Day One: Thursday, February 4, 2021

10:10 EST

40 min
Jeannette Campbell

Disability - The Business Case for Diversity, Inclusion / Measuring Return on Investment in Critical Times

Jeannette Campbell, CEO, Ontario Disability Employment Network

  • The facts around disability
  • The case for hiring inclusively
  • The positive impacts of Inclusion in the workplace
  • The ROI of inclusion in the workplace
  • Business case examples
  • The keys to success and ODEN services

12:30 EST

60 min


13:30 EST

50 min
Dr. Leeno Karumanchery

The Science of Driving Sustainable Inclusive Change: Measuring the Impact of Your Initiatives

Dr. Leeno Karumanchery, Co-founder and Head of Behavioural Sciences, MeshDiversity

  • Metrics and KPIs
  • Mapping and monitoring the various parts of your business that are key to your success
  • Applying  the rigour reserved for other important business functions to D & I
  • How to measure the right things, the right way
  • How to  use science backed metrics and data to drive effective change in your organization

14:20 EST

50 min
Al Ramsay

LGBTQ and Accelerated Diversity and Inclusion at TD Wealth

Al Ramsay, Associate Vice President, Sales and Strategy & Head LGBTQ2+ Business Development, TD Wealth

  • Beyond the business case for diversity – lifting from paper and putting into action with measurable outcomes
  • Case study in developing a best in class LGBTQ2+ Customer Strategy
  • Authentic brand building & community outreach
  • Legendary customer experience and elevated financial advice
  • Inclusive talent & distribution Strategy

15:10 EST

20 min


16:15 EST

End of Day One

Day Two: Friday, February 5, 2021

11:00 EST

50 min
Naveen Mehta

Emotional Intelligence: The Missing Building Block of an Anti-Racist, Inclusive and Safe Workplace

  • Thomas Roosevelt famously said, “No one cares how much you know until they know how much you care.” Roosevelt did not know it at the time, but he referenced what psychologists now call emotional intelligence (EI).
  • Emotional Intelligence is “the ability to identify, assess and control one’s own emotions, the emotion of others and that of groups.”
  • Emotional Intelligence helps in understanding other people better and building a sense of trust and psychological safety. Emotionally intelligent behaviours underpin inclusive and safe workplaces.
  • Building an inclusive anti-racist culture has individual behaviour change as its foundation.
  • Culture doesn’t change on its own or simply by “being nice.”.
  • It’s the treatment of others and interactions among colleagues and leaders that define our workplace cultures in totality.
  • Whether it be regular microaggressions, issues of failing retention or barriers to upward mobility for those from equity-seeking groups, being an emotionally intelligent leader is vital to building a workplace based on belonging, inclusion and safety.

11:50 EST

50 min


13:30 EST

50 min
Dahabo Ahmed-Omer
Special Session

Increasing the Representation of Black, Indigenous and Minority Employees in the Board Room

Dahabo Ahmed-Omer, Executive Director, BlackNorth Initiative

The BlackNorth Initiative includes The Canadian Council of Business Leaders Against Anti-Black Systemic Racism, The Canadian Association of Urban Financial Professionals and the Canadian Council for Aboriginal Business.  CEOs representing more than 200 Canadian organizations, including three of Canada’s big banks, have signed a pledge that says their organizations will help combat systemic racism and increase the representation of Black, Indigenous and minority employees in boardrooms and executive suites.

In doing so they are committing to public targets including:

  • Hiring of more black Indigenous and minority students
  • Ensuring succession strategies include black, indigenous and minority talent strategies
  • Publishing data on executive representation and /or mobility

14:20 EST

20 min


14:40 EST

50 min
Karen Jensen

Pay Equity – A Powerful Tool in the Journey to Diversity and Inclusion

Karen Jensen, Federal Pay Equity Commissioner, Canadian Human Rights Commission

The Federal Pay Equity Commissioner at the Canadian Human Rights Commission, shares her insights on pay equity and two other proactive compliance programs supporting diversity and inclusion across Canada.

  • Pay equity, employment equity and accessibility: Proactive compliance as a common denominator.
  • How pay equity, employment equity and accessibility support diversity and inclusion
  • Pay equity: getting ready for the Act

15:30 EST

50 min
Kristine Remedios

Embedding D & I in the Corporate Culture

Kristine Remedios, Chief, Inclusion and Social Impact Officer, KPMG Canada

  • Building a business culture where diversity and inclusion play an integral part
  • Who should be involved?
  • Why responsibility cannot be siloed in HR
  • Who should D &  I report to?
  • Weaving D & I  thread through the organization
  • Who is responsible for making things happen?
  • Convincing senior leaders of what D & I means
  • What must leaders do to build a diverse and inclusive culture
  • Importance of recruiting and developing talent
  • Role of networks
  • Is D & I a KPI?
  • Engagement surveys
  • Talking about the elephants in the room

16:20 EST

End of Day Two