Conference Agenda

8:45 – 10:15am – Leaning Into Diversity and Inclusion “Addressing Myths & Misinformation of DE&I Uncovered in 2024” – Brenda Clegg & Ken Mayes of TM Consulting Group, LLC

This research-based interactive presentation is designed to facilitate meaningful conversations among local government leaders, workforce development professionals, human resource/relations professionals, DE&I practitioners, and community leaders. Participants should increase their understanding of DEI concepts. They will learn strategies to enhance implementation and organizational communication around DEI initiatives. The presenters will provide an analysis of the historical context of DEI; a research-based examination of the ongoing evolution of DEI; and address common myths associated with DEI such as “Diversity is Divisive” and “DEI Initiatives are Discriminatory Against Whites”.

 

“Leaning Into Understanding and Supporting Neuro Diversity in the Workplace” – Deanna Jones, VR and Mindy Govan

Neurodiverse professionals have immense potential and can play a critical role in contributing to North Carolina’s economic growth. Neurodiversity describes the idea that people experience and interact with the world differently, and that there is no “correct” way of behaving or thinking. Neurodiversity encapsulates a broad range of conditions such as autism spectrum disorder (ASD), attention-deficit hyperactivity disorder (ADHD), generalized anxiety disorder (GAD), and many others. North Carolina has a high population of early career professionals on the autism spectrum. The number of young neurodiverse adults is expected to increase from 1 in 150 in 2012 to 1 in 44 in 2028. Neurodiversity affects professionals across all ages, gender, and background. Highly educated and qualified working-aged neurodiverse professionals experience challenges in obtaining sustainable employment that is a good match for their skills and interests and are often relegated to low-wage jobs. Realizing the benefit of this untapped talent pool presents not only a valuable investment opportunity for employers but also enables them to have a positive organizational footprint.  

“Leaning Into Inclusive Leadership” – Dr. Kenston Griffen, of Dreambuilders

Leadership is important for influencing and evolving organizational culture to meet the needs of the organization and its customers. Leaders can influence organizational culture in many ways, including: Ensuring alignment on mission, purpose, and vision; Inspiring confidence in the face of challenges; Leveraging mistakes as a source of learning; Providing opportunities for employees to grow and develop; and Giving employees autonomy, flexibility, and a voice. Inclusive leaders build teams where individuals respect, value, and complement each other, and inclusive leaders model an appreciation for different perspectives.

“Leaning Into Gender Equity in the Workplace” – Beth Messersmith, MPA | Senior Director, NC Director of MomsRising Together & MomsRising Education Fund

The gender pay gap exists due to a variety of factors, including occupational segregation, where women are often found in lower-paying professions, and the devaluation of work typically associated with women. Educational attainment and field of study choices impact earnings, but disparities persist even among individuals with similar qualifications. Moreover, societal norms and unconscious biases can contribute to differences in career choice and wage negotiation. Additionally, the motherhood wage penalty demonstrates how parental responsibilities disproportionately affect women’s earnings. These multifaceted and interrelated factors collectively contribute to the ongoing issues of the gender pay gap. To address the gender pay gap, a multi-pronged approach is essential. Possible initiatives include promoting gender diversity in all occupational fields, particularly in high-paying industries, and encouraging equal representation in leadership roles. Education and awareness programs can challenge societal norms and reduce unconscious biases that influence career choices and workplace dynamics.

“Leaning Into Fair Chance Employment” – Laura Webb, Fair Chance Criminal Justice Project, NC Justice

Everyone, including people with criminal records, needs a fair chance to obtain meaningful employment to support themselves and their families. There are approximately 1.6 million people in North Carolina with a criminal record that can create a barrier to needed opportunities, such as meaningful employment. A conviction record can reduce the likelihood of a job callback or offer by nearly 50%. Removing barriers to employment benefits the entire community because it increases the available workforce, reduces the number of families relying on government assistance, and improves public safety by reducing the risk of recidivism.

Ready – Set – Go!!!! The action-packed “Call to Action” will leave attendees ready to make an impact in their sphere of influence because, after all, “If Better is Possible, Good Is No Longer an Option”!