Great Place To Work /resources/summit-focus-sessions 2025-04-30T04:47:26-04:00 Great Place To Work Joomla! - Open Source Content Management 2022-11-01T15:02:53-04:00 2022-11-01T15:02:53-04:00 /resources/summit-focus-sessions/from-good-to-great-the-science-behind-ranking-the-best-workplaces Great Place To Work

<p><img src="//images/FAS2022/gptw_ppt_tn.png" /></p><p>How much better are great workplaces than the average U.S. company? Why and how does Great Place To Work® assess Trust, Maximizing Human Potential, Values, Leadership Effectiveness, Innovation By All, and Values to determine 카지노커뮤니티 and Best Workplaces™ list rankings? What makes a workplace stand out as one of the best in 2022? My survey scores seem really high, why didn’t I make a list? What areas should I be focusing on to improve my 카지노커뮤니티 score?&nbsp;</p> <p>In this session, we’ll answer these questions and more based on insights gathered from 1.2 million employees participating in 카지노커뮤니티 in the last 12 months in the U.S. alone.&nbsp;</p> <p>In this session, attendees will:</p> <ul> <li>Learn about the data and methodology behind Great Place To Work’s evaluations</li> <li>Learn how the data and our methodology can help you improve your business, your workplace, and the competitiveness of your 카지노커뮤니티 and list applications</li> <li>Learn what makes our Best Workplaces stand out – including key learnings and identifying common mistakes from your own employee survey results</li> </ul>

<p><img src="//images/FAS2022/gptw_ppt_tn.png" /></p><p>How much better are great workplaces than the average U.S. company? Why and how does Great Place To Work® assess Trust, Maximizing Human Potential, Values, Leadership Effectiveness, Innovation By All, and Values to determine 카지노커뮤니티 and Best Workplaces™ list rankings? What makes a workplace stand out as one of the best in 2022? My survey scores seem really high, why didn’t I make a list? What areas should I be focusing on to improve my 카지노커뮤니티 score?&nbsp;</p> <p>In this session, we’ll answer these questions and more based on insights gathered from 1.2 million employees participating in 카지노커뮤니티 in the last 12 months in the U.S. alone.&nbsp;</p> <p>In this session, attendees will:</p> <ul> <li>Learn about the data and methodology behind Great Place To Work’s evaluations</li> <li>Learn how the data and our methodology can help you improve your business, your workplace, and the competitiveness of your 카지노커뮤니티 and list applications</li> <li>Learn what makes our Best Workplaces stand out – including key learnings and identifying common mistakes from your own employee survey results</li> </ul> 2022-11-01T15:02:53-04:00 2022-11-01T15:02:53-04:00 /resources/summit-focus-sessions/using-bold-leadership-and-accountability-to-build-your-talent-framework Great Place To Work

<p><img src="//images/FAS2022/accenture_ppt_tn.png" /></p><p>Today’s labor market is in a state of flux — but that’s nothing new. The world around us is constantly shifting, impacting lives both in and out of the workplace. What is new is that people are rethinking their relationship with work and their key strategies for retaining talent. 96% of culture and experience leaders say addressing skills shortages and retaining talent are their biggest priorities in the next 12 months.&nbsp;</p> <p>To compete, companies must create an environment where people can thrive, experiences are personalized, and leaders at all levels are held accountable. When employees are left “net better off” (NBO), the value of those actions can foster a true sense of belonging for everyone.</p> <p>Hear from Accenture’s North America Inclusion and Diversity Lead as she shares a talent framework for building bold leadership and comprehensive action, thus creating an empowering environment that holds leaders accountable for measuring and progressing inclusion, while accelerating equity for all.&nbsp;</p> <p>In this session, attendees will learn:</p> <ul> <li>What it means to be “net better off”; providing leaders with actionable steps that they can take to address more dimensions of employee life, thus fostering a true sense of belonging</li> <li>How to build a talent framework through bold leadership, comprehensive action and empowering environments</li> <li>How to use accountability to close crucial equity gaps within your organization</li> </ul>

