Welcome Reception and Dinner

Monello Resturant, 1115 2nd Ave S, Minneapolis, MN 55403

Join us for dinner and networking in advance of the HR Summit, with a welcome keynote from Steve Pemberton, Global Chief Diversity Officer and Divisional Vice President of Diversity & Inclusion for Walgreens Boots Alliance and author of A Chance in the World, who will share his inspirational journey and his deep understanding of human experience and difference. Widely considered an expert on matters of diversity and inclusion and its importance to the sustainability of organizations and the communities they serve, Steve will discuss how he incorporates social and cultural equity within his organization's daily operations.

Shuttle Leaves Hotel for Margaret A. Cargill Philanthropies

Breakfast

Enjoy breakfast, light networking, and preparing for the day's activities with your peers.

Introduction to Margaret A. Cargill Philanthropies

Take a tour of the Margaret A. Cargill Philanthropies building.

Setting the Tone

Set a tone of confidentiality and trust with Julianne Sobral, Senior Vice President of Operations and Talent Development for the Council on Foundations.

Establishing Common Ground

This session will begin with three ignite talks on equity in the workplace and recognizing that there are many aspects of diversity that make an individual whole. We will establish a baseline from which the group can work during the Summit by discussing what equity looks like to you in a small roundtable discussion with your peers.

Speakers: The Honorable Keith Ellison, Member of Congress from Minnesota’s Fifth District; Trina Olson Executive Director, PFund Foundation; Ken Rodgers, Disability Programs Coordinator – ADA Title I Coordinator/Affirmative Action, Office of Equity and Diversity, Minnesota Department of Transportation

Managing Change

When working toward achieving equity in the workplace, change needs come from the top down AND the bottom up. The success rate of a culture change is higher when both occur. From an HR practitioner standpoint, the ability to lead change begins with initiating both of these culture shifts simultaneously. Continuing the conversation from the 2016 HR Summit, we will share approaches to shifting organizational culture using challenges and successes from our institutions in a facilitated discussion with Charles Story, President of ECS Group. We will focus on influencing and managing senior leadership throughout the change management process as well as on mobilizing all staff to participate in the process. .

Lunch

Evolving Evaluations

Removing subjectivity from performance management is near impossible given the universality of unconscious bias, which we learned about in the 2016 HR Summit. This raises the question, are there even ways to minimize bias within your own performance management process? Allyson Dylan Robinson, Senior Consultant at Cook Ross, will examine a case study in which a performance tool was created to minimize the impact of bias on performance management. We will share the study’s results and impart lessons learned that you can apply to your own performance management process.

Codification of Culture

An organization’s people contributes significantly to its culture. At times the pursuit of an equitable culture can come into conflict with employment law “best practice,” which can leave HR professionals with having to weigh organizational risk. This session will explore the extent to which we are able to “walk the talk” by examining the employment laws necessary to govern our organizations. We will consider the increasing challenge of operating within the letter of the law while fostering an organizational culture that promotes bringing one’s whole self to work.

Moderator: Galen Maness, Director of Human Resources, The San Francisco Foundation
Speakers: Wendy Fischman, Partner, Potomac Law Group; Celina Joachim, Partner, Baker McKenzie

Break

Light snacks will be served.

Public and Personal Personas

In this unprecedented political climate, individuals and foundations, some of which are rooted in social justice, are exploring how and when to use their voice and exercise leadership. To what extent do we allow an individual’s political convictions to “show up” in the workplace? When is the employee an agent of the organization and when is she/he operating as her/his self? The integration of inclusive policies that are also legally compliant can create an inherent challenge for the HR professional. In this session, we will explore how to balance individual and personal expression with institutional codes and expectations through an examination of social media policies and practices.

Moving to Action

Wrap up the day by spending a few minutes recapping what we learned throughout the day, and receive some final, take home actions that you can implement in your institution.

Shuttle Returns to Hotel

Optional Dinner