April 22-24, 2018
Turnberry Isle Miami | Miami, FL

Day 3: Tuesday, April 24

7:30 am - 8:00 am Networking Breakfast

8:00 am - 8:05 am Chairperson's Opening Remarks

8:05 am - 8:45 am Creating a Sustainable, Global-Minded Leadership Mentality to Promote Diversity and Inclusion

Matthew Owenby, CHRO,Aflac
In 2017, corporate scandals with brands such as Uber and Wells Fargo have set the tone for many organizations to re-think the role of their leadership in promoting a consistent, healthy corporate culture. In times when many organizations recognize the need to adapt to a more flexible, global, and diverse workforce, and when social issues such as racial conflict and gender bias transpire into the workplace, creating a sustainable culture of inclusive and ethical leadership is not only something to consider, but it is urgently needed. Leaders of today must share consistent values in managing and motivating a workforce in an unpredictable environment.

AFLAC has consistently ranked amongst the Top Companies for diversity and inclusion. Inclusion is a mind-set that goes beyond diversity quotas. Inclusive minded leaders are able to get the best out of all colleagues, and agile enough to deal with day-to-day business challenges. Inclusion creates environments of trust by breaking down the silos that diversity quotas simply put up. This session led by the CHRO at AFLAC will explore approaches to developing a global-minded leadership and its successful outcomes. 

Topics include:
•Developing a new blueprint for inclusive leadership: moving beyond compliance with diversity quotas by placing HR in the centre of growth strategy and innovation
•Leveraging inclusion to enable innovative and agile problem-solving across a global workforce 
•Reinventing ways of working to respect individual needs
•Promoting a shared culture of trust, through accountable, socially-responsible, and ethical leader behavior

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Matthew Owenby

CHRO
Aflac

8:45 am - 9:00 am Ignite: Disengagement to Engagement

This ignite session will focus on the causes of employee disengagement and a cutting edge solution utilizing a proven platform of service and care for employees and their families. We will discuss what Care Partner Teams:
·         Do and Don’t Do
·         How They Work
·         Customizing Options for your company
·         Real Examples from Private & Public Companies
·         Q/A Time
 Jason Brown, CMO, Marketplace Chaplains USA

Sponsored by: Marketplace Chaplains

9:00 am - 10:00 am FOCUS SESSION: PRACTITIONER ROUNDTABLE DISCUSSIONS

Before the Exchange, we collected your insights and challenges in the HR space, using the thoughtexchange social learning tool.  During this follow-up session, you’ll have dedicated time to sit with your peers and discuss what they are doing to address each one of these topics that are top of mind. Not to be missed!


Sponsored by: Thoughtexchange

10:00 am - 10:30 am Business Meetings

10:30 am - 11:00 am Business Meetings

11:00 am - 11:15 am Networking Break

 

BrainWeave

11:15 am - 12:00 pm When It's Working at Home, It's Working at Work
Organizations that recognize the value of focused and engaged employees stay a step ahead in every aspect of human capital management. By actively addressing work-life conflict, employers of choice are helping employees stay present productive and engaged – with peace of mind at home, they’re able to bring their best selves to work. Join this executive boardroom to explore and share innovative ideas to empower and positively impact employees, their families and ultimately your business.

Sponsored by: Care@Work

12:00 pm - 12:30 pm Leveraging Data to Move Beyond Quotas: Cross Functional Diversity & Inclusion

Nydia Gonzalez, Chief Diversity Officer,JPS Health Network
Siloed, incomplete and/or inaccurate data, as well as resistance to sharing data, can create challenges for leaders in championing diversity and inclusion efforts.  However, Chief Diversity Officers can position themselves to drive systemic organizational change by:
·         1) integrating both qualitative and quantitative data from the workforce, patients, community and supplier-base and,
·         2) actively engaging internal and external partners to develop a comprehensive diversity and inclusion strategy to reduce healthcare disparities. 
Ms. Gonzalez will share how JPS Health Network engaged Human Resources, Organizational Development, Patient Experience, and Supplier Diversity, among other functions to understand employee, patient, community and supplier barriers for diversity and inclusion at the large county hospital.  

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Nydia Gonzalez

Chief Diversity Officer
JPS Health Network

12:30 pm - 12:35 pm Chairperson's Closing Remarks