To give their fullest contribution, employees must feel they can bring their full selves to work; however research shows many do not feel comfortable doing so. They are spending valuable energy every day minimizing or managing aspects of their own diversity – of identity, background, experience – in order to succeed. This takes a particular toll on diverse talent – women, people of color, LGBT individuals, people with disabilities – at a time when organizations are struggling to recruit, retain, and develop those same individuals. But all of us, and the business, pay the price. How can we build more inclusive workplace environments where all kinds of talent feel welcome?

Actionable Allyship and Upstander Behaviors

What Will it Take? Beyond Black and White

Gender-Inclusive Organizations: The Role of Advocacy for Women and Male Leaders in Creating Real Change
The conversation about the representation and advancement of women into more senior roles has grown particularly intense, as the gender make-up of the senior suite has proved difficult to change. Today's companies cannot afford to wait in finding solutions. What is it about many workplace cultures that slows women's progress towards the leadership ranks? And where can we begin to address it?

The Next Frontier: Allies, Acceleration and Impact
The ally concept has taken hold firmly in recent years, far beyond its original LGBTQ birthplace into programs that encourage allies for inclusion more broadly. We are now witnessing the amazing involvement of male allies, white allies, allies for people with disabilities, and the list goes on. Many companies today have LGBTQ employee resource groups that are made up of a majority of allies – 80-90 percent in some cases, and this trend stands to continue growing – especially with eager millennials hopping into the mix. Companies and individuals are discussing how wider, deeper and faster culture change might occur if they're all in. Jennifer focuses on defining ally behaviors, and mapping out opportunities for proactive and strategic support that will make a tangible difference to shifting opportunities for women and other diverse talent.

Strengthening LGBTQ Leaders, Strengthening the Organization
Individuals who identify as gay, lesbian, transgendered, or bisexual continue to face multiple challenges in today's society. Although some companies have made proactive efforts to embrace the LGBTQ community, many organizations still overlook the importance of LGBTQ initiatives and thereby fail to cater to these employees' and clients' needs. In this session, targeted to developing leadership skills in high-potential leaders, with a specific lens on the experience and gifts of the LGBT community, Jennifer – a member of the LGBTQ community herself – will deliver insight and impact that enables audiences to more clearly understand how organizations can continue to strengthen culture through true inclusion of LGBT talent.

Generations in the Workplace: The Next Wave of Diversity
Generational strategies are a business imperative today, and have evolved from a fun training topic to a powerful tool for workforce engagement and innovation. Smart brands filter their biggest opportunities and challenges in customer relationships and work/life strategies through generational dynamics; they create initiatives using a social media-fueled, sophisticated understanding and respect the needs and wants of a generationally-diverse employee and customer base. This best practice discussion will highlight key generational insights and practices at corporations and in the field.

Harnessing the Power of ERGs and Executive Sponsors
Smart teams fuel company growth, and these days, ERGs are driving the front lines of business like never before. At the same time, the role of the Executive Sponsor has never been more critical in supporting this value creation, and harnessing the potential of these tremendous leadership pipelines. In this interactive session, noted ERG expert Jennifer Brown will provide an overview of the company's trademark ERG Progression Model, and will share insights and research from the pages of JBC's white paper – Executive Sponsors Fuel High Performance ERGs about how leadership can help to leverage the role of executive sponsors as powerful catalysts to accelerate ERG maturation and business alignment.