Diversity and Multiculturalism in HR Leadership
Product ID : DEKA-0002
Level : Advance
Duration : 60 Minutes
Deirdre Kamber Todd is the Managing Partner of the Kamber Law Group, P.C., a next-generation law-firm located in Allentown, Pennsylvania. With twenty years’ experience, Deirdre’s areas of practice include business law, employment law, healthcare law, and HIPAA. In addition to her legal practice, she has provided training and education for both the general public and special interest organizations. She presents at national, state and local conferences, has taught as an adjunct professor for several colleges, and regularly provides training to private clients. She has provided perspectives and interviews with Bloomberg News, NPR, SHRM, and other publications and has received client and legal awards for her work.
In this program, we will evaluate diversity, multiculturalism, generational assemblage, and other forms of employee inclusion. We will consider the different forms of diversity and inclusion, the various meanings of diversity and inclusion, how to begin the conversation, how to maintain an inclusive workforce, how to raise the “return on investment” topic in an unfriendly atmosphere, and best practices for ongoing success.
- What is diversity and inclusion (D&I)
- Compliance D&I versus Best Practice D&I
- Laws relevant to D&I, including the federal anti-discrimination laws
- Specific challenges in certain areas of D&I in the new millennium
- Introducing D&I into a less enthusiastic workplace
- The ROI of D&I
- Maintaining D&I, e.g., walking the walk as well as talking the talk
- Other best practices
Course Level - Intermediate to Advanced
Who Should Attend
- HR management
- Any senior professional with administrative or employee-related job duties
Why Should You Attend
Diversity, multiculturalism, and inclusion are not just compliance buzzwords; they are essential tools of success. By incorporating diversity and inclusion into day-to-day operations, management, and vision, an organization will realize employee engagement, expansion of ideas, and an improved return on investment. Likewise, failure to establish diversity and inclusion will lead to problems with recruiting, reduced employee engagement, diminished success, and greater legal risks. We are past the “kumbaya” notion of inclusion; this program will evaluate the specific risks and rewards associated with diversity, and offer a toolset for creating and maintaining an atmosphere of productive inclusion.