TalentCon Virtual Conference: Talent Management During
Times of Uncertainty

While Baby Boomers still make up a portion of the workforce, organizations must start planning now for their eventual mass exodus. And if your Boomer workers have been at your organization for years, you’re probably panicking about all the lost knowledge they’ll take with them when they leave.

Fear not! There are a few ways you can overcome the knowledge gap, and it starts with utilizing your existing workers. Enter: peer-to-peer learning and mentoring. These training methods are a great way to boost your employees’ skill sets while keeping institutional knowledge in the workplace. In this session, you’ll learn:

• How to implement a peer-to-peer learning program,
• What major components must go into this training,
• How to match employees up so they can create the perfect knowledge partnership,
• What to do with the information that is learned, and
• How to develop employees to take over for retiring leaders.

Throughout 2020, employers across the globe turned to mass layoffs as a way to reduce costs and stay afloat during the COVID-19 pandemic, but unfortunately for women, this talent pool makes up the largest portion of unemployed workers in the United States.

By January 2021, nearly 80% of all unemployed workers over the age of 20 were female. Layoffs aren’t all to blame; some working women decided it was better to not work at all and just stay at home to keep their families safe. As we slowly begin to return to “normal,” one thing is clear: We want working moms back in the workforce!

As we know, having a diverse talent pool is great for business for a variety of reasons, but given the trajectory of the pandemic, some workplaces are starting to revert to being entirely male-dominated. How can you attract and retain working mothers and other female talent? After attending this session, you’ll be able to:

• Recognize the importance of having female talent in the workplace.
• Implement strategies for hiring and retaining working mothers.
• Understand how peer resource groups help diverse talent needs.
• Create peer resource groups and other networking outlets to help aid workers.
• Develop a culture that supports all female talent, especially working mothers.

Unconscious or implicit biases are social stereotypes about certain groups of people that individuals form outside their own conscious awareness. While you may not think you’re discriminating against someone, your actions and words could be saying otherwise, and the consequences of these actions can have a lasting negative impact on your organization and its brand.

To overcome these biases, many organizations have tried to implement training programs, but as Starbucks learned back in 2018, this training may end up missing the mark. The company conducted unconscious bias training after one location called the cops on two innocent black men waiting for a friend. While Starbucks employees appreciated that their company acted and did something about unconscious racial bias in the workplace, they still felt that the training was lacking in some areas.

Starbucks’s experience has shown that unconscious bias training just does not work! So what can HR professionals do to help improve DEI in their organizations? This session will explore a variety of options to help you understand and overcome unconscious bias, and you’ll also learn:

• The importance of DEI in recruitment and talent retention,
• Examples of what unconscious bias looks like,
• Strategies for creating a more inclusive culture,
• And more!

If you had questions from the day’s event, get real-time answers from the speakers themselves in this live Q&A networking reception. Attendees will have the opportunity to connect with speakers and their peers in an informal, virtual setting.