CEO, Justice Informed
Since the summer of 2020, there has been a change within organizations to support DEIA initiatives. However, these commitments come with a lack of resources to make these shifts sustainable. How do we keep DEIA at the forefront of organizations with a sustainable approach? Do we know what our organizations’ workforces need to create impactful change that will create an equitable society?
Join Exec Club, Mesirow, and OCC for essential conversations about diversity, equity, inclusion, and accessibility on January 18, 2023.
This event is in partnership with Justice Informed, a Chicago-based social impact consulting firm providing services in DEI, CSR, Philanthropy, and Community Engagement for corporations and nonprofits across the United States.
Schedule of Events:
CEO, Justice Informed
Vice President of DEI, Communications, and Talent Acquisition, Ingredion
Since 2020, there is a change within organizations and a recognized shift to support DEIA initiatives. However, the commitment comes with a lack of resources to make these shifts sustainable. Many companies are adding diversity statements to showcase support for their internal and external audiences, but the commitment to create bigger change is low and resources to support workers in the workplace is at a minimum or non-existent. Understanding what drives their internal and external stakeholders is important data to create sustainable change and loyalty among their brands. Understanding the intersectionality of employees is becoming increasingly more important. How do we keep DEIA at the forefront of organizations with a sustainable approach? Do we know what our organizations’ workforce need to create impactful change that will create an equitable society? Where have we gone since 2020? Is there a change in the outcomes? Are we breaking the glass ceiling? Are our hiring practices more equitable?
Executive Director, Disability Lead
Vice President, Diversity, Equity & Inclusion, NBC Universal
Founder & President, Interfaith America
Managing Director, Operations, Mesirow Retirement Advisory Services
Once DEIA practices have been solidified internally, how can we best translate this progress to external audiences? Beyond sharing the success of DEIA internal initiatives from a brand and communications standpoint, organizations must be mindful of how they can enact meaningful change in their communities and with external stakeholders. Diverse recruiting, community partnerships, and expansion into diverse markets all allow companies to effectively reach those outside organization walls and promote equity and inclusion on a deeper level. Attend this breakout panel to learn more about the steps your organization can take to make a larger positive impact with external stakeholders.
Director of Pritzker Tech Talent Labs, Discovery Partners Institute
Director, Supplier Diversity, Dollar General Corporation
Director, Growth Markets/Diversity & Inclusion, Century 21 Real Estate LLC
Global Director of Inclusion, IDEX Corporation
Our DEIA practices have been successful at our organization because of the innovative ways that we have created and sparked changed in our organization with our people. Our people are truly change agents and our diversity statement is alive and front and center of every employee. Come to this session to learn from fellow team members how to achieve success with DEIA practices starting with internal constituents to influence our brand externally and achieve impact. How do we measure success beyond employee surveys?
Senior ESG Associate, William Blair
SVP Social Impact & Chief ESG Officer, Discover Financial Services
Director of Diversity, Equity, and Inclusion, Crate & Barrel
Global Director of Talent, Organization Development and Diversity, Inclusion, Belonging & Equity (DIB&E), Griffith Foods
As we shared in the opening session, intersectionality is something that organizations haven’t grasped. A lot of employees are slated into one demographic. Intersectionality encompasses more than just the intersections of race and gender. Intersectionality considers different systems of oppression and how they overlap. How do we publicly discuss religion and sexuality of employees and address these attributes in an organization’s culture? How do we do it without being insensitive?
Head of Diversity, Equity, and Inclusion, and Corporate Social Responsibility, OCC
Chief, Army Enterprise Marketing (CMO), US Army
VP of Programs & Initiatives, Chicago United
Senior VP of Global Diversity, Equity, and Inclusion, Hyatt Hotel Corporation
Executive Director, EPIC Academy
Anti-racism goes beyond opposing prejudice and racism. To bridge the significant divides caused by structural inequities, concrete, tangible action plans must be put into place to address the drivers of inequity. How can organizations take this notion and translate it into action? What steps are needed for companies to go beyond opposing prejudice and commit to anti-racist operations and practices? How can organizations commit to supporting anti-racism in their communities? Marquis Miller, VP of Diversity, Equity, and Inclusion at the Obama Foundation will share the guidance organizations need to implement robust antiracism practices.
Vice President, Diversity, Equity and Inclusion, The Obama Foundation
Chief Equity Officer, City of Chicago