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NEHRA’s D&I Executive Symposium: Inclusive Human Capital - Winning for the Long-Term
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When: November 14, 2017
8:00am - 4:00pm
Where: Harvard Pilgrim Health Care
1600 Crown Colony Drive
Quincy, Massachusetts  02169
United States
Contact: Marissa Cammarano

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Please join us for a 1 day exploration of the role diversity and inclusion plays in effective human capital management strategies.  Hear from local and national Chief Diversity Officers about their challenges, their successes and their unique strategies for integrating D&I into their HCM plans.


Local CEO’s will share insights on how they’ve made D&I a top business priority and their future plans for finding and keeping top talent, creating a strong market brand, and ensuring that they are positioned as a “best place to work”.


The day will include panel discussions and breakout sessions with topics focusing on building strategies to support human capital management.  This includes leveraging D&I metrics, understanding the impact of demographic shifts and strategies for mitigating the impact of unconscious bias. Please see session details/schedule below.


NEHRA Members: $399
Non-Members: $499

7:00 – 8:00AM

Registration, Continental Breakfast and Networking



8:00 – 8:15AM

Welcome and Opening Remarks

Ed Hurley Wales, VP of Diversity & Inclusion & Talent Acquisition, ADP



8:15 – 9:30AM

Chief Diversity Officer Panel:Implementing D & I Strategies for Business Success

A panel of CDO’s from three vastly different organizations will share their insights on how to implement a diversity and inclusion strategy that successfully lives in the day-to-day fabric of an organization.


Key Take Aways:

· Learn effective methods for implementing D & I strategies within organizations

· Learn how to restart/re-calibrate efforts when you hit roadblocks

· Learn ways to maintain maximum senior level involvement and support for D & I tactics

· Learn how to build in accountabilities across all level of the organization



Shawna Ferguson, Managing Director of Global Diversity & Inclusion, Wellington Management

Susan Gordon, Chief Diversity Officer, U.S. Army

Rita Hardiman, Chief Diversity Officer, Keolis



9:45 – 11:00AM –

Breakout Sessions (choice of 3) –

(1) The Novartis Story:Using Data and Analytics to Think more Inclusively About Talent and Culture

This session will focus on how Novartis, a global pharmaceutical company has employed data and analytics to stimulate a team-based approach to diversity and inclusion. This team approachhas far reaching implicationsfor innovation and product development - core business goal.

Key Takeaways:

In this workshop learn how Novartis Institutes for Biomedical Research uses:

· Diversity and Inclusion constructs such as cultural values and unconscious bias to stimulate a culture of interdisciplinary, team-based science
· Novel talent platforms, such as our post-baccalaureate and summer scholars programs , to change the way the organization thinks about innovation in drug discovery
· Using data and analytics to think more inclusively about talent and culture allowing for us to extend and improve human lives globally


Amri Johnson, Global Head for Diversity & Inclusion, Novartis Institutes for Biomedical Research


(2) Inclusive Hiring Best Practices

Our workforce is changing rapidly. It's important that we be as innovative about our recruiting processes as we are about the products we create. Come learn inclusive best practices for millennial, ethnic minorities.


Key Takeaways:

· Learn more about unconscious bias in their own recruitment process

· Discover how to review their current diversity inclusion statements, HR policies and procedures to identify potential unconscious bias in recruiting practices

· Understand why reviewing current practices and discovering their unconscious bias is a vital practice in hiring



Melissa James, President and CEO of The Tech Connection

Building Safe Spaces for Millennials in the Workplace

Current diversity and inclusion initiatives are having slow traction in lowering the high “dropout rate” of diverse millennial talent in Corporate America. With a bottom-up approach, Project 99 emphasizes a peer-to-peer curriculum driven by millennials and supported by senior leadership focused on navigating identity in the workplace. Through this session, you will learn the most up-to-date data regarding millennials in the workplace and work together to develop solutions to drive millennial engagement and retention.


Key Takeaways:

· A better understanding of the current state of millennials of color professionals and the importance of racial equity at the workplace.

· An opportunity to collaborate with others and develop solutions to drive millennial engagement and retention

Josuel Plasencia, Co-Founder, Project 99

Yulkendy Valdez, Co-Founder, Project 99



11:15AM – 12:30PM– Unconscious Bias and HR: A Theatrical Experience with IBIS Consulting Group

Using interactive theater as the modality, this session features professional actors bringing unconscious bias issues in the workplace to life. Using real-life scenarios, the team will illustrate unconscious bias, inclusive and exclusive behavior, examples of diversity and inclusion best practices, and explore ways in which you can impact outcomes at your organization.


