Melissa Corwin, VP-HR, Diversity & Inclusion at AT&T and Emily Johnson, Director of Learning Strategy and Design Director at JCPenney come together to give a must-see guide on what executive presence is and how to develop and increase it.
Executives from JCPenney and Nielsen give insights into how their resource groups and diversity and inclusion councils operate and coexist to help drive results. The strategy, structure and areas of focus for the resource groups and councils are outlined, in addition to success stories.
Gail Johnson, Talent Development executive at AT&T has been at the company for more than 30 years. On this webinar, she shares her wealth of insights and experiences on how to get promoted. Gail covers areas such being competent in your role, getting lateral experiences, being a continuous learner, asking for feedback when you didn't get a promotion and taking calculated risks.
Executives from TD Bank and Monsanto collaborate to help us understand what unconscious bias is, how and why it exists, and how to address it from both an individual and organizational standpoint. The webinar concludes with almost 20 minutes of Q&A.
Sodexo's Rolddy Leyva, VP, Global Diversity & Inclusion, talks about how his company's Diversity Leadership Council sets strategic priorities & performance expectations for D&I at the U.S. regional level and drives accountability for progress.
Randy Cobb, Director, Diversity & Inclusion, Southern Company and Matthew Hanzlik, Program Manager, Diversity & Inclusion, Nielsen talk about the differences between mentoring and sponsoring and give insights into how their companies leverage each.
Abbott's Sarah Schmit and GM's Tonya Hallett give career advice on topics ranging from being open to taking on new roles and what to do when you don't get the role you wanted to how to find a mentor and how to manage work/life integration.
Participants from EY, JCPenney and Monsanto give career advice on how to become a high potential, from the importance of family support to cultivating relationships to excelling in your role and not being inundated by expectations.
BASF implemented a robust diverse candidate slate initiative a few years ago and yielded positive results. In this webinar, the company outlines the problem it is trying to solve, its strategy in doing so and tactical actions it took.
Nov. 13, 2018 | How to Leverage Veterans to Achieve Business Objectives | Keith Nattrass, GM Military & Veteran Affairs, General Motors | Jerry Quinn, Military Programs Manager, Wells Fargo | Tim Stoner, Partner, Cybersecurity & Technology Services and Chris Crace, Veterans Advocacy & HeForShe Network Leader, PwC
Dec. 4, 2018 | Best Practices in Onboarding Employees | Kevin Updegrove, Director Training Delivery, Evaluation & Academy Programs, JCPenney LOG IN TO REGISTER
Jan. 8, 2019 | White Women Who are Intentional Allies to Women of Color
White Women senior leaders discuss how they've been intentional allies to women of color and provide tangible examples. These women will also give advice on how other white women can effectively mentor, sponsor and support women of color.
Jan. 15, 2019 | Executive Diversity Council Best Practices
Companies that are the most effective in managing diversity and inclusion have executive diversity councils (EDC) leading the charge. On this webinar, you'll hear about the benefits of having an EDC and best practices to ensure your EDC is effective.
Feb. 26, 2019 | Insights into Accountability for Diversity & Inclusion Management | Johnson & Johnson
In every business function, people are held accountable for results and D&I management is no different. Learn how some of the best companies for D&I management hold leaders and stakeholders accountable for results and behaviors and thrive.
Mar. 12, 2019 | Candid Advice on Mentoring Women of Color
Get advice on how to develop effective mentoring relationships with women. This webinar will provide multiple viewpoints on this subject, such as women mentoring other women, men mentoring women and women being mentored.
Your company's definition of high potentials has a direct correlation to the number of people of color identified as high potentials. Find out how and learn how best-in-class companies are defining high potentials.