Event category: Breakout

Workplace cultures may have shifted to increase feelings of belonging and inclusion for many, but recruitment metrics on diversity of tech talent have not followed suit. Learn how you can approach talent acquisition differently to make a measurable difference and move the needle on your DEIB initiatives. It’s time to focus on diversity hiring by developing and implementing a strategy that corrects bias while attracting, and retaining, qualified candidates.

Takeaways:

• Audit your systems: how to audit your recruitment process to ensure you are using inclusive practices throughout the hiring process; from preparing, sourcing, screening, selecting, hiring, and onboarding
• Reduce Bias in the hiring process: learn about practical ways to reduce bias that contribute to inequitable experiences for tech talent from underrepresented groups
• Connect with diverse talent: gain strategies and tactics that will help you connect with and source talent coming from different (or underrepresented) social or cultural backgrounds
• What now? Ways to measure if your DEI hiring efforts are getting results you want

The only constant in the tech industry is change. Amidst volatility, the need for HR and leadership to steady the ship and prepare for all outcomes is a necessity – especially today when news can go viral almost instantly. The successful rollout of an organizational transformation relies heavily on how the change is communicated to employees and other stakeholders. Creating a compelling narrative is the first step. Developing a playbook to get buy-in and guide the dissemination of information at all levels can make all the difference. Learn the importance of a narrative in addressing the ‘what’ and ‘why’ to diverse stakeholders and how you can create a shared understanding amongst your team to guide you into the future.

Takeaways:

• How to develop your narrative and a play book to gain buy-in
• The Three T’s: Trust, transparency, timing
• Coaching leaders to articulate change in a way everyone understands through storytelling and connecting the what and the why
• Be proactive and anticipate all outcomes

Industry downturns and recessionary economies are critical times to ramp up authentic employer branding as a way to retain employees, job candidates and customers. In addition to ensuring that you maintain your stake in the market, economic slides may offer a unique opportunity for business growth when instinct may want to lean towards laying low in times of crisis. Sharing the vision of your organization and the unique values of your brand will help create the narrative on ‘why’ people will choose to work with and for you.

Takeaways:

• Strategies for building authentic and effective employer branding during an economic downturn
• Identifying and prioritizing target markets for retention
• How to pivot from recruitment to retention strategies with vision casting
• The value of incorporating L&D and wellness as part of your employer brand – and why this should not be cut in a down economy

This session will start with a short overview of best practices for private equity compensation, and then dive into a panel discussion with practical tips and insights – including how to get people to value equity in a down economy.  Our panelists will share practical strategies to communicate the value, potential risks, key issues to consider and implications of private equity incentives to your employees.  Enhance your understanding and optimize your approach to equity compensation in the tech industry as a valuable part of your recruitment and retention plans.

Key Takeaways:

• Quick overview on the types and trends of private equity compensation
• Learn how to communicate the value of equity compensation as part of your total compensation package
• Best practices and practical trends of the ‘who, what, and when’ of equity plan implementation
• Considerations for designing equity value guidelines

It’s time to flip the motherhood penalty on its head and create the motherhood opportunity. As a leader within your organization, you have a unique ability to advance equity and better support the experiences of mothers, at work and through the transitions of maternity leave.

We invite you to join Maturn Co-Founders for a workshop that will shed light on the impact of maternity leave in Canada, highlight what mothers in Canada are asking for at work and provide effective strategies to create equitable and inclusive work cultures that help mothers thrive.

Key takeaways:

• Gain a deeper understanding of the motherhood penalty and how it creates barriers to women’s full participation at work in tech
• Learn about Maturn’s National Research Study on what mothers want at work to stay and grow within inclusive work cultures
• Receive concrete tools and resources to bring back to your organization that will create more equity for mothers
• Learn strategies to combat the motherhood penalty and how you and your organization can fully support mothers before, during and after maternity leave