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presents The Third Annual

Executive Diversity Education Session

DO YOU REALLY WANT THEM TO STAY? Building Cultures of Inclusion: Sustaining and Retaining Talent You can build sustainable talent pipelines, but if you can’t keep people once they’ve arrived, what have you gained? Date:

Thursday, June 7, 2007

Time:

Morning Session: 7:30 a.m. to 11:30 a.m. with Continental Breakfast at 7:00 a.m.

Location: Port of Seattle at SeaTac Airport, Aviation Office Building, Main Terminal, South End of Mezzanine Level

Presenters • Jorge Farías, Managing Partner, Novations Group, Boston, MA • Steve Bucherati, Group Director, Diversity and Fairness, The Coca-Cola Company, Atlanta, GA

Who Should Attend This Session Presidents, CEOs, COOs, Senior Vice Presidents and Vice Presidents, Senior Directors and Directors along with their senior HR officers and diversity leaders


Comments About the Executive Session, 2006 “This session was particularly meaningful to me. I took away behaviors that I applied to how I interact with people day-to-day and with whom I spend time developing. It really opened my eyes to what I could do personally to lead on diversity and inclusion. The program was a little intense, but in a positive way. It helped me get outside of myself, and I developed some idea-provoking positions that I could relate to and later cover through coaching with my team.” – Dave Presley, V.P. Distribution & Logistics, REI – Recreational Equipment, Inc.

“The Executive Sessions put on by The GilDeane Group bring together all the necessary elements for Senior Leaders to understand how diversity and inclusive environments impact their businesses. World-class presenters, like-minded executives from regional businesses, their HR and diversity leaders, come together for one morning. Just one morning – and you will most likely gain at least one new strategy to improve your business. If not that, you will walk away with a broader understanding of how diversity and inclusion positively impact your organization, business, your bottom line, and the society you live in.” – Sean M. Gallagher, Sr. Manager, Talent Management, Captaris

“I found the session, Leading the Inclusive Organization: The Executives Personal Role, to be a very powerful experience. The organization was extremely efficient and effective and the session allowed for an excellent balance of learning and interacting, which really brought home the concept of inclusion. Out of many key learnings, I found the overall defining of and work around what inclusion actually is to be the most powerful. One of the absolute keys of improving and developing a more inclusive culture involves discussing the ‘undiscussables.’ As leaders, one of our key roles is developing a work environment and culture that allows that to happen.” – D.G. Bowersock, Human Resources Director, Weyerhaeuser Strand Technologies

“ Do We Really Want Them To Stay? Once or twice a year you and your leadership team get a report that outlines how the organization is doing in your recruiting efforts. The report delineates improvements in the process, provides data to assess progress and inevitably ends on a high note with a declaration of success. And then, we move on to the next order of business. But no one asks, ‘Do we really want them to stay?’ It is easy to believe that if we just take recruiting efforts seriously, the rest will take care of itself. But that simply isn’t so. Despite our best recruitment efforts, our organizations continue to lose employees. And with them go the resources, time and talent we’ve put into ‘getting them in.’ And still no one asks, ‘Do we really want them to stay?’ It is not that we fail to understand the importance of recruitment, or that our commitment is weak, or that we are holding back resources. But focusing on recruiting strategies alone is only half the work. Recruitment and retention must go hand in hand. The retention strategy that will result in the most successful outcomes is building a culture of inclusion. And now we are guided by the question, ‘Do we really want them to stay?’ From the moment we gather to create strategies, charge direct reports with meeting goals and numbers, develop teams to effectively recruit, we must also create strategies, set goals and hold leadership accountable for building and maintaining a culture of inclusion. And now we ask, ‘What must we do to get them to stay?’ Navigating our retention course with the end in mind – a culture of inclusion – Jorge Farías is the key to our retention success. This session will explore in concrete terms [with a real-life case study] what building a culture of inclusion entails. We will explore the challenges, identify some best practices and provide you an opportunity to create a plan that could work for your organization.” – Jorge Farías, Managing Partner, Novations Group, Boston, MA “ There are two sides to the ledger of diversity. An effective organization is one that can leverage diversity, inclusion and fairness to grow its business in response to an increasingly diverse consumer and customer landscape. However, and just as importantly, you must ensure that your organization is monitoring itself to ensure fairness in its employee practices. Without a foundation firmly rooted in fairness, it is unlikely that you will succeed with broader and more strategic diversity initiatives.” – Steve Bucherati, Group Director, Diversity and Fairness, The Coca-Cola Company, Atlanta, GA

Steve Bucherati


Session Goal Focusing on recruiting diverse talent is only half the story of inclusion. The other half is building cultures that welcome and sustain diverse recruits. This session will identify how executives Build Cultures of Inclusion, a process achieved through change to the organizational culture, to its systems, and to executive behavior. The outcome is not only representation but also the leveraging of diversity at all levels.