<p><img src="//images/FAS2022/accenture_ppt_tn.png" /></p><p>Today’s labor market is in a state of flux — but that’s nothing new. The world around us is constantly shifting, impacting lives both in and out of the workplace. What is new is that people are rethinking their relationship with work and their key strategies for retaining talent. 96% of culture and experience leaders say addressing skills shortages and retaining talent are their biggest priorities in the next 12 months.&nbsp;</p> <p>To compete, companies must create an environment where people can thrive, experiences are personalized, and leaders at all levels are held accountable. When employees are left “net better off” (NBO), the value of those actions can foster a true sense of belonging for everyone.</p> <p>Hear from Accenture’s North America Inclusion and Diversity Lead as she shares a talent framework for building bold leadership and comprehensive action, thus creating an empowering environment that holds leaders accountable for measuring and progressing inclusion, while accelerating equity for all.&nbsp;</p> <p>In this session, attendees will learn:</p> <ul> <li>What it means to be “net better off”; providing leaders with actionable steps that they can take to address more dimensions of employee life, thus fostering a true sense of belonging</li> <li>How to build a talent framework through bold leadership, comprehensive action and empowering environments</li> <li>How to use accountability to close crucial equity gaps within your organization</li> </ul> 2022-11-01T15:02:53-04:00 2022-11-01T15:02:53-04:00 /resources/summit-focus-sessions/how-oc-tanner-is-creating-a-community-of-belonging Great Place To Work

<p><img src="//images/FAS2022/octanner_ppt_tn.png" /></p><p>Creating a place of deep belonging and support for every person has been at the heart of every O.C. Tanner Company decision since its founding. Using their 40-year history of hiring refugees as a roadmap, O.C. Tanner is committed to creating a place where employees from all types of diverse backgrounds are empowered to grow, contribute, and belong.&nbsp;</p> <p>Hear from the Chief Marketing &amp; People Officer and Wellbeing &amp; Safety Leader, as they share how their history of hiring refugees has taught them to look beyond basic DE&amp;I efforts to practices that focus on transformative belonging, community, and employee fulfillment.&nbsp;</p> <p>In this session, attendees will:</p> <ul> <li>Learn how O.C. Tanner used insights from their research to build and empower their workforce</li> <li>Understand why prioritizing belonging creates the best outcomes for a culture of deeply integrated DE&amp;I awareness and action</li> <li>Discover how your employee recognition efforts can increase the depth and effectiveness of your DE&amp;I efforts</li> </ul>

<p><img src="//images/FAS2022/octanner_ppt_tn.png" /></p><p>Creating a place of deep belonging and support for every person has been at the heart of every O.C. Tanner Company decision since its founding. Using their 40-year history of hiring refugees as a roadmap, O.C. Tanner is committed to creating a place where employees from all types of diverse backgrounds are empowered to grow, contribute, and belong.&nbsp;</p> <p>Hear from the Chief Marketing &amp; People Officer and Wellbeing &amp; Safety Leader, as they share how their history of hiring refugees has taught them to look beyond basic DE&amp;I efforts to practices that focus on transformative belonging, community, and employee fulfillment.&nbsp;</p> <p>In this session, attendees will:</p> <ul> <li>Learn how O.C. Tanner used insights from their research to build and empower their workforce</li> <li>Understand why prioritizing belonging creates the best outcomes for a culture of deeply integrated DE&amp;I awareness and action</li> <li>Discover how your employee recognition efforts can increase the depth and effectiveness of your DE&amp;I efforts</li> </ul> 2022-11-01T15:02:53-04:00 2022-11-01T15:02:53-04:00 /resources/summit-focus-sessions/how-kpmg-is-using-transparency-to-drive-diversity-equity-inclusion-progress Great Place To Work

