2016_diversity & inclusion seminar zurich febr2016

8/17/2019 2016_Diversity & Inclusion Seminar Zurich Febr2016

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DAY 1 AM AGENDA Thursday 18 February 2016

PLENARY (MAIN ROOM)

08:45 Helena Trachsel (Head of The Office for the Equality of Men & Women)Chair Address KANTON ZURICH

09:00 Men, Middle Managers and Gender Inclusive Leadership

Prof. Elisabeth Kelan Ph.D (Gender, Diversity & Inclusion Expert)Professor of Leadership, CRANFIELD SCHOOL OF MANAGEMENT

While women have often been the focus of gender equality initiatives, men havea vital role to play when it comes to changing organisational cultures to beingmore gender inclusive. Professor Kelan will outline key small scale practicesthat men as middle managers can adopt to become gender inclusive leaders.

The report on which the presentation is based can be downloaded under http://www.som.cranfield.ac.uk/som/inclusive. The research was supported by aBritish Academy Mid-Career Fellowship (grant number MD130085).

09:40 #ChangingMindsets: Why influencing an organisation’s culture andengaging men is key to real inclusion. Exploring MARC (MenAdvocating Real Change) programMarie Moynihan, Chief Diversity Officer & VP Global Talent, DELL, +Guest member of the Dell Senior Leadership Team (TBA)

Lack of employee diversity in the tech sector is forcing companies to rethinktheir approach. While the numbers provide visible signs of progress, we alsoneed to influence mind sets, so that‘diff erence’ is a quality that is explored andacknowledged, not suppressed or feared. Engaging men as the‘drivers’ and not just the ‘supporters’ is critical in creating and sustaining an inclusive culture.

10:20Coff ee an dNetworking

10:50 Uncovering “Unconscious Bias” in recruitment and how GoogleEnd-user Presentation nurtures an already inclusive culture

Caroline Knoeri (Head of People Operations) EMEA / GOOGLE

11:20 Credit Suisse Best PracticePremium Partner Christine JordiSession Head of Diversity & Inclusion, CREDIT SUISSE

+ Credit Suisse Business Leader (TBA)

Christine Jordi discusses the “Real Returns Program” and Mentoringprograms and how they, as a leadingfinancial organisation use these programs

in eff

ectively dealing with unconscious bias and fostering a culture of inclusionregarding their talent and recruitment processes.

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Working Lunch


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PLENARY (MAIN ROOM)

15:45 Linking Diversity & Inclusion to Business PerformanceWorkshop (Based on Non-HR Results)

Prof. Winfried Ruigrok, Dean, Executive School of Management

ST. GALLEN UNIVERSITY+ Dr. Dimitrios Georgakakis, Associate Professor & Research FellowST. GALLEN UNIVERSITY

More details to follow...

16.40 Workplace gender equality : a key driver for sustainable business successOpening Note Aniela Unguresan

Co-Founder / EDGE CERTIFIED FOUNDATION

— Fostering a gender diverse talent pool: why so slow?

— What we assume we know and what the figures are telling us about thecurrent state of workplace gender equalityGlobal best practices in fostering inclusive workplaces

17:00 Positioning gender as a business priorityC-Suite Round-Table Panel Topics:

— Which gender equality practices elicit sustainable value and how both menand women benefitted from it.

— How the EDGE methodology served as an enabler for Gender equality as abusiness critical goal.

Panelists:— Member of Group Executive Committee,— Head of ASIA-PAC (Leading Industrial Org.)— CEO Switzerland (FMCC Company)— CAO EMEA (Leading Global Bank)— CEO Reinsurance EMEA (Global Leader in Reinsurance)

17:30 Event Chair & Day 1 Speakers Panel DiscussionDay 1 Panel Discussion Helena Trachsel

Thisfinal session on Day 1 will explore the highlights of the day while giving youthe opportunity to raise your specific challenges to the panel of experts.

18:10End of Day 1

DAY 1 PM AGENDA Diversity & Inclusion, Zurich


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DAY 2 AM AGENDA Diversity & Inclusion, Zurich

PLENARY (MAIN ROOM)

08:45 Helena TrachselChair notes Head of The Office for the Equality of Men & Women / KANTON ZURICH

MODULE 5: INCLUSIVE LEADERSHIP

08:50 Inclusive LeadershipExpert Presentation Prof. Dr. Gudrun Sander

Associate Professor Business Administration & Diversity ManagementST. GALLEN UNIVERSITY

IHow can firms, individuals, and teams handle diversity in order to realizebeneficial performance outcomes? One key driver is “inclusive leadership”.What does this mean in daily business of a (middle) manager? The topic will beapproached from a theoretical as well as a practical perspective. We address

the challenges in dealing with diversity from a leadership perspective and focuson changes necessary to achieve an inclusive work environment.

09:30 Silver Partner PresentationInteractive Workshop Details coming soon...