IBIS’s Interactive Theater is a unique methodology which engages participants at a level that surpasses any conventional presentation format, immediately giving them identification with situations and characters. Participants connect with the characters, each other, and themselves in a way that is informative, illuminating, and non-threatening. It enables each audience member to make discoveries about their own unconscious biases and beliefs about how others operate, and opens their minds to different ways of interacting.


The scenarios and activities are designed to help you:

· Diagnose challenging situations and explore options for productive, high-impact interventions you can make as HR leaders.

· Recognize ways in which your own thinking, unconscious biases, and behaviors can foster or inhibit a diverse and inclusive workplace.

· Identify and practice alternative strategies for moving an organization along the D&I maturity framework.


Key Take-Aways:

· Learn about key inflection points: moments in recruitment, hiring, career development, and performance management where they have the opportunities to make a difference from a D&I perspective.

· Come away with strategies such as using behavioral interviewing techniques to ensure bias-free interviewing, reviewing job descriptions for key competencies and not just generic skills, as well as tips for reviewing resumes.



Shilpa Pherwani, Principal, IBISConsulting Group

Sheree Galpert, Learning & Creativity Director, IBIS Consulting Group


12:30 - 1:15PM - Lunch


1:15 – 2:30PM –

Breakout Sessions -


(1) Barriers and Solutions to Diversity & Inclusion at the Workplace

The first half of the session will explore why diversity and inclusion will not happen on its own by understanding the known challenges and barriers. The second half will dive into proven methods for overcoming or removing those challenges and barriers for sustainable diversity and inclusion at the workplace.

Key Takeaways:

· Fully understand the known challenges, obstacles and barriers to diversity and inclusion.

· Gain practical tools and process changes to counter those challenges, obstacles and barriers.

· Identify potential roadblocks and solutions when working towards an inclusive workplace



Su Joun, Principal, Diversity@Workplace Consulting Group


(2) Diversity Metrics: Using Data to Strengthen Tour Diversity Programs
This interactive session will explore metrics in the following areas: Diversity Events, Diversity Recruiting, Employee Resource Groups, Diversity Training and Senior Leadership Engagement. The session will provide ideas for possible metrics to use, create a time for a peer to peer discussion on metrics best practices and provide tips for using metrics in diversity programs.

Key Takeaways:

· Participants will walk away with ideas on which metrics to use in each of these key areas covered in the breakout session and insights into how metrics can help them to build effective diversity and inclusion programs.

Kari Heistad, Founder and CEO, Diversity Dashboard

(3) Aetna’s Workplace Culture, Diversity and Inclusion Journey

This workshop will share insights into Aetna’s workplace culture, diversity and inclusion (WCD&I) journey. The session will outline how WCD&I positions and differentiates Aetna in the workplace and also in the broader marketplace to support a local business strategy.

Key Takeaways:

· Participants will learn how Aetna has integrated workplace culture and diversity to drive engagement and business performance as a thought leader in this space.
· Discover what organizations can do to leverage their culture and people to drive sustainable results and outcomes.

Grace Figueredo, VP, Chief Diversity & Inclusion Officer, Aetna



2:45 – 3:45PM

A View From the Top: A CEO’s Perspective on the Importance of Diversity & Inclusion

A panel of CEO’s share their vision for how to create a human capital management strategy that will sustain growth and position their organization for the future. They will share the role they see diversity and inclusion playing in the implementation of their people strategy. You will hear what “keeps them up at night” regarding talent acquisition and talent management.


Key Take-Aways:

· Learn how to restart/re-calibrate efforts when you hit roadblocks

· Learn ways to maintain maximum senior level involvement and support for D&I tactics

· Learn how to build in accountabilities across all level of the organization



Eric Schultz, President and CEO, Harvard Pilgrim Health Care

Karen Kaplan, Chairman  and CEO, Hill Holliday



3:45PM –

Program Concludes







CEU Credits:
This program has been approved by SHRM for 6.25 credit hours, credit hours for HRCI are still pending

NEHRA is recognized by SHRM to offer Professional Development Credits (PDCs) for the SHRM-CP or SHRM-SCP. For more information, visit the SHRM certification website at

The use of this seal is not an endorsement by the HR Certification Institute of the quality of the program. It means that this program has met the HR Certification Institute's criteria to be pre-approved for recertification credit.


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