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2019 Session Descriptions

    2019 Session Descriptions

    Keynote Address
    Presenter: Dr. Katrice A. Albert - Executive Vice President of Inclusion and Human Resources for the National Collegiate Athletic Association (NCAA)

    If we are serious about future proofing all sectors at every level, intentional efforts toward equity and diversity in the comprehensive talent strategy should be of highest priority. 

    Across the nation and especially in my beloved State of Louisiana, there are far too many bridges yet to cross such that women, ethnic minorities, those with disabilities, LGBTQ, and other diverse citizens have full access to employment opportunities and career advancement.   There is one thing that I know for sure and that is when diverse talent is left on the sidelines, we are unable to accelerate innovation and race ahead.  Therefore, with blazingly articulated courage, chief people officers must model the gold standard of purposeful and intentional inclusive excellence leadership.  As nothing is more powerful than every Louisianan reaching their highest potential.

    This keynote address will offer conference participates the “power of possibilities” in several distinctive ways:

    1. The gift of becoming/being standard bearer of inclusion.  How do I build my intercultural competence steeped with empathy and compassion for myself and others? 
    2. The gift of being a waymaker.  How do I use my positional power and my sphere of influence to open doors for those who have historically been left out of the career mapping and progression process?
    3. The gift of a comprehensive talent strategy.  How do I future-proof my industry where no diverse talent is left on the sidelines? How do I help hiring authorities reduce explicit and implicit bias and increase intentionality in the hiring process from the C-Suite to individual contributor and every position in-between?
    4. The gift of brave conversations.  How do I create brave spaces to lean into and have brave, bold and courageous conversations?  How do I, in elegant and sophisticated ways, articulate when I see racial battle fatigue occurring?
    5. The gift of operating with energized engagement.  How do I create organizational excitement/synergies so that everyone sees equity and diversity as their everyday work—regardless of title, regardless of intergenerational group, regardless of their demographics--simply regardless?

    This talk will challenge the conference participants to IGNITE, to be future forward and to bend the arch toward success by focusing on how to accelerate their unyielding commitment to equity and diversity.  As nothing is more powerful than every LASHRM member reaching their highest potential and becoming a champion of inclusive excellence.

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    Invisible Disabilities and Accommodations
    Presenter: Julia Mendez, SHRMP-CP, CDP, CAAP, PHR, CELS -  Principle Business Consultant for Affirmity

    The estimated population of individuals with disabilities living in the United States is estimated at over 12%.  And those with invisible disabilities, or disabilities that are not immediately apparent to others, account for approximately 10% of the U.S. population.  It is very likely that your organization employs individuals with invisible disabilities, many of whom will never disclose their disabilities.  During this workshop I will discuss my past experiences counseling individuals with disabilities as well as give a glimpse of what it is like to live with invisible disabilities. 

    This workshop will touch upon the following items:

    • ADA definition of disability
    • Common invisible disabilities
    • Symptoms of several mental disabilities
    • Common stereotypes associated with invisible disabilities
    • Microaggressions
    • Common accommodations requested by employees
    • Steps to breaking down stereotypes regarding individuals with disabilities

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    Diversity & Inclusion in the Public Sector: Devising a Plan to Implement D&I Principles in the Public Sector
    Presenters: Michelle Craig -  Managing Partner at Transcendent Legal, LLC and Monique Gougisha Doucette Shareholder at Ogletree Deakins

    While D&I programs have been around for many years in the private sector, in the public sector these programs are still in the early stages. However, the considerations for implementing a comprehensive and effective diversity and inclusion program are common to both sectors. This seminar will identify the common element between these programs, provide examples and best practices for developing successful D&I programs in the public sector and assist participants in understanding and overcoming the obstacles to implementation of an effective D&I program in their public organizations.

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    Me First! Diversity, Equity, & Inclusion (DEI): The View From My Seat
    Presenter: Ronnie Slone -  Founder and President of The Slone Group

    Across industries, it is a well-known fact that companies that are more innovative are diverse. However, only half of those same companies are intentional in ensuring diversity, equity, and inclusion are cornerstones in their policies and procedures. How does an HR professional keep this intentionality in the forefront of the top leader’s mind? Well, simple. It starts with you/us! Me First! DEI: The View From My Seat will take a look at the following hallmarks of intentional DEI practices.


    • Review what is DEI and what does that mean for organizations.
    • Open up dialogue about the role and responsibilities of an HR professional in ensuring diversity, equity, and inclusion is “at the table”.
    • Understand that this is a continuous conversation, not to be reduced to an affinity group, task force, or subset of employees.
    • Create a DEI framework to get this work started, keep it going, or refine the focus/direction within one’s organization.

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    What's Working for Working Families?
    Presenter: Amy Landry, SHRM-CP -  Founder and President Fuel Success Academy, LLC

    Pregnancy and the arrival of a new child should be a time of joy and excitement, but for working women in the United States, it’s often a time of financial stress and uncertainty. Women who dare become mothers are often subject to additional discrimination, bias and harassment.

    How can companies put into practice a culture that supports new working mothers? We have seven tips to focus on promoting B.A.L.A.N.C.E. best practices in the workplace and ultimate goal of retention of new mothers.

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