Diversity Web Seminar Series
DiversityInc’s Web Seminar Series is a monthly live audio and video presentation based on empirical data gathered for The DiversityInc Top 50 Companies for Diversity survey and uses the expertise of the DiversityInc Top 50 companies to detail their most effective strategies.
What to Expect
- No sales pitches—presenters are executives from the DiversityInc Top 50, not consultants
- Diversity metrics you need to strengthen your company’s bottom line
- Data about diversity in business you can’t get anywhere else – without leaving your office
- Sixty- to 90-minute sessions led by DiversityInc’s own Barbara Frankel, Senior Vice President and Executive Editor
- Opportunities to ask questions live via web chat during the presentation to DiversityInc Top 50 executives and a complete download of their presentations 72 hours afterwards
Buy our web seminar series now or call 973-494-0506. Additional seats may be purchased at $100 per seat per event ($900 for the series).
Discounted Pricing
Please contact customer service at webseminars@diversityinc.com to take advantage of multiple event pricing or to be invoiced.
Upcoming DiversityInc Web Seminar Series
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April 30, 2013 – Multicultural PhilanthropyHow do you measure donations and involvement in underrepresented communities? What counts and what doesn’t? Why does this drive engagement and retention? How does it increase customer and supplier loyalty? Michele C. Meyer-Shipp, Vice President and Chief Diversity Officer at Prudential Financial, No. 9 in the DiversityInc Top 50, and Nereida Perez, Vice President, Diversity & Inclusion at Ingersoll Rand, will share their ideas on how to develop partnerships with multicultural nonprofits. |
Price: $350.00 |
May 21, 2013 – CEO CommitmentWhat’s different about CEOs of companies that use D&I to drive business results? How do they visibly show their support and clearly communicate the strategic importance to employees, customers and suppliers? How do they hold executives accountable for producing sustainable results? Deborah DeHaas, Vice President, Central Region Managing Partner and Chief Inclusion Officer at Deloitte, No. 8 in the DiversityInc Top 50, and Sharon Harvey Davis, Vice President and Chief Diversity Officer at Ameren, talk about their relationships with their CEOs and how their leaders drive inclusive cultures. |
Price: $350.00 |
June 25, 2013 – DiversityInc Top 50 Best PracticesWhat makes companies move up—and down—on The DiversityInc Top 50 Companies for Diversity list? How is the list calculated, and how has the methodology evolved this year? How do we hold companies accountable for the accuracy of their responses? Karyn Twaronite, Partner and America’s Inclusiveness Officer at Ernst & Young, will discuss her company’s experiences with the competition. |
Price: $350.00 |
July 30, 2013 – Mentoring/Talent DevelopmentHow do you find and engage people, especially from underrepresented groups, and maximize their contributions to the business and their personal development? Diane Evans, Senior Vice President, Enterprise Talent Planning and Development at Wells Fargo, No. 33 in the DiversityInc Top 50, and Steve Bucherati, Chief Diversity Officer at The Coca-Cola Company, No. 46 in the DiversityInc Top 50, will share their cutting-edge methods of mentoring and sponsorship that create bidirectional value. |
Price: $350.00 |
Sept. 17, 2013 – Diversity RecruitingHow do you find the best talent from underrepresented groups, especially in industries or geographies that have real challenges? How do relationships with professional associations and colleges/universities help? What role should your resource groups and current employees play? How inviting is your website and social media? Julie Hansen, Senior Manager, Diversity & Inclusion at AbbVie (the pharmaceuticals spinoff of Abbott, No. 20 in the DiversityInc Top 50), and Terri Austin, Chief Diversity Officer, The McGraw-Hill Companies, will share their strategies. |
Price: $350.00 |
Oct. 22, 2013 – Diversity CouncilsWhat role should diversity councils play in setting, driving and assessing corporate diversity goals? Who should chair the council? How are councils holding executives accountable for results? Joy Fitzgerald, Director of Diversity and Workforce Effectiveness at Rockwell Collins, No. 43 in the DiversityInc Top 50, and an executive from another company will discuss how diversity councils impact their companies’ D&I efforts. |
Price: $350.00 |
Dec. 3, 2013 – Diversity MetricsFind out which diversity metrics are most valuable to the bottom line. Assess which scorecards work—and how senior executives view them. Learn what compensations should be tied to metrics and how to most effectively include diversity goals in performance-evaluation reviews. Chad Johnson, Director, EEO/AA & Diversity Analytics and Systems at Sodexo, No. 2 in the DiversityInc Top 50, and Patricia Rossman, Chief Diversity Officer and HR Communications at BASF, one of DiversityInc’s 25 Noteworthy Companies, will share what has worked best for their organizations. |
Price: $350.00 |
Past Recorded DiversityInc Web Seminar Series
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March 26, 2013 – InnovationWe showcase two companies that have used D&I to drive innovation—one for talent development and one for resource groups. Hear from Judy Spalding, founder and co-leader of SPIRIT, the non-drinkers resource group at Brown-Forman, and Nicole Hughey, Director, Enterprise Diversity & Inclusion at Travelers, who will demonstrate how having an inclusive culture yields innovative solutions and ways in which those solutions drive increased market share. |
Price: $225.00 |
Feb.26, 2013 – Resource GroupsFind out how to maximize participation and utilization of your resource groups, including best ways to recruit, retain, engage and promote talent from underrepresented groups. Learn how to use your groups to gain market share, create innovative solutions and increase community outreach. Also, find out how to start global groups and use groups across disparate locations. |
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Dec. 4, 2012 – Succession PlanningDoes your company factor diversity into succession planning for the top levels? Why is it important to have more diversity at the top? What external and internal sources can you use? |
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Oct. 16, 2012 – Diversity Councils
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Sept. 18, 2012 – MentoringWhy is having increased management participation in formal mentoring so important to talent development? How do you create and manage successful cross-cultural mentor/mentee relationships? Where do coaching and sponsoring come in? How do you measure results? |
