Event category: Breakout

Dive into the real world 4-day work week: explore the pros, cons and what to consider in terms of the impact on staff, retention, productivity, and your bottom-line.  Learn about the different implementation options and how to assess if a condensed work week is right for your organization… or not.

Session takeaways:

• Scope of the shifting mindset of the traditional 9 to 5, Monday to Friday grind
• Effective structuring of a 4-day workweek
• Data on the impacts of reduced workweek on productivity, wellbeing, gender equality and competitiveness.

Removing barriers and bias for recruiting, onboarding, meetings, workspaces, and recruiting can open floodgates of opportunities and help solve your talent shortage. Learn tactical ways to make people feel more at home at work, present information in a way that is more accessible to all and increase productivity and staff engagement by reviewing the language, tools and processes you use to embrace neurodiverse talent.

Session takeaways:

• Explore the unique value neurodiverse individuals can bring to your tech team
• Learn how to successfully hire, onboard, and support neurodivergent staff
• Understand how to conduct job interviews and write job descriptions that are inclusive and accessible.
• Strategies for overcoming workplace stigma and discrimination

Your workforce is continually more diverse, attitudes toward work are evolving, and employee preferences are changing … but when was the last time you did a critical assessment of the pay, incentives, and benefits you offer?   What people value in terms of employee benefits packages has changed, although the fundamentals of most corporate rewards have not. Many employers offer the same menu of choices—health benefits, pension contributions, gym memberships, cash incentives—without bothering to ask employees which ones they prefer and which ones they value most.  Explore some of the main areas to rethink your total rewards strategy to attract and retain talent such as:

• Equity across benefit coverage
• New ideas for rewarding employees (that don’t cost a lot!)
• What benefits today’s talent REALLY wants
• Work–life balance options and training and career development

Leading teams in asynchronous and hybrid environments are here to stay. The transition to hybrid and distributed teams continues to push the limits of trust, inclusion, effective communication, accountability, and the ability to create a strong team culture. Learn how to cultivate remote work competencies and lead all team members effectively and equitably in terms of pay, career advancement opportunities and feelings of inclusion.

Session takeaways:

• How to implement location-based pay and determining it is good for your organization
• Competencies to prioritize and tips for hiring remote workers
• Tips and tools for asynchronous communication and working in different time zones
• Building culture and feelings of inclusion amongst distributed teams
• Data on remote work from both the employer and employee perspectives

Have you ever found the perfect candidate, but shied away because they don’t live in Canada and the prospect of hiring internationally felt too daunting? It’s true that going global can get messy fast, but it doesn’t have to!

Get an insider’s look into hiring and onboarding global employees. Hear the top considerations you need to know and learn options to navigate the complexities of hiring abroad from scale-sized companies who don’t have dedicated teams or resources to deal with the international expansion of their workforce.

• Key topics companies need to consider  (eg. tax, immigration, employment law, employment options such as EORs)
• Broader business considerations such as people and culture when going global
• Data outlining which countries should be at the top of your global expansion wish list from a people management perspective.

A recent McKinsey report shows that the #1 reason individuals were leaving their roles was lack of development and that an estimated 85% of the jobs available in 2030 don’t exist yet.  It is more important than ever to evaluate employee skills to retain talent, and to future proof your organization by identifying the adaptability of individuals to new ways of working or moving into entirely new jobs. Many companies struggle to understand the breadth of skills of their workforce, outdated processes fail to track the most sought-after abilities of future talent (such as critical thinking, mental flexibility and relationship building) and leaders fail to understand how valuable this data is for reaching future business goals and building your competitive edge.  This session will look at data with a skills lens and uncover the top abilities you should be tracking, how to measure them and tips to maximize the ROI on this information.

Takeaways:

• Apply learnings towards developing a plan for your organization to move towards being driven by skills (and how to sell this plan to your leadership team)
• Move from having training as a perk to using training to drive the right growth, upskilling and reskilling
• Hear the top 7 skills you should be seeking to fill your future talent needs
• Learn how skills data is the key to merging HR analytics with business analytics