Diversity, Equity & Inclusion Program

Abstract:

Women aspiring for leadership growth will hear how to set themselves apart and grow their careers within any industry leveling Lean. Join Mona Abou-Sayed, a senior executive and Lean expert, as she shares successes , challenges and lessons learned within the male-dominated technology field.

Abstract:

What does it look like to be intentional about inclusion? In the case of 5Q, a technology and cyber security services company, explosive growth in a short period of time led to its founders being surrounded by a small group with common interests. As a result, the company and its leadership unintentionally lacked diversity which led to some workplace culture challenges and missed opportunities. With a concerted effort, 5Q formed a unique team of diverse, talented members which has been a main driver of the company’s success and continued growth. In this interactive session, attendees will hear about real outcomes and the steps taken to integrate diversity into the 5Q organization.

As Partner & SVP, Veronica is responsible for growing the business for 5Q’s four Service Lines and leads Employee Engagement initiatives. For the past 25 years, she has focused her career on delivering outstanding measurable outcomes and providing real solutions to very complex problems for companies ranging from start-ups to Fortune 500 organizations. Veronica is a cultural transformation catalyst with years of experience leading change and delivering large and complex technology, process and people initiatives across multiple industries. She currently holds a patent in technology for third-party payment account services and is a DBJ Women in Technology award winner.

Abstract:

Over the past several years, organizations prioritized two strategies underpinning the employee experience: adjusting to remote work and creating an inclusive and equitable environment for all. As workplaces increasingly move to a hybrid environment, designing them to meet the needs of everyone—including neurodiverse talent—is key. How should we reimagine ways of working from an accessibility standpoint by designing intentional workspaces that encourage productivity and inclusion.

Abstract:

While the ratio of women in technology has grown in recent years, there is significant room for improvement when it comes to the number of women in leadership positions in technology. In 2022, women only held about 25% of the leadership positions in technology and only 14% of the software engineering positions.
Join us for a candid panel discussion on taking women in leadership to new heights. Our panel moderated by Valerie Davis, President of Dallas Fort Worth Alliance of Technology Women & Patent Attorney at Texas Instruments, will offer diverse perspectives about employee engagement, career development, and empowering women to leadership positions. They’ve also seen the challenges that arise in this space. Come hear about what you can do to build up women in leadership in technology, learn best practices and lessons learned from a variety of approaches taken, and discuss the challenges and opportunities to empower women into leadership positions in your organization.

Abstract:

Diversity and inclusion can be catalysts for your organization’s innovation and economic prosperity and having employees feel like they are valued members in the workplace. This session will show how PeopleSoft HCM can assist your organization in the area of capturing employee and applicant diversity information. You will see a demo of the gender identity feature and preferred names along with other key diversity features like identification for disability, veteran status and ethnicity.

Abstract:

Over the past two years, organizations have ventured into unprecedented ways of working and supporting their employees. Business models and employee expectations have both shifted dramatically, and the effects of those changes will continue to be seen long after we settle into the “next normal.”

In this session, Info-Tech Research Group’s Rob Meikle will share what business and IT leaders must do to build and keep successful teams in today’s environment:

• Optimize recruiting and retention practices in the face of a competitive labor market
• Build or maintain a culture of DEI
• Manage the monumental shift to the new normal of remote work
• Determine if the Great Resignation is impacting you and strategic steps to retain talent
• Correctly assess development areas for their teams
• Justify investing in IT talent

Rob Meikle is an Executive Advisor, Keynote Speaker and Board Advisor to several emerging technology organizations. Rob is the former Chief Information Officer (CIO) for City of Toronto and the City of Brampton where he created high performance teams to deliver innovative and transformational solutions. His leadership experience spans the private, public and not-for-profit sectors. He is actively involved in his local community to foster sustainable inter-generational social impact.

Rob became the first and only Canadian municipal CIO to be named on the prestigious global CIO 100 honoree list, receive the Global Computerworld Premier 100 IT Leadership Award and the National Government (GTEC) Next Generation Leadership Awards. He was twice featured on the cover of the Canadian CIO Magazine.

Abstract:

The ability for an employee to identify and express themselves is a basic expectation, especially when it comes to a social construct like gender. To on-board and retain an inclusive and diverse group of employees, there is a pressing need to add nonbinary gender option for employees in Self Service since it fosters a positive, welcoming and supportive environment. PeopleSoft HCM team delivered Gender Identity and Expression options with PUM Image 41. This presentation is a discussion of these features and our implementation experiences. We will talk about what there is to know and consider, how to analyze impacts to existing policies and procedures and finally implementing a solution to meet the needs for your organization that supports employee diversity and inclusion strategy.

• Learning Objective #1 Understand the need and impacts of Gender Identity and Expression.
• Learning Objective #2 Review what Oracle/PeopleSoft delivered in HCM PUM 41
• Learning Objective #3 Considerations in implementing the features.