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July 17, 2012 – Talent DevelopmentHow do you build and sustain growth of women, Blacks, Latinos, Asians, American Indians, LGBT people and people with disabilities in management? How do you get the top of the organization to reflect these groups? |
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June 19, 2012 – DiversityInc Top 50 Best PracticesWhat best practices and results propel companies to the top of the DiversityInc Top 50 list? Find out from two of the highest-ranked companies in the 2012 list. |
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May 22, 2012 – CEO CommitmentIt starts at the top, so how do you best get CEO buy-in? How visible should the CEO and senior leadership be in their support of diversity? How can CEOs hold executives accountable for sustainable diversity results? |
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April 17, 2012 – Recruitment/Hiring GapsHow do you bring in talent—at all levels—from traditionally underrepresented groups? Should you use external recruiters? Should you mandate a diverse slate of candidates for executive openings? Find out how DiversityInc Top 50 companies measure their best practices in recruitment. |
Your Price: $225.00Buy Now |
March 27, 2012 – InnovationWhat is the intersection between diversity management and innovation? See results from our February Innovation Fest! of the best workplace and marketplace diversity-related innovations. |
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Feb. 28, 2012 – Employee-Resource GroupsWhat are the most effective ways to use employee-resource groups to diversify your talent pipeline? How can they be used for innovative marketplace solutions? How do you best handle the issue of including hourly/union workers and having the groups be consistent across the organization? |
Your Price: $225.00Buy Now |
Jan. 24, 2012 – Diversity-Department StructureWhat size is optimal for an effective diversity department? To whom should the head of diversity report? What areas should fall under the diversity department, and how does supplier diversity fit in? |
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Talent Development (2011)How do you maximize talent-development efforts to create a sustainable and diverse pipeline for succession planning? Areas covered will include the best ways to combine sponsorship, mentoring and coaching; whether talent development should target specific groups or be for everyone; how to get the top management engaged; and how to measure results. Companies that have the most diverse management and management pipelines will be featured. |
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Mentoring (2011)Why is mentoring, especially cross-cultural mentoring, the key to increased diversity in succession planning? How does mentoring benefit everyone, including white men? How do you measure results of mentoring? |
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Diversity Metrics/Accountability (2011)What metrics deliver the best results in assessing diversity-management success? How can you best assess progress internally and externally? Hear from DiversityInc Top 50 companies that are moving up the list. |
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Diversity Councils (2011)What are the most effective structures for diversity councils these days, and how are they evolving? How do these councils hold executives accountable for significant results? How does a diversity council differ from an employee-resource group? How high-level should these councils be? Learn best practices, including how much the CEO and executive team should be involved. |
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DiversityInc Top 50 Best Practices/CEO Commitment (2011)Get real-world best practices with proven return on investments from The DiversityInc Top 50 Companies for Diversity®. DiversityInc will show you which strategies work and why—and how to implement this at your company. Then you’ll hear specific, detailed best practices from two of the DiversityInc Top 50 companies. We’ll focus on the commitment from the top and how CEOs are visibly involved in diversity management and hold people accountable for results |
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Generations in the Workplace (2011)Why don’t boomers and members of Generation Y work better together? We’ll explore how companies use their generational employee-resource groups to build engagement with younger workers while retaining and engaging older workers. What best practices are used to transfer knowledge? How can effective communications across various media be encouraged? |
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Employee-Resource Groups (2011)No area of diversity management is more critical in recruiting, retaining and developing talent from traditionally underrepresented communities than your employee-resource groups. Learn how The DiversityInc Top 50 Companies for Diversity® increasingly use them as both human-capital and marketing resources, essential to the company’s strategic lines of business. Find out why new groups are making a difference, including generational groups, groups for caregivers, global groups and military groups. |
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Work/Life (2011)Which cutting-edge work/life benefits are helping The DiversityInc Top 50 Companies for Diversity® attract and retain valued talent, especially women and younger workers? You’ll find out about the latest flextime/telecommuting benefits, the increasing need for religious accommodations, and which benefits are most valued by employees with disabilities and LGBT employees. Learn how you can successfully implement these benefits at your company from two leading companies. |
Price: $350.00 |
Mentoring (2011)Why is mentoring, especially cross-cultural mentoring, the key to increased diversity in succession planning? How does mentoring benefit everyone, including white men? How do you measure results of mentoring? |
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Talent Development (2011)Are you letting your managers—especially those from traditionally underrepresented groups—reach their full potential, or are they leaving before attaining senior ranks? If your top level is all white men, this is the web seminar for you. Learn how to create a talent pipeline through mentoring, employee-resource groups and other proven best practices from The DiversityInc Top 50 Companies for Diversity®. |
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