<p><img src="//images/FAS2022/kpmg_ppt_tn.png" /></p><p>Transparency is a crucial ingredient in advancing programs focused on diversity, equity, inclusion &amp; belonging (DEIB). Without it, a company’s efforts can lack authenticity and leave employees without clarity about their role in helping the organization change.</p> <p>KPMG has put transparency at the heart of its DEIB programs. To establish transparency as a company-wide goal, the firm publishes an annual Transparency Report that catalogs the firm’s efforts to ensure professional standards and develop its workforce.</p> <p>Pulling back the curtain can be scary – but KPMG has embraced the challenge. The process has been informative, with leaders learning how the power of transparency can transform a business, a community and the world.</p> <p>In this session, hear more about lessons learned from KPMG’s transparency initiative, with tips on how to engage the whole organization around transparent reporting and communication.</p> <p>In this session, attendees will learn:</p> <ul> <li>How to make the business case for transparency and overcome common roadblocks</li> <li>How to benchmark and report on their organization’s transparency</li> <li>Strategies for engaging important leaders and building companywide momentum</li> </ul>

<p><img src="//images/FAS2022/kpmg_ppt_tn.png" /></p><p>Transparency is a crucial ingredient in advancing programs focused on diversity, equity, inclusion &amp; belonging (DEIB). Without it, a company’s efforts can lack authenticity and leave employees without clarity about their role in helping the organization change.</p> <p>KPMG has put transparency at the heart of its DEIB programs. To establish transparency as a company-wide goal, the firm publishes an annual Transparency Report that catalogs the firm’s efforts to ensure professional standards and develop its workforce.</p> <p>Pulling back the curtain can be scary – but KPMG has embraced the challenge. The process has been informative, with leaders learning how the power of transparency can transform a business, a community and the world.</p> <p>In this session, hear more about lessons learned from KPMG’s transparency initiative, with tips on how to engage the whole organization around transparent reporting and communication.</p> <p>In this session, attendees will learn:</p> <ul> <li>How to make the business case for transparency and overcome common roadblocks</li> <li>How to benchmark and report on their organization’s transparency</li> <li>Strategies for engaging important leaders and building companywide momentum</li> </ul> 2022-11-01T15:02:53-04:00 2022-11-01T15:02:53-04:00 /resources/summit-focus-sessions/pivoting-from-understanding-to-action-how-plante-moran-is-creating-an-intentional-culture-of-inclusion Great Place To Work

<p><img src="//images/FAS2022/plante_ppt_tn.png" /></p><p>Plante Moran DEI Leader Hawzien Gebremedhin is passionate about helping marginalized people of all backgrounds feel supported and empowered. Her “If not me, then who?” approach to life led her to become Plante Moran’s DEI leader. It also inspired her to create the Tigray Action Committee, a nonprofit organization committed to giving back and building awareness of the genocide happening in Tigray, Ethiopia, where she and her family emigrated from when she was just one year old.</p> <p>Hawzien arrived at Plante Moran in 2021 on the heels of the racial reckoning that swept the nation the summer before. Although the firm had launched its DEI Council nearly 20 years earlier – before that was common practice among businesses – it was experiencing a rebirth, driven by passionate staff with a hunger for change and demonstrable progress.</p> <p>While the firm will be the first to acknowledge that there’s still – and will always be – work to do, under Hawzien’s leadership, they’ve made significant strides.&nbsp;</p> <p>Hear how Plante Moran has pivoted from a “year of understanding” to a “year of action”; why they’re questioning the wisdom of “cultural fit” and leaning, instead, toward “cultural contribution”; and how they’re slowly, but deliberately, moving toward their aspirational ideal—a firm that values the unique identities and experiences of its staff, where everyone has an equitable and fair opportunity to succeed, and where every staff member can proudly say, “I know I belong here.”&nbsp;</p> <p>In this session, attendees will learn:</p> <ul> <li>How to be more intentional and hold leadership accountable to create a For All culture in which all employees belong, contribute, and grow</li> <li>How to leverage your employee resource groups to inform and influence DEI business strategies</li> <li>How to integrate your DEI efforts into employee professional development and compensation&nbsp;</li> </ul>

