Building Strategic Metrics from Targeted Analytics

In this program, Cari Dominguez and Craig Leen will lead an engaging dialogue on how employers can build a work environment ensuring that all employees, including those from underrepresented groups, have an equal chance at promotions consistent with EEO law. In addition to breaking many glass ceilings herself in the public and private sectors, Dominguez will draw on her experiences as the former leader of the Office of Federal Contract Compliance Programs (OFCCP) and the Equal Employment Opportunity Commission (EEOC), including her creation of the glass ceiling audits while at OFCCP. Similarly, Leen will draw on his experience developing the promotions focused review program as the former head of OFCCP, and his work in the private sector advising employers on developing DEIA programs that include a focus on promotions.

During this session attendees will learn about the shift from “soft skills” to “power skills,” and how with the growing need to engage and retain talent, companies are tasked with tangibly investing in their people beyond technical skills.

As organisations grapple with talent attraction in the wake of the pandemic, HR functions increasingly need to invest in the development of their teams. Learning and Development (L&D) is not only seen as critical to ensure that employees have the emerging skills required to perform in their role efficiently, but it is also an effective retention strategy as many workers crave the opportunities to develop their career. With 75% of learners reporting that strong workplace training programmes have a high impact on their likelihood to stay with an employer and 65% reporting improved productivity, the stats speak for themselves.

Managing reward in a multi-national or global company has many additional complexities to that of a single country instance. These include sourcing accurate benchmark data, budgeting (given the differences in the various economies involved) workflows, policies and governance, time zone differences, cultures, currencies, languages, and communication. Technology plays a key role in ensuring centralized control blended with an appropriate amount of decentralized decision making. Data integrity is also critical and as is integration with adjacent HRIS, payroll and other platforms supporting the reward function. This panel will share their experiences within their own organizations and their key learns from managing such programs over many years.