Much has been said about diversity, equity and inclusion within the philanthropic sector. Diverse talent pools, equitable grantmaking processes and inclusive workplaces are all things for which we are striving. What benefit, if any, does a diverse talent pool bring to an organization? Does a lack of diversity within and organization’s talent pool translate to a less effective organization?
This precon will examine and refine the business case for diversity, equity and inclusion within the philanthropic sector. We will compare and contrast the business case for DEI within the philanthropic and private sectors. The session will focus on models for engaging diverse talent pools. In addition, representatives from the philanthropic and private sectors will help us address the following questions:
How have their organizations “operationalized” the principles of DEI within their organizations?
What have their organizations done to attract and retain diverse talent pools?
What have they done to create workplaces that are inclusive of the increasingly diverse talent pool?
How has the diversity of the talent pool influenced the methods by which they serve their stakeholders?
A panel of professionals from the arenas of talent management and inclusion will share the tactical approaches they have taken to embed diversity, equity and inclusion within their organizations. Jestine May, an HR Specialist with The Annie E. Casey Foundation, Dionne King, a thought leader and diversity and inclusion professional, and Carmen Jones, the CEO and President of Solutions Marketing Group, will join our VP of Diversity, Equity and Inclusion, Floyd Mills, for an interactive session on the business case for diversity, equity and inclusion and how this translates to implementation within an organization.
Welcome and Networking Breakfast
Examining the Business Case for Diversity, Equity, and Inclusion
We will compare and contrast the business case for diversity, equity and inclusion within the philanthropic and private sectors and examine how these differences influence the manner in which different organizations approach this topic.
A Look at the Data
An overview of diversity demographics within the philanthropic sector. We will examine the representation and attrition of women and minorities within the field and consider strategies to address the underrepresentation of talent in senior positions.
10:45 a.m.-12:15 p.m.
How are you Operationalizing Diversity, Equity, and Inclusion
Our panel of experts will discuss their experiences in moving from strategies with regard to DEI to the implementation of programs and practices. Using the talent pipeline as a model, we will discuss tools for sourcing, attracting, and hiring a more diverse talent pool. We will also discuss programs and practices being implemented to foster an inclusive workplace and retain the increasingly diverse talent we seek to hire. Attendees will be encouraged to share their organizations’ challenges related to moving from design and strategy to implementation.
Impact to our Stakeholders
We will consider the link between the diversity of an organization’s talent pool and its intersection with the organization’s external stakeholders. To what extent do organizations value cultural competency and where do opportunities for cultural clash exist between internal talent and external stakeholders?
An analysis of the lessons learned and the “packaging” of any takeaways for the attendees.