<p><img src="//images/FAS2022/plante_ppt_tn.png" /></p><p>Plante Moran DEI Leader Hawzien Gebremedhin is passionate about helping marginalized people of all backgrounds feel supported and empowered. Her “If not me, then who?” approach to life led her to become Plante Moran’s DEI leader. It also inspired her to create the Tigray Action Committee, a nonprofit organization committed to giving back and building awareness of the genocide happening in Tigray, Ethiopia, where she and her family emigrated from when she was just one year old.</p> <p>Hawzien arrived at Plante Moran in 2021 on the heels of the racial reckoning that swept the nation the summer before. Although the firm had launched its DEI Council nearly 20 years earlier – before that was common practice among businesses – it was experiencing a rebirth, driven by passionate staff with a hunger for change and demonstrable progress.</p> <p>While the firm will be the first to acknowledge that there’s still – and will always be – work to do, under Hawzien’s leadership, they’ve made significant strides.&nbsp;</p> <p>Hear how Plante Moran has pivoted from a “year of understanding” to a “year of action”; why they’re questioning the wisdom of “cultural fit” and leaning, instead, toward “cultural contribution”; and how they’re slowly, but deliberately, moving toward their aspirational ideal—a firm that values the unique identities and experiences of its staff, where everyone has an equitable and fair opportunity to succeed, and where every staff member can proudly say, “I know I belong here.”&nbsp;</p> <p>In this session, attendees will learn:</p> <ul> <li>How to be more intentional and hold leadership accountable to create a For All culture in which all employees belong, contribute, and grow</li> <li>How to leverage your employee resource groups to inform and influence DEI business strategies</li> <li>How to integrate your DEI efforts into employee professional development and compensation&nbsp;</li> </ul> 2022-11-01T15:02:53-04:00 2022-11-01T15:02:53-04:00 /resources/summit-focus-sessions/using-proximity-to-drive-deeper-and-more-impactful-leadership-behavior Great Place To Work

<p><img src="//images/FAS2022/cisco_ppt_tn.png" /></p><p>Leaders often approach DEIB strategies through attracting more diverse talent, driving fair and equitable hiring practices, and mitigating bias. While these are all crucial parts of a long-term DEIB strategy, a key component that can drive deeper and more impactful leadership behavior is missing: proximity.</p> <p>Leaders are instrumental in driving workplace culture and must take responsibility for creating collaborative and creative spaces where people across the full spectrum of diversity can drive transformation and innovation. Developing the mindset, skillset and toolset for getting proximate to difference and creating inclusive cultures is a leadership superpower for leaders at all levels.</p> <p>Hear from Cisco’s senior director of inclusion &amp; collaboration as he shares how his company’s proximity initiative helps leaders drive a conscious and inclusive culture. When leaders develop the ability to get proximate, they leverage empathy, curiosity and authenticity and integrate them into their leadership skill set.</p> <p>In this session, attendees will learn:</p> <ul> <li>What proximity is and how it’s leveraged to develop leaders</li> <li>From leaders who have been impacted by the experience</li> <li>Best practices through case studies to introduce proximity in their organization</li> </ul>

<p><img src="//images/FAS2022/cisco_ppt_tn.png" /></p><p>Leaders often approach DEIB strategies through attracting more diverse talent, driving fair and equitable hiring practices, and mitigating bias. While these are all crucial parts of a long-term DEIB strategy, a key component that can drive deeper and more impactful leadership behavior is missing: proximity.</p> <p>Leaders are instrumental in driving workplace culture and must take responsibility for creating collaborative and creative spaces where people across the full spectrum of diversity can drive transformation and innovation. Developing the mindset, skillset and toolset for getting proximate to difference and creating inclusive cultures is a leadership superpower for leaders at all levels.</p> <p>Hear from Cisco’s senior director of inclusion &amp; collaboration as he shares how his company’s proximity initiative helps leaders drive a conscious and inclusive culture. When leaders develop the ability to get proximate, they leverage empathy, curiosity and authenticity and integrate them into their leadership skill set.</p> <p>In this session, attendees will learn:</p> <ul> <li>What proximity is and how it’s leveraged to develop leaders</li> <li>From leaders who have been impacted by the experience</li> <li>Best practices through case studies to introduce proximity in their organization</li> </ul> 2022-11-01T15:02:53-04:00 2022-11-01T15:02:53-04:00 /resources/summit-focus-sessions/how-world-wide-technology-uses-listening-and-storytelling-to-power-a-purpose-driven-employee-experience Great Place To Work

