uncertainty, political tensions, remote work, and return-to-work policies. Despite these pressures, many employers' mental health benefits, policies, and practices remain outdated and in dire need of an update. The mental health support workers require varies significantly depending on diversity factors such as age, race, nationality, and gender.
At the end of this session, attendees will be able to:
1. Recognize the mental health challenges faced by today's workers.
2. Understand the impact of flexible work arrangements, including work-from-home and hybrid work, on employees' mental health.
3. Explore the creation of programs that cater to the unique needs of employees based on factors such as age, gender, ethnicity, and work location.
4. Examine HR's role in developing and communicating mental health resources that can assist employees and become a crucial component of your overall employee wellness program.
Improvising with Confidence discusses the importance of improvisation skills for speaking up in unplanned opportunities and raising your profile in an organization. It provides techniques for improving improvisation abilities such as having conversations in your head beforehand, delaying answers with questions, restating problems, and knowing your organization's hot button issues. A panel of experts from various companies discusses their perspectives on improvisation.
Learning objective: Achieve clarity and confidence as your most authentic self
Authenticity is the harmonious alignment between one's internal values and beliefs and their external behavior. Embracing authenticity in leadership involves aligning professional actions with personal ethics, values, and personality. Trust is built when leaders remain true to themselves, making it easier to achieve goals. In this session, we will explore the authenticity paradox in the workplace, learn to lead authentically, and identify practical ways to embody authenticity in your leadership role.
By the end of this session, attendees will be able to:
1. Differentiate between constructive and detrimental authentic behaviors.
2. Identify your core values and understand their influence on your leadership actions.
3. Establish trust and transparency in your team as an authentic leader while navigating the authenticity paradox.
4. Cultivate a team that embraces individual and collective strengths and authenticity.
Learning objective: Discover the untapped potential of neurodiverse talent
Companies are increasingly recognizing the potential of neurodiverse talent—people with conditions like autism, ADHD, dyslexia, and others. While the benefits of diversity are well-known—enhanced creativity, innovation, and more—neurodiversity goes even further by providing expanded perspectives and breakthrough thinking to keep organizations at the forefront. Major companies like Microsoft, J.P. Morgan, Home Depot, and Hewlett Packard are tapping into this neurodiverse talent pool.
At the end of this session, attendees will be able to:
1. Understand the most recognized types of neurodiversity.
2. Examine the benefits of a neurodiverse workforce for your company.
3. Explore the unique skills of neurodiverse individuals.
4. Investigate recruiting and hiring for neurodiversity—overcoming interview bias.
5. Discover practical ways to maximize the strengths of neurodiversity.
With the increasing number of data breaches and cyber attacks, it's becoming clear that traditional security measures are no longer sufficient. Zero Trust security is an approach that assumes no user, device, or network is trustworthy by default. This seminar will explore the concept of Zero Trust and its application to data security.
During this seminar, we will cover a range of topics related to Zero Trust and data security, including the history and evolution of Zero Trust, the key principles of Zero Trust, and the different applications of Zero Trust in data security. We will also discuss the impact of Zero Trust on the job market and the skills required to work effectively with this approach.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the potential benefits of implementing a Zero Trust approach to data security. They will leave the seminar with practical insights and strategies to effectively leverage Zero Trust to protect their organization's data.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the history and evolution of Zero Trust and its application to data security.
2. Gain insights into the key principles of Zero Trust and the different applications of this approach in data security.
3. Learn about the potential benefits and challenges of implementing a Zero Trust approach to data security.
4. Develop practical strategies for effectively leveraging Zero Trust to protect their organization's data.
5. Network with other industry professionals to share insights and best practices.
Learning Objective: Examine the elements of constructing superior resumes that will land you interviews
An efficient and robust resume will improve your chances of landing that dream job and starting your career on the right foot. Creating the perfect resume takes practice and skill. You want to ensure that your resume stands above the rest without overdoing it. How does one make sure that their resume is top-notch and bulletproof? This seminar will give you the scoop on creating the standout resume to get your following interview. We will discuss tips such as determining your resume’s purpose, supporting your strengths, using appropriate keywords, the benefits of proofreading, bullet points, and proper font usage.
After this seminar, the participants will be able to:
a. Identify the purpose of a solidly effective resume.
b. Discern good resumes from bad resumes.
c. Analyze the factors that recruiters identify to disregard some resumes.
d. Identify the attributes of resumes that get on the interview schedule.
Learning objective: Examine methods for fostering a diverse workplace
Diversity and inclusion are vital drivers of business success. However, creating a more diverse and inclusive work environment can involve overcoming significant barriers within an organization. How can you effectively drive change? How can you help others seize opportunities to create a culture where everyone truly feels valued? In this program, our panel will discuss the roles of C-suite leaders to frontline employees in establishing a diverse and welcoming workplace. The discussion will focus on examples, practical tools, and technologies to help develop a purpose and strategy that makes diversity a workplace reality.