10:10Coff ee and Networking

MODULE 6: GLOBAL MOBILITY, DIVERSITY & WELLBEING

10:30 Managing Disability & Diff erent Ability while Driving AwarenessDiff erent Ability Stephanie Oueda, Diversity & Inclusion Manager EMEA / L’OREALDual Brand Q&A Session + Stefanie Nennstiel, HR Expert for D&I & Global Program Lead

for Autism at Work / SAP

— L’Oreal discusses the 2015 EU Disability Matters” award— L’Oreal’s approach and the impact on talent retention— Why SAP hires people with an Autistic diagnose— What are the key elements— How can the success been measured

MODULE 7: LGBT IN THE WORKPLACE


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DAY 2 PM AGENDA Friday 19 February 2016

11:10 The Business Case for LGBT DiversityEnd.User Presentation Dena Y. Lawrence

LGBT Lead, Diversity & Inclusion Council / MICROSOFT

Diversity and Inclusion is increasingly a critical business imperative asbusinesses both large and small seek competitive advantage by generatingmore creative innovation and by better reflecting the customers and segmentsthey serve. In particular the business case for LGBT diversity is two-fold:1) Market Share: companies are increasingly aware that they cannot aff ord toignore LGBT audiences, whose purchasing power amounts to a $ multi-billionopportunity;2) Employee Productivity: studies show that “closeted” LGBT employees aresignificantly less productive than those who are“out” and the costs of replacing

disenfranchised LGBT employees who leave the organisation can signifi

cantlyerode the bottom line.Despite increased eff orts by companies to promote themselves as diverse andinclusive workplaces, there continue to be challenges in attracting and retainingLGBT employees and that an alarming rate of trans people are unemployedacross Europe. Dena shares insight into Microsoft’s approach to LGBT diversityand inclusion, with the hopes of inspiring organisations of all sizes tofind theirunique opportunity to create more open, more inclusive workplaces forLGBT employees.

11:50 The Landscape For Lgbt Workplace InclusionFoundation Presentation David Pollard

Executive Director / WORKPLACE PRIDE FOUNDATION

Legal frameworks / cultural assumptions. The challenge that face manyemployers in this space with the fast-moving changes on LGBT people insociety. The importance of measurement for LGBT inclusion in the workplace.High-level view of how the Workplace Pride Global Benchmark measures theeff ectiveness of international LGBT policies and practices for major employers.A deep dive into how the Global Benchmark structures LGBT workplaceinclusion around 7 sections that impact businesses. An overview of whatWorkplace Pride does and how we (and similar organizations) engage withemployers (both public and private sectors) to initiate positive change withLGBT workplace inclusion worldwide.

12:30Working Lunch


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DAY 2 PM AGENDA Diversity & Inclusion, Zurich

PLENARY (MAIN ROOM)

MODULE 10: GLOBAL MOBILITY

15:30 Happinezz Factor - Global Mobility - Performance Booster or KillerEnd-User Presentation Betina Balitzki, Managing Director / SPOUSE CAREER CENTRE

& Former Global Head of D&I of SwisscomMore details to follow...

16:10 Mindfulness, Diversity, and Inclusive Leadership: Making the ConnectionInteractive Diversity Tanya Odom& Wellbeing Session Diversity Expert

Mindfulness articles, posts, conferences, and events have has benefited froman increased interest, curiosity, and participation globally. Neuroscientists andworkplace researchers have connected mindfulness, and mindfulness training to:

— decrease in stress— improved communication and listening— improved strategic thinking— potential increase in engagement— potential for mitigating unconscious biasThis session will highlight the important connection between mindfulness,diversity and inclusion, and inclusive leadership. What can we learn from thisincreasingly popular trend in leadership and self improvement? What are thecompanies working in this area?What are the limitations/concerns?What is thepotential individual, team and organizational impact?

16:50 Event Chair & Day 2 Speakers Panel DiscussionEnd of Seminar Panel Thisfinal session of the seminar will again explore the highlights of the day while

the Chair compiles the Hot-Point Summary and opens the discussion to thefloor for reflection.

17:00 Seminar Close.


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DAY 2 PM AGENDA Friday 19 February 2016


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OUR PARTNERS Diversity & Inclusion, Zurich

A diverse workforce guarantees a wide-ranging expertise and a

broad network of contacts as well as an inclusive and open corporate

culture that helps us to deliver high-quality products and services to

our clients and to work together eff ectively across the bank. Credit

Suisse today employs people from 163 diff erent nations.

Since 1927, Marriott has valued diversity & inclusion. Embracing

diff erences is part of the way we do business around the world, and

essential to our success as a leading hospitality company with a

growing global portfolio. Diversity and inclusion are closely tied to our

core values and our strategic business goals, so they are embedded

into every facet of our business.

PREMIUM PARTNER:

SUPPORT PARTNER:

SILVER SPONSOR:

The Centre for Balanced Leadership opts for a hands-on and

integrated approach, combining top down and bottom up

activities to achieve superior personal and business performance.

Our methodologies and tools are innovative and creative. We

have developed several games (The Balanced Leader Game®, The

Stereotypes Game, several quiz formats) to address sensitive topics in

a playful, relaxed and non-judgmental setting.


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OUR PARTNERS 18 – 19 February 2016

Bringing Innovative Human Capital, Diversity and Inclusion to a Global Workforce

MEDIA PARTNERS:


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2016_diversity & inclusion seminar zurich febr2016

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