In this podcast you will hear from Travelers and Augsburg University about the benefits of Employer Pipeline Programs. These two partner organizations will take you through the history and structure of Travelers premiere employer pipeline program, Travelers EDGE.

Learn how EDGE is transformational in the lives of its participants and why more employer pipeline programs like this are needed in our society.

Equitable Dinners at Work are custom programs supporting your workplace commitment to advancing equity and belonging through meaningful opportunities for empathy, understanding, and a safe space to practice talking about race and other difficult topics. Based on Out of Hand Theater’s model of Art + Information + Conversation = Culture Shift ©, Equitable Dinners at Work is our solution to a common problem of embedding diversity, equity and inclusion principles in daily organizational practice and gives you skills to enact it in your context. You will leave this session with: 1) Increased understanding of how the arts can be used to activate empathy for people of diverse identities by making the lived experiences of other people appreciatively visible. 2) Increased awareness of how using the Art + Information + Conversation = Culture Shift © model supports ease in naming and discussing equity, diversity and inclusion issues in the workplace. 3) Increased understanding of how this model inspires participants toward taking positive action in alignment with your workplace commitment and their spheres of influence.

There is a compelling body of data that shows how limited access to reproductive health services will harm America's workforce and negatively impact US companies. Limits on reproductive health access also disproportionately harms marginalized communities and is therefore a worker equity issue.

Join us for a deep-dive workshop on how employers can best protect the reproductive health access of their workforce with seven key benefits. Using Gender IDEAL's Pro Repro Playbook, we'll dig into the why and how to provide these benefits, reviewing a cost/benefit calculator, the process for adding benefits, and specific platforms that have developed products to support employers' ability to safely and confidentially provide these benefits.

Learning Outcomes:

1. Understanding the business case why organizations should protect workers' reproductive health access and why it is an equity issue.

2. The seven benefits that are critical to protecting worker reproductive health and safety

3. How to price the costs and benefits of the seven benefits, and specific tools that exist to help employers provide these benefits to their workforce

Are your Employee Resource Groups losing steam? Research shows mentoring is a proven solution for the advancement and retention of top talent. Many organizations do not have enough mentors to meet the requests. More hybrid and remote work environments make it more difficult for employees to find mentors and find the time to connect.

Join us to learn how group mentoring circles can allow you to scale your mentoring efforts, maximize your reach, excite your mentors, ignite peer mentoring, and save your mentors time.

Learning Outcomes:

1. Understand how group mentoring can be easily scaled within an ERG to spark deeper connections and a sense of community and belonging.
2. Learn how to launch and sustain momentum with budget-friendly resources to increase executive leadership and employee engagement.
3. Gain ideas on how to provide equitable access to mentoring and potential sponsorship as you grow the program.

In this podcast this human will share his story as an openly transgender man who came out at 15—one of the first to do so in his entire town. Despite being a rapidly-growing group of over 3 million individuals, trans, nonbinary, and gender-nonconforming people are often left out of DEI efforts and conversations. After reviewing what it means to be transgender and all of the language that comes up in these conversations, we'll discuss issues facing the transgender community in the workforce and the world at large, why it matters to be proactive about your company, and what your organization can do to create a safe, supportive environment for all people.

Learning Outcomes: 

• Listeners will gain a strong understanding of what it means to be transgender or nonbinary.
• Listeners will understand the importance of active allyship in all scenarios, even and especially when there isn't a transgender person around.
• Listeners will feel equipped to be active allies and champions for transgender and LGBTQ+ people in all areas of life.

In this podcast you’ll learn about the United States’ diverse histories and how they impact work culture while expanding perspective regarding whose history is relevant/important.

Learning Outcomes:
Understanding the impact sharing diverse histories has on work couture.
Identify goals, develop strategies and determine further actions for personal growth.
Expand perspective regarding who’s history is relevant/important. 

Learning Outcomes 

- New data from WorkStep about the #1 reason for supply chain worker turnover.

- Companies awareness of the issues.

- What companies can do to overcome the workforce shortage.

Description 

New research from WorkStep – a hiring and retention platform for supply chain – found that 77% of frontline employees are considering new roles in the next three months.
Historic employee turnover continues to plague businesses operating in the supply chain. WorkStep’s looks at the top factors contributing to employee dissatisfaction, as well as other key themes: The Great Resignation is far from over. Aside from more than three-quarters of respondents saying they plan to explore a new role, the data also found: 46% have been in their current roles for less than one year 54% have switched jobs in the past year
Despite record high turnover, management teams rarely, if ever, ask for feedback from their frontline supply chain workforce.
41% of respondents said management never seeks feedback
8% say they’re asked to provide feedback once a year
For the employees that get to provide feedback, 70% say their voices aren’t being heard.
CEO and co-founder of WorkStep founded WorkStep to help companies empower their frontline workers. The supply chain is a struggling industry that will not recover if these workers continue to be disregarded.

Learning Outcomes 

1. Taking steps to increase 4 core feelings (at work, home, school or community) to eliminate shame and increase healthy belonging and significance.

2. Steps to redirect power struggles (one of 5 patterns) when people believe "might makes right" and "win/lose" is how life works.

3. Forgiving self by knowing 4 steps of change: Unconsciously unhelpful, CONSCIOUSLY UNHELPFUL (get kind), consciously helpful, unconsciously helpful.

Description 

Challenged by poor behavior in others? Tired of harshness AND permissiveness in reaction to it? What do you do, think, and say when people annoy you, anger you, hurt you, worry you or insult you? Are you looking for ways to gain cooperation with adults and children and effect change without diminishing yourself or others? Want effective alternatives to harshness or permissiveness when facing poor behavior? This presentation is for anyone challenged with poor behavior, who wants an effective resolution that preserves the dignity of all involved and improves relationships and a positive sense of community in all.