<p><img src="//images/FAS2022/wwt_ppt_tn.png" /></p><p>What does it look like when a company actively listens to its employees in a purpose-driven way? World Wide Technology goes beyond collecting feedback through their annual surveys to conducting regular listening sessions. These sessions surface issues that matter most to its workforce so that leadership can take action, based on WWT’s DEI learning concept “Listen, Learn, Act”.</p> <p>The company’s efforts have resulted in a culture where workers feel cared for and supported and take pride in their work. With 9 out of 10 employees saying they are proud to work there, World Wide Technology has earned a spot on the Fortune 100 Best 카지노 커뮤니티 추천 to Work For® list for the last decade.</p> <p>To ensure employees feel seen, leaders are trained to recognize each individual’s uniqueness, and workers are encouraged to share their story with the company. Programs were created to offer opportunities for to exposure to different backgrounds and experiences, fostering empathy across the organization. Employees are encouraged to share stories of challenge, growth and inspiration on the companies’ storyteller platform, a library of stories that have amassed thousands of interactions.</p> <p>In this session, hear from World Wide Technology’s For All leaders about their relentless efforts to elevate the voice of the employee – essential work that helps anchor the company’s strategies around diversity, equity and inclusion.</p> <p>In this session, attendees will learn:</p> <ul> <li>How creating active listening sessions builds employee trust and leads to positive change within the global organization, expanding communication efforts, allowing teams from all parts of the world to participate and creating a feedback loop between executive leadership and employees</li> <li>Tips for using storytelling to build empathy and lessons learned from WWT’s storytelling program</li> <li>Why and how their organization might create its own employee storytelling program, with strategies to drive high engagement</li> </ul>

<p><img src="//images/FAS2022/wwt_ppt_tn.png" /></p><p>What does it look like when a company actively listens to its employees in a purpose-driven way? World Wide Technology goes beyond collecting feedback through their annual surveys to conducting regular listening sessions. These sessions surface issues that matter most to its workforce so that leadership can take action, based on WWT’s DEI learning concept “Listen, Learn, Act”.</p> <p>The company’s efforts have resulted in a culture where workers feel cared for and supported and take pride in their work. With 9 out of 10 employees saying they are proud to work there, World Wide Technology has earned a spot on the Fortune 100 Best 카지노 커뮤니티 추천 to Work For® list for the last decade.</p> <p>To ensure employees feel seen, leaders are trained to recognize each individual’s uniqueness, and workers are encouraged to share their story with the company. Programs were created to offer opportunities for to exposure to different backgrounds and experiences, fostering empathy across the organization. Employees are encouraged to share stories of challenge, growth and inspiration on the companies’ storyteller platform, a library of stories that have amassed thousands of interactions.</p> <p>In this session, hear from World Wide Technology’s For All leaders about their relentless efforts to elevate the voice of the employee – essential work that helps anchor the company’s strategies around diversity, equity and inclusion.</p> <p>In this session, attendees will learn:</p> <ul> <li>How creating active listening sessions builds employee trust and leads to positive change within the global organization, expanding communication efforts, allowing teams from all parts of the world to participate and creating a feedback loop between executive leadership and employees</li> <li>Tips for using storytelling to build empathy and lessons learned from WWT’s storytelling program</li> <li>Why and how their organization might create its own employee storytelling program, with strategies to drive high engagement</li> </ul> 2022-11-01T15:02:53-04:00 2022-11-01T15:02:53-04:00 /resources/summit-focus-sessions/building-ergs-that-deliver-impact-and-foster-inclusion-for-all Great Place To Work

