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POSTPONED - 2020 Inclusion Conference
Friday, April 24, 2020
from 8:30 AM to 3:00 PM
The Hilton Garden Inn - Levis Commons
6165 Levis Commons Blvd.
Perrysburg, OH 43551
Join us for NOHRA's 2020 Inclusion Conference.
Inclusion: Redefining Workplace Culture
“We are stewards of workplace culture.”
Johnny C. Taylor, Jr., President & CEO at SHRM
This all day conference registration includes access to Keynote speakers, breakout sessions, concurrent sessions, lunch, and continental breakfast.
7:30 am Registration & Continental Breakfast
8:00-8:30 am Welcome
8:30-10:30 am Morning Keynote/Inclusive Leadership Workshop
10:45-11:30 am Morning concurrent sessions
12:30-1:15 pm Afternoon concurrent sessions
1:15-2:15 pm Inclusion Innovators panel
2:30-3:30 pm Afternoon Keynote
An inclusive work culture promotes innovation, productivity, happier employees and diversity. In his opening keynote at the 2019 Inclusion Conference, SHRM President & CEO Johnny C. Taylor, Jr. echoed these same benefits as he shared five truths in order to achieve real inclusion in the workplace:
Prove the presence of respect. This means embracing the notion that every person counts and their rights, opinions and differences should be acknowledged. Identify ways to incorporate individuals with disabilities into the workplace. Mr. Taylor noted that over half of HR professionals have never participated in disability inclusion training. Therefore, companies looking to recruit and hire persons with disabilities should provide training on ADA, discrimination issues, and inclusive behavior. Cultivate inclusive managers. True inclusion does not happen without managers who promote inclusive cultures. Inclusive managers know how to foster collaboration and tap into people’s creativity. They also hire for talent, not just a resume. This can be achieved by broadening your talent practices. Examine your practices at all stages of talent management and identify particular elements in your company processes that function as entry points for bias. Develop resilient cultures that are built to last through transitions. HR can play a role in building resilient cultures by emphasizing relationship management, team member connectedness and communication. Evaluate your personal biases. What do you find unacceptable in people? Do you prejudge an individual based on his or her membership or affiliation with a particular group? Do these biases create barriers to productive relationships?
Join us on Friday, April 24 as we explore these truths and more and learn what it means to “Redefine Workplace Culture!”