Many organizations are implementing programs to address critical issues like Diversity, Equity and Inclusion, and Psychological Safety. While programs to tackle these issues in the workplace have grown exponentially over the years, evidence shows that most programs don’t “stick.” The reality is, before you can create a truly inclusive and diverse workforce, you must commit to equitable and inclusive initiatives that support all employees. So, how can HR professionals ensure these programs are successful? Join David Cory, leadership development specialist, as he explores the relationship between DEI, Psychological Safety, Leadership, and Emotional Intelligence and how to inform programs that will make a real difference at work.

• Define DEI, Psychological Safety, Emotional Intelligence, and Leadership
• Explain the relationships among DEI, Psychological Safety, Emotional Intelligence, and Leadership
• Key action steps towards improving DEI and Psychological Safety program implementation.

The role of HR is no longer limited to recruitment, onboarding, or payroll. The function of HR has expanded; your People Strategies now influence the business outcomes of your entire organization.

Join Jason Lindstrom (Bucketlist Rewards), Jerry Gratton & Rhys Green (Trailblaze Partners), and Michelle Clayton (Visier) as they share how to create people strategies that solve your company's most significant pain points. Audience members can expect these key takeaways:

• How to identify your organization’s most critical challenges
• How to strategize for employee productivity & retention to impact customer retention & sales growth positively
• An efficient framework to build your next People Strategy

During or following the broadcast, read through Numly's Q&A session here.

In today's environment of constant workplace change, companies need to create a vibrant community of leaders that build enduring bonds of trust amongst teams, creating equity in a hybrid workplace, balancing productivity with well-being, offering better career paths and continuous coaching, developing diversity across all levels, and supporting working parents.

“Connected Leadership” is the "New Management Science", that helps accelerate racial equity across any organization and equip future leaders with the skills, peer networks, continuous learning and career growth sponsorship they need to achieve their aspirations and grow within their organization.

Numly’s “Connected Leadership” Skills Framework is structured in “FIVE Critical Dimensions” around any organization or team’s “Flow of Work” – Self, Projects, Teams, Others and Organizations; enabled by a people-centric fabric of Inclusion, Close Communication, Creative Problem Solving, and Collaboration.

This webcast will help you:

• Understand the key attributes of "Connected Leadership" and the core elements of a "Connected Leadership Development Program".
• Develop a structured blueprint to grow a vibrant community of Connected Leaders within your organization.
• Develop a strong and quantifiable business case for "Continuous Coaching" and phenomenal "Employee Retention" within your organization.

The modern HR landscape is in a period of massive evolution. Gone are the days of past practices and hunch-based people management decisions in service of efficiency, risk avoidance, and legal compliance. Instead, organizations need to reinvent HR and innovate the processes that support it to meet the changing demands of customers and employees. In this new landscape, attracting, energizing, and retaining top employees is key to maximizing innovation, and organizations in the financial services industry, in particular, will need to focus on great people management through new ways of listening to and connecting with their workforces.

Join experts from Medallia and Visier for a discussion around:

• How to respond to feedback with meaningful action
• How to use skill data to empower companies and their people to meet the demands of the constantly changing labor market
• How to capture and use employee signal data to increase employee retention and business success

Join Laszlo Bock, former SVP of People Ops at Google and author of Work Rules!, and Stephanie Camp, CMO at SeekOut, for a discussion and Q&A on Google’s recruiting tactics and how to attract talent from big tech in 2023. Laszlo will also share his thoughts on a variety of topics, from his favorite interview question to the topic of his next book, if he were to write one. During this webcast you’ll learn:

· Insights into Google’s recruiting best practices, including key predictors for hiring success

· Connection between purpose and productivity and how to hire people motivated by meaning

· What top talent wants most in 2023, including Lazlo’s thoughts on the future of remote work BONUS CONTENT: After our conversation with Laszlo, Claire Fang, SeekOut’s Chief Product Officer, will share unique insights into the major trends affecting Talent Acquisition teams in 2023.

Are you still reeling from unprecedented recruitment and retention challenges only to be confronted by economic uncertainty? HR will play a vital role in managing this, but the dilemma caused by also simultaneously having to fill a plethora of open positions, as well as retain the folks we need, creates exasperating contradictions. So how do you deal with a short-term economic issue without sacrificing a coherent strategy to deal with long-term labor shortages? Join us as JD “Xpert” Don Berman of JDXpert explains the role HR will play in leading organizations through the predicted economic downturn, and how job description technology can be used effectively to consolidate, recruit, retain and compensate talent. Attendees will learn:

• What economists are predicting for 2023 and beyond.
• The vital role HR will play in navigating organizations through the slump with an eye on long-term labor challenges.
• Four ways HR can help businesses adapt to the changing employee/employer dynamics and refine processes while balancing your labor cost against your most critical asset – people.
• How job descriptions can be used as a foundation for strategic recruitment and retention.
• Why managing job descriptions in a more impactful way can help keep organizations flexible during changing work, social, and economic environments.

The “working-age population” in the U.S. ranges from age 16 to 64. With some countries reevaluating and instituting changes to retirement age based on lifespan,. that means there are four distinct generations simultaneously in the workforce — each with their own shared history, values, and expectations from their employers, including the role HR, business leaders and people managers play in the well-being of their people. Successful leaders recognize that multigenerational workforces are key to growth and innovation, but how do you take care of all employees as they share an “office”?     

Pre-pandemic employment practices won’t take us into the future. Organizations must reconsider their HR approach and DEIB strategies to meet the demands of a new era to drive operational effectiveness, increase competitiveness for hiring top talent, and improve well-being and engagement among employees of all ages and abilities.    

Join Limeade for a fireside chat with Dr. Gabby Burlacu, Future of Work Research Manager at Accenture and Dr. Patti Fletcher, Chief Marketing Officer at Limeade to discuss the opportunities and challenges organizations face and the role HR plays in bridging the gap to create a culture that supports a multi-generational workforce.     

Tune in to learn how your organization can:  

• Identify the opportunities and challenges with four generations in the workforce today 
• Discuss strategies that allow organizations to double down on DEIB 
• Consider new approaches to your compensation and benefits to meet the needs of various age groups