<p><img src="//images/FAS2022/dow_ppt_tn.png" /></p><p>Employee Resource Groups (ERGs) are quickly becoming a powerful and essential tool for improving workplaces. ERGs create critical spaces to recognize and develop leadership within underrepresented groups.</p> <p>For Dow, one of only four companies in Manufacturing &amp; Production to make the Fortune 100 Best Places to Work For® list in 2022, ERGs are core to the inclusion, diversity, and equity strategy. They are catalysts for inclusion and are a resource for both employees and the company on critical focus areas and opportunities. Since the launch of their revamped inclusion strategy in 2017, Dow’s global ERG participation has more than tripled, increasing from 15% to 52%. According to their annual Voice employee survey, ERG participants experience higher overall employee satisfaction than non-ERG participants by 10 percentage points.&nbsp; &nbsp;</p> <p>Hear from Dow’s corporate director of inclusion as she walks through Dow’s transformation and offers lessons from its work to build inclusive and powerful ERGs. This session will examine strategies for getting ERGs off the ground and tips for taking the ideas that come from these invaluable groups to create companywide action and change.</p> <p>In this session, attendees will learn:</p> <ul> <li>How to build ERGs that contribute to business success</li> <li>The tactics that Dow used to triple global ERG participation, and get 98% of people leaders to join in</li> <li>What is driving Dow’s ERG participants to report 10% higher overall satisfaction at work</li> </ul>

<p><img src="//images/FAS2022/dow_ppt_tn.png" /></p><p>Employee Resource Groups (ERGs) are quickly becoming a powerful and essential tool for improving workplaces. ERGs create critical spaces to recognize and develop leadership within underrepresented groups.</p> <p>For Dow, one of only four companies in Manufacturing &amp; Production to make the Fortune 100 Best Places to Work For® list in 2022, ERGs are core to the inclusion, diversity, and equity strategy. They are catalysts for inclusion and are a resource for both employees and the company on critical focus areas and opportunities. Since the launch of their revamped inclusion strategy in 2017, Dow’s global ERG participation has more than tripled, increasing from 15% to 52%. According to their annual Voice employee survey, ERG participants experience higher overall employee satisfaction than non-ERG participants by 10 percentage points.&nbsp; &nbsp;</p> <p>Hear from Dow’s corporate director of inclusion as she walks through Dow’s transformation and offers lessons from its work to build inclusive and powerful ERGs. This session will examine strategies for getting ERGs off the ground and tips for taking the ideas that come from these invaluable groups to create companywide action and change.</p> <p>In this session, attendees will learn:</p> <ul> <li>How to build ERGs that contribute to business success</li> <li>The tactics that Dow used to triple global ERG participation, and get 98% of people leaders to join in</li> <li>What is driving Dow’s ERG participants to report 10% higher overall satisfaction at work</li> </ul> 2022-11-01T15:02:53-04:00 2022-11-01T15:02:53-04:00 /resources/summit-focus-sessions/how-ukg-is-building-the-foundation-for-pay-equity Great Place To Work

<p><img src="//images/FAS2022/ukg_ppt_tn.png" /></p><p>Establishing pay equity requires building a foundation based on equity of opportunity for all, and this starts with looking across the employee journey lifecycle and leaning into all the moments that matter. Attempts to close pay gaps and address systemic inequality in the workplace will continue to fail if companies and leaders are not continuously assessing the employee journey experience as an ever-evolving ecosystem of equities. By creating equity of opportunity throughout the employee journey, pay equity will ultimately become a more successful outcome.</p> <p>UKG has made equity of opportunity a priority, both for itself and the wider business community. But how does a company move from strong words to meaningful action?</p> <p>In this session, UKG’s chief people officer will break down the tactics and tools that inclusive leaders are using to create a workplace that provides equity of opportunity for all.</p> <p>In this session, attendees will learn:</p> <ul> <li>How to examine the employee journey lifecycle in connection to opportunity</li> <li>Guidance on how to use technology in the employee journey to create equitable experiences.</li> <li>Tips for scaling pay equity programs to a global workforce</li> <li>How this work is a constantly evolving ecosystem and how to check for unconscious biases.</li> </ul>

