Event’s Agenda & Summary

Day 1 NOVEMBER 26 Event Day 2 NOVEMBER 27 Event
9:00 am Registration 9:00 am Registration
9:30 am Introduction 9:30 am Introduction
9:45 am Unlocking the Potential of the Workforce in Southwestern Ontario 9:45 am Day to Day Work of Diversity and Inclusion
10:15 am Break 9:50 am Panel 3: Pathways to Leadership: Understanding the Experiences of Equity Seeking Groups
Panel 4: The Ins and Outs of Allyship
10:30 am Intercultural Competence: Where are we today? 10:50 am Break
11:10 am Leading with Empathy 11:05 am Workshop: Managing Across Cultures
11:25 am Break 12:30 pm The Ideal Workplace: Looking Forward
11:40 am Panel 1: Recruiting and Retaining Diverse Talent
Panel 2: Case Studies from Industry and Government
12:45 pm Closing Remarks
12:45 pm Summary of Day 1:00 pm Networking
1:00 pm Networking

 

Summary of Sessions

Setting the Landscape

Diversity and Inclusion must be an intentional, daily practice to fully take root. D&I must be maintained as a core practice embedded into a company’s fabric to truly work. The first step to accomplish this, is to approach D&I through an intersectional lens, and this session will outline the work OSPE has done to drive this goal forward in the engineering community.

Unlocking the Potential of the Workforce in Southwestern Ontario

Diversity and Inclusion must be an intentional, daily practice to fully take root. D&I must be maintained as a core practice embedded into a company’s fabric to truly work. The first step to accomplish this, is to approach D&I through an intersectional lens, and this session will outline the work OSPE has done to drive this goal forward in the engineering community.

Intercultural Competence: Where are we today?

Intercultural competence is the missing link in diversity and inclusion—this way of engaging with the world is the glue that binds these concepts together. Intercultural competence means understanding, communicating, and effectively interacting with individuals of varied background and experiences.

This means amplifying, celebrating, and connecting with differences instead of “tolerating” or minimizing them.

Guest speaker Hamlin Grange will use the Intercultural Development Inventory (IDI) to provide the audience with an understanding of where the STEAM sector stands as it relates to intercultural competence. A hands-on session designed to improve intercultural competencies will follow on day two. 

Leading with Empathy

Diversity and Inclusion initiatives cannot be led by HR departments—they must be fully embraced from the top. Whether it’s the COO or a middle manager, the success of D&I depends on these workplace leaders.

Empathy is the core value needed for this. This means listening, understanding, and respecting those who appear different from ourselves. The messages leaders send to staff, their consistency, and sharing their D&I vision is essential to achieving a truly inclusive culture. This session will discuss how leading with empathy can build bridges that replace barriers.

Panel 1: Recruiting and Retaining Diverse Talent

There is a lot of D&I theory, but when it comes down to it, companies need to know how to implement the nuts and bolts. Companies need actionable strategies for recruiting, communication, and retaining.

Is your organization capable of effective marketing? Do the right people know that you are offering a diverse and inclusive workspace? Recruitment is not enough—how do you retain from within and offer a sustainable culture, performance measurement initiatives, and accountability? Tying in many of the themes and ideas discussed throughout the day, this panel focuses on making sure attendees leave with actionable strategies.

Panel 2: Case Studies from Industry and Government

Case studies help us understand best practices and identify gaps. This panel will focus on showcasing some of the key challenges and opportunities faced by organizations that are championing change. It will present the audience with an array of opportunities available within the respective organizations. Speakers will focus on how they are working towards more diverse and inclusive cultures.

Day to Day Work of Diversity and Inclusion

Building inclusive workplace requires organizational culture to shift and evolve. It means creating environments where differences, learning, and discovery are valued. It demands that employers and fellow employees to respect and listen to new perspectives and ideas and understand that these will enable the organization to thrive. Employees, especially those who may be otherwise marginalized, should be made to feel safe and supported. To accomplish this, organizations need to take sustained efforts. It is no longer sufficient to provide diversity training once a year. This session will focus on how to ensure that diversity and inclusion becomes common place in organizations, and how to create space to discuss situations that may be uncomfortable to advance inclusion.

 

Panel 3: Pathways to Leadership: Understanding the Unique Experiences of Equity Seeking Groups

We have made great strides, but evidence continues to show that equity seeking groups face significant barriers in achieving leadership positions in STEAM industries. Their unique experiences, rather than being tapped into as a potential source of innovation, are being misunderstood. This panel provides space for members of these groups to discuss their experiences in navigating the workplace, focusing on topics such as identifying barriers, negotiating effectively, and the role of mentors and sponsors.

Panel 4: The Ins and Outs of Allyship

Allies are an essential part of creating more diverse and inclusive workplaces. They are those who use their positions of power to elevate marginalized groups and ensure that their voices are amplified across the organization. They are those that will hold others accountable for inappropriate behaviour and actively encourage difficult conversations. Often, diversity and inclusion work is led by members of equity seeking groups, and it can become an added task on their already busy schedules. Having allies within a company creates opportunities for diversity and inclusion to become a team activity. This panel will focus on defining allyship and providing tips on how to be an effective ally.

Managing Across Cultures

Through an interactive workshop, targeted at senior leaders, Hamlin Grange will discuss strategies with the audience on how to improve intercultural competence within their respective organizations. This workshop style lecture will provide opportunities for audience engagement through polling and a designated Q&A period.

The Ideal Workplace: Looking Forward

How can we unite to achieve this objective? Reflecting on the day’s topics, we leave attendees with an aspirational talk on what is next, with a focus on the positive outcomes, and the importance of collaboration.

Registration Inquiries

Marianne So, Event Specialist
416.223.9961 ext. 237

 

Event Inquiries

Andrea Carmona,
Lead, Policy & Government Relations
416.223.