Format A workshop format that mixes lectures with small group discussions of the content and hands-on experiences. In past sessions, executives have identified the opportunity to talk with peers from other companies and to work on actual strategies and tools as very valuable and worth their time.

Content

Executives Will Walk Away Knowing…

• How do diverse people experience corporate environments? • What does a “culture of inclusion” look like? • How do you build it? What’s the strategy? • What are the barriers that undermine inclusion (and therefore recruitment and retention), such as “microinequities,” “glass / concrete / bamboo ceilings,” etc.? • What is the executive’s role in removing these barriers and building an inclusive culture that retains top talent and improves organizational performance?

• How to distinguish an inclusion strategy from a recruitment strategy. • How to recognize the benefits of an inclusion strategy. • How an inclusive culture connects recruitment to retention. • How to lead the inclusion strategy and build an inclusive culture. • What you can do personally to remove barriers to inclusion that adversely impact the talent of your employees.

About the Presenters Jorge Farías, Managing Partner, Novations Group, Boston, MA Jorge brings 20 years of experience in management consulting, executive coaching, client services and training delivery. He has done extensive work with executives and managers in Fortune 500 companies and has also worked in Europe, Central and South America. He began his career with J.Howard & Associates, now the Diversity & Inclusion Practice of Novations Group 14 years ago. Novations is one of the leading diversity and inclusion consulting firms in the United States. Prior to joining Novations in 1993, Dr. Farías taught graduate-level courses in the area of ethics.

Steve Bucherati, Group Director, Diversity and Fairness, The Coca-Cola Company, Atlanta, GA As chief diversity officer, Steve created and has led the company’s Workplace Fairness function since February 2001. He oversaw the seven-person diversity Task Force created as a result of the racial discrimination lawsuit settled by Coca-Cola in December 2000. He led the effort that moved Coca-Cola from that litigation settlement to a Top 5 ranking on DiversityInc.’s “Top 50 Companies for Diversity” list for both the 2006 and 2007 survey years. Steve will speak directly about the challenges and successes of building a culture of inclusion at Coca-Cola working with the highest levels of senior management.

Registration Fee Per Person Early Bird – $395 by May 8 After May 8 – $495

How to Register Fill out registration form (back page) and fax to The GilDeane Group, Inc. at 206.363.5028 Organizers of the 2007 Executive Session and the NW Diversity Learning Series Phone: 206.362.0336 | Email: Orders@DiversityCentral.com Website: www.diversitycentral.com/learning_series/session_executive.php


- Registration Form Do you really want them to stay? Building cultures of inclusion: Sustaining and retaining talent Presents:

The third annual Executive Diversity Education Session

Speakers: Jorge FarĂ­as, Novations Group, Boston, MA and Steve Bucherati, The Coca-Cola Company, Atlanta, GA

A Special Session for Presidents, CEOs, COOs, Vice Presidents, Senior Directors and Directors along with their senior HR officers and diversity leaders.

Your Registration Fee includes a continental breakfast. Advanced registration required. Please print and fax back this form to 206-363-5028 or mail with payment to address below.

Date: Thursday, June 7, 2007 Time: 7:30-11:30am (7:00am Continental Breakfast served)

Attendee’s Name: ______________________________

Location/Host: Port of Seattle at Sea-Tac Airport, Aviation Office Building, Main Terminal, south end of Mezzanine Level

Company name: _______________________________

Note: Driving directions, parking instructions, and building entry will be included in your confirmation email.

Phone: ________________________________________

REGISTRATION FEES:

Your email (if different): _________________________

Early Bird (By May 8th): $395 per person After May 8th: $495 per person

Payment: Pay by credit card to guarantee your registration. If paying by check, please make it payable to: The GilDeane Group, Inc. and send to: 13751 Lake City Way NE, Suite 210, Seattle WA, 98125

All registration fees must be paid in full prior to June 7, 2007

Your Name (if different): ________________________

Title: __________________________________________

Attendee Email: _______________________________

Credit card (please circle one): To register, please fax this form to: Sue Gil The GilDeane Group, Inc. Fax: 206- 363-5028 Tel: 206-362-0336 Email: Sue@diversitycentral.com Hotels at the airport: Radisson: 800- 333-3333 Red Lion: 206-246-5535 Hilton: 206-244-4800 Holiday Inn Express: 206-824-3200 Comfort Inn & Suites: 206-878-1100

Visa

Mastercard

American Express Number____________________________________ Exp. date ________________ Name on credit card (please print) ____________________________________________ Signature for credit card authorization ____________________________________________

Organized by: The GilDeane Group, Inc. Publishers of www.DiversityCentral.com

Cancellation Policy: Registration Fees are not refundable but are transferable to another person.

NWDLS Executive Diversity Education Session: Building Inclusion  

Building Cultures of Inclusion: Sustaining and Retaining Talent

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