<p><img src="//images/FAS2022/ukg_ppt_tn.png" /></p><p>Establishing pay equity requires building a foundation based on equity of opportunity for all, and this starts with looking across the employee journey lifecycle and leaning into all the moments that matter. Attempts to close pay gaps and address systemic inequality in the workplace will continue to fail if companies and leaders are not continuously assessing the employee journey experience as an ever-evolving ecosystem of equities. By creating equity of opportunity throughout the employee journey, pay equity will ultimately become a more successful outcome.</p> <p>UKG has made equity of opportunity a priority, both for itself and the wider business community. But how does a company move from strong words to meaningful action?</p> <p>In this session, UKG’s chief people officer will break down the tactics and tools that inclusive leaders are using to create a workplace that provides equity of opportunity for all.</p> <p>In this session, attendees will learn:</p> <ul> <li>How to examine the employee journey lifecycle in connection to opportunity</li> <li>Guidance on how to use technology in the employee journey to create equitable experiences.</li> <li>Tips for scaling pay equity programs to a global workforce</li> <li>How this work is a constantly evolving ecosystem and how to check for unconscious biases.</li> </ul> 2020-04-01T15:02:53-04:00 2020-04-01T15:02:53-04:00 /resources/summit-focus-sessions/ethics-and-diversity-in-ai-a-framework-to-build-trust-in-the-workplace Great Place To Work

<p><img src="https://kapost-files-prod.s3.amazonaws.com/kapost/5b4e215bf990670004001e30/studio/content/5dd838ed2ea0b6001e00016f/attachments/1586841533-58e9384b-3d4d-4d58-af64-345e3ab3d229/HyperGiant.PNG" /></p><p>The fourth industrial revolution is here. But will it be positive For All? As organizations across the globe begin their artificial intelligence transformation, the leap into the AI era is going to be an order of magnitude more challenging than any technology businesses have grappled with. The challenges go well beyond technical matters to touch on issues of fairness, inclusion and ethics. How can organizations ensure that products and internal systems developed with AI not only avoid bias but contribute to a more equitable employee experience, improved business results and create a better world?</p> <p>Come to this workshop-style session to explore how leaders versed in ethics can thrive, build trust and create enormous value in the emerging business landscape. Led by Will Griffin, VP of Ethics &amp; Diversity in AI at Hypergiant Industries, a Certified-Great Place To Work that develops custom AI products. Will has created an ethical reasoning framework for evaluating AI tools, a design that includes the use of diverse “red teams” who review, question and test AI use cases. With Will’s guidance, you will wrestle with real-world case studies and come away better equipped to navigate the new realms of AI.</p> <p>Learnings from this session include:</p> <ul> <li>Discover how non-technologists can assess and add value to AI</li> <li>Learn how to develop and deploy ethical reasoning at every stage of the AI process</li> <li>Hear how to create a diversified “red team” to challenge proposed use cases for AI</li> </ul>

<p><img src="https://kapost-files-prod.s3.amazonaws.com/kapost/5b4e215bf990670004001e30/studio/content/5dd838ed2ea0b6001e00016f/attachments/1586841533-58e9384b-3d4d-4d58-af64-345e3ab3d229/HyperGiant.PNG" /></p><p>The fourth industrial revolution is here. But will it be positive For All? As organizations across the globe begin their artificial intelligence transformation, the leap into the AI era is going to be an order of magnitude more challenging than any technology businesses have grappled with. The challenges go well beyond technical matters to touch on issues of fairness, inclusion and ethics. How can organizations ensure that products and internal systems developed with AI not only avoid bias but contribute to a more equitable employee experience, improved business results and create a better world?</p> <p>Come to this workshop-style session to explore how leaders versed in ethics can thrive, build trust and create enormous value in the emerging business landscape. Led by Will Griffin, VP of Ethics &amp; Diversity in AI at Hypergiant Industries, a Certified-Great Place To Work that develops custom AI products. Will has created an ethical reasoning framework for evaluating AI tools, a design that includes the use of diverse “red teams” who review, question and test AI use cases. With Will’s guidance, you will wrestle with real-world case studies and come away better equipped to navigate the new realms of AI.</p> <p>Learnings from this session include:</p> <ul> <li>Discover how non-technologists can assess and add value to AI</li> <li>Learn how to develop and deploy ethical reasoning at every stage of the AI process</li> <li>Hear how to create a diversified “red team” to challenge proposed use cases for AI</li> </ul>