At the end of this session, attendees will be able to:
1. Explain why creating a diverse workplace requires ongoing effort across the entire enterprise.
2. Explore a framework that anyone can use to impact change and create a more inclusive environment.
3. Examine how recognition and other solutions can be used to mitigate unconscious bias and improve belonging.
Assertiveness is a crucial skill for women in the workplace to communicate their ideas, set boundaries, and achieve their goals without being perceived as overbearing or bossy. In this session, attendees will explore fundamental assertiveness skills and learn how to fortify themselves, reduce stress, and set boundaries when speaking their minds. They will examine their personal power, explore unconscious clues that show they are feeling intimidated, and discover techniques for assertive communication that communicate they have the upper hand. Attendees will also analyze how to develop an assertive response, say "no" assertively, and speak their minds guilt-free.
By the end of this session, attendees will be able to:
1. Examine their personal power, where it comes from, and how to use it.
2. Explore unconscious clues that show they are feeling intimidated and stop being a people pleaser.
3. Discover techniques for assertive communication that communicate they have the upper hand.
4. Analyze how to develop an assertive response, say "no" assertively, and speak their minds guilt-free.
This document summarizes a panel discussion on introverts as leaders. The panelists were Brooke Hirsch, PhD, PMP; Gina Farida; and moderator Ronesha Willis, SPHR. The objectives were to identify the influence of the "extroverted ideal" of leadership, assess leadership styles and strengths of introversion, examine perceptions of leadership competence, and discuss optimizing performance. The panelists were introduced, including their backgrounds and qualifications. The discussion covered strengths of introverted leaders, how labels have impacted self-perception, strategies for introverts to optimize performance, and how workplaces can support introverted employees.
In any workplace, emotions can run high, leading to conflict and tension that can threaten productivity and relationships. In this session, attendees will learn proven tips and techniques for managing conflict, anger, and emotional tension without damaging relationships. They will explore the 3 C's of conflict communication - being clear, curious, and calm - and discover how to use words that initiate discussion and minimize conflict. Attendees will also learn communication tools for constructive confrontation, methods for maintaining professionalism, and strategies for avoiding win-lose situations. They will also research how to use boundary statements when dealing with an angry person.
By the end of this session, attendees will be able to:
1. Understand the 3 C's of conflict communication: Be Clear, Be Curious, and Be Calm.
2. Examine words that initiate discussion and minimize conflict.
3. Explore communication tools for constructive confrontation.
4. Discuss methods for maintaining professionalism and avoiding win-lose situations.
5. Research how to use boundary statements when dealing with an angry person.
Learning Objectives: Discover effective methods for managing and supporting highly sensitive employees in the workplace.
It is estimated that approximately one in five individuals are highly sensitive people (HSPs), which means you likely have at least one HSP on your team. HSPs process information more deeply and are more attuned to their surroundings, including lights, sounds, facial expressions, and vocal tones. While they can be exceptional employees - thoughtful, intuitive, conscientious, and dedicated high performers - they also require a unique approach to management. In this session, you will learn how to foster inclusivity and retain this neurodiverse group of individuals, who may prove to be some of your organization's most valuable assets.
By the end of this session, attendees will be able to:
1. Identify common triggers for highly sensitive employees and understand how to mitigate them.
2. Discover effective ways to capitalize on the innate strengths of your highly sensitive team members.
3. Learn what not to say in order to avoid hurt feelings and maintain positive relationships with sensitive employees.
4. Implement communication adjustments that can significantly improve interactions with highly sensitive individuals.
5. Develop an action plan to empower and support your highly sensitive employees.
Artificial intelligence (AI) and Chat GPT (Generative Pre-trained Transformer) are revolutionizing the way we work and interact with each other. From chatbots and virtual assistants to automated decision-making processes, AI is changing the way we approach work and the workplace. This seminar will explore the impact of AI and Chat GPT on the workplace and how businesses can leverage these technologies to improve efficiency and productivity.
During this seminar, we will cover a range of topics related to AI and Chat GPT, including the history and evolution of AI, its current state of development, and the different applications of AI in the workplace. We will also discuss the impact of these technologies on the job market and the skills required to work effectively with them.
Through a combination of lectures, case studies, and interactive discussions, attendees will gain a comprehensive understanding of the potential benefits and challenges of integrating AI and Chat GPT into the workplace. They will leave the seminar with practical insights and strategies to effectively leverage these technologies to drive innovation and productivity in their organizations.
Learning Objectives:
Upon completion of this seminar, participants will be able to:
1. Understand the history and evolution of AI and Chat GPT and their current state of development.
2. Gain insights into the different applications of AI and Chat GPT in the workplace and their potential benefits and challenges.
3. Learn about the impact of AI and Chat GPT on the job market and the skills required to work effectively with these technologies.
4. Develop practical strategies for effectively integrating AI and Chat GPT into the workplace to drive innovation and productivity.
5. Network with other industry professionals to share insights and best practices.
This document provides information about a panel discussion on building resilience. The panel will feature three speakers from major companies discussing strategies for managing stress and boosting performance. The panelists will discuss deciding where to focus time and energy, understanding personal capacity, clarity, managing expectations, and handling difficult situations well.
Learning Objective: Discuss techniques for promoting yourself during an interview
Do you know the benefits of establishing a positive and professional representation during an interview? Promotions depend on preparation and practice but knowing what to prepare and how to practice is essential. Mastering the Interview Training Materials holds the knowledge of the qualities that employers desire. Expanding your expectations of the questions that will be asked during an interview can give you an incredible advantage over other applicants for the position. Even more, demonstrating your unique skills through a well-articulated answer to interview questions will put you in the lead. Taking the initiative to prepare for an interview can create new opportunities for career development in your industry.
After this seminar, the participants will know:
a. What are the standard interview questions, and how to prepare your answers?
b. What information do I need to know for every interview?
c. How do I answer tough questions?
d. What are good questions to ask your interviewer?
e. How to answer the question: “So tell me about yourself?
f. What do I do after the interview?
g. What are common interview mistakes?
Leadership Ambassador club Adventist modulekakomaeric00
Aims to equip people who aspire to become leaders with good qualities,and with Christian values and morals as per Biblical teachings.The you who aspire to be leaders should first read and understand what the ambassador module for leadership says about leadership and marry that to what the bible says.Christians sh
Jill Pizzola's Tenure as Senior Talent Acquisition Partner at THOMSON REUTERS...dsnow9802
Jill Pizzola's tenure as Senior Talent Acquisition Partner at THOMSON REUTERS in Marlton, New Jersey, from 2018 to 2023, was marked by innovation and excellence.
Resumes, Cover Letters, and Applying OnlineBruce Bennett
This webinar showcases resume styles and the elements that go into building your resume. Every job application requires unique skills, and this session will show you how to improve your resume to match the jobs to which you are applying. Additionally, we will discuss cover letters and learn about ideas to include. Every job application requires unique skills so learn ways to give you the best chance of success when applying for a new position. Learn how to take advantage of all the features when uploading a job application to a company’s applicant tracking system.
A Guide to a Winning Interview June 2024Bruce Bennett
This webinar is an in-depth review of the interview process. Preparation is a key element to acing an interview. Learn the best approaches from the initial phone screen to the face-to-face meeting with the hiring manager. You will hear great answers to several standard questions, including the dreaded “Tell Me About Yourself”.
11. Millennial Engagement
• Encourage mentorship
• Have purpose beyond profit
• Provide developmental opportunities
• Foster open communication
• Build an inclusive work culture
• Create the “perfect” job, environment
Reference: The 2016 Deloitte Millennial Survey
13. Dilemmas Faced by Future Generations
• Readiness – there are gaps in terms of
capabilities of younger employees and their
readiness to enter the workforce
– Of 16.5 million students in grade 9 to 12, 33%
estimated to graduate, and 2.3% expected to
go into accounting and business consulting
• Experienced Talent
– Every year for the next 30 years, there will be
fewer young people to replace retiring workers
Reference Deloitte LLC report, Decoding Generational Differences, 2008
15. Generational Divides Between
Millennials and Other GenerationsTechnology
• Unprecedented and embedded use of technology in day-to-day
life (Digital Natives vs. Digital Immigrants)
• “New technology is not just a toy, but the basis of how we live”
Attitude Towards Business
• Skeptical towards corporations
• “Organizations are not human too”
Consumer Attitude Mindset
• Place a value on convenience and expect high standard of service
• “Microwavable solutions”
Reference: from Deloitte LLC report, Decoding Generational Differences, 2008
16. The Good News…
Millennial perspectives of government
is better than other generations
– 62% of millennials believe a strong Federal
government is necessary to solve problems
(compared to 46% of non-millennials)
– 44% of millennials voice confidence in the
ability of Federal government to solve
problems (14 points higher than older
generations)
Taken from Center for American Progress report, Doing What Works, July 2010
17. Relevant “Facts”…
• The Millennial generation is better educated and more
diverse than any other generation in U.S. history. ($1
trillion in student debt – Bloomberg)
• Millennials place high value on “work-life balance”.
• The top ideal employers of currently employed
Millennials are Google, Apple, Facebook, the U.S. State
Department, and Disney. Five of the top 15 most ideal
employers are government agencies (State Dept., FBI,
CIA, NASA, and Peace Corps).
• Members of Gen Y are believed to be the most tech-
savvy (78% of respondents agree) who know how to use
social media to leverage opportunities (70% of
respondents agree).
• 35 % of employed Millennials have started their own
business on the side to supplement income
Taken from Center for American Progress report, Doing What Works, July 2010
18. Game Time
• Rules
– We pose a question, if you believe the
answer to the question is yes you move
to the right side (our left) and vice versa
– We will ask a few people to shed light on
to why they believe the answer to the
question is either yes or no
– Let’s Begin!
19. Question 1
Do you believe technology makes life more
complex?
NO YES
20. Question 2
Are there differences in how each generation
perceives compensation?
NO YES
21. Question 3
Should organizations have training for employees
to generate a common understanding of the
varying generations in the workforce?
NO YES