MASTER OF CEREMONIES: Jacqueline Thorpe, Toronto Bureau Chief, Bloomberg News
REFRAMING THE ISSUE — GENDER EQUALITY AS AN INNOVATION CHALLENGE
The lack of diversity in leadership of corporate America is not only a persistent problem — it has now become a front page issue. What are the causes of this issue, and what price are we paying for it? At a time where talent is our most valuable resource, hear Dr. Sarah Kaplan, Director, Institute for Gender and the Economy,
Distinguished Professor of Gender & the Economy, and Professor of Strategic Management at the Rotman School of Management discuss how to recast this problem, and its potential solutions, through the lens of innovation.
Sarah Kaplan is Director of the Institute for Gender & the Economy and Distinguished Professor at the University of Toronto’s Rotman School of Management. She is author of the business bestseller, Creative Destruction, and more recently Survive and Thrive: Winning Against Strategic Threats to Your Business, both of which address the challenges of organizational change. Her research has covered how organizations participate in and respond to the emergence of new fields and technologies in biotechnology, fiber optics, financial services, nanotechnology and most recently, the field emerging at the nexus of gender and finance. She recently authored “Gender Equality as an Innovation Challenge” (2017) in the Rotman Management Magazine, “The Risky Rhetoric of Female Risk Aversion” (2016) in the Stanford Social Innovation Review, “Meritocracy: From Myth to Reality” in the Rotman Management Magazine (2015) and “The Rise of Gender Capitalism,” in the Stanford Social Innovation Review (2014). Formerly a professor at the Wharton School, University of Pennsylvania (where she remains a Senior Fellow), and a consultant and innovation specialist for nearly a decade at McKinsey & Company in New York, she completed her doctoral research at the Sloan School of Management at the Massachusetts Institute of Technology (MIT).
TACKLING GENDER BIAS IN RECRUITMENT
Unconscious bias in the recruitment process can too-often hinder a company’s ability to hire the best talent. Studies show that even when men and women have the same education, the same level of experience and the same skills, gender discrimination can have a subtle and yet complex way of impacting who gets the job. Join this panel of experts as they discuss proven strategies to to eliminate gender discrimination from the recruitment process — to attract and retain the very best of the best.
- Rania Llewllyn, Senior Vice President, Products & Services, Global Transaction Banking, Scotiabank
- Bill Morris, Senior Managing Director & Canada President, Accenture
- Lisa Heidman, Founder & CEO, Arlington Partners International
- Catherine Staveley, Managing Director, Global Structured Products, Trading Products, BMO Capital Markets
HOW TO BUILD A SUCCESSFUL SPONSORSHIP PROGRAM
Sponsorship has a proven impact on career success, and studies have shown that men are far more likely to have a sponsor than women. So the question is not whether your organization needs a sponsorship program, but rather how to build one. Should it be formalized and public, or happening behind the scenes? What are the benefits of each approach, and the downsides? Panelists will be discussing how to get senior leaders engaged, overcome roadblocks such as the “male/female inappropriate relationship” stigma, and strategies for creating a culture of sponsorship.
- Kerri-Ann Santaguida, Vice President & General Manager, Merchant Services, American Express Canada
- Dave Moncur, Vice President Human Resources, PepsiCo Foods Canada
- Megan Anderson, Co-founder, #GoSponsorHer
BEYOND COMPENSATION — PROGRAMS FOR RETAINING TOP FEMALE TALENT
We often look to pay when discussing gender inequalities in the workplace, but fair compensation is just one of the key avenues for retaining top female talent. Panelists will be discussing proven strategies, including providing on-ramp programs for employees returning from maternity leave, enabling flexible work schedules — and removing any stigma around taking advantage of them — as well as empowering employees to negotiate bids for more satisfying and challenging roles.
- Pamela Jeffery, Partner & National Lead, Inclusion & Diversity Strategy Group, KPMG Canada
- Anna Beninger, Director & Corporate Engagement Partner, Catalyst US
- Krista Pell, Vice President, People & Performance, Ausenco
- Jennifer Hargreaves, Founder, Tellent
HOW IS YOUR ORGANIZATION ADDRESSING THE PAY GAP?
The gender wage gap is a persistent problem in Canada and presents significant long-term challenges for our economy. When talented women are paid less than men for doing the same job, they not only feel devalued, but may even drop out of an economy desperate for talent. Contemporary economies need all talent at the table to drive GDP. Join this panel of experts as they discuss strategies to remedy the inequities.
- Emanuela Heyninck, Commissioner, Ontario Pay Equity Commission
- Charlotte Yates, Provost & Vice President (academic), Guelph University
A REDEFINING JOURNEY — USING TRANSFORMATIONAL LEADERSHIP TO CREATE ALL-ENCOMPASSING CHANGE
When Blake Irving joined GoDaddy as CEO in January of 2013, the organization had already achieved an impressive 80% brand awareness — but it was largely in thanks to an advertising strategy that was widely seen as sexist. From a diversity and inclusion perspective, he also encountered a company culture in need of change. Over five years, Irving used his transformational leadership style and an all-in commitment to redefine GoDaddy’s brand truths — internally and externally — creating one of the most inclusive organizations in tech.
With highlights on specific initiatives, learn about the challenges and successes of GoDaddy’s cultural and brand shift, and how to start the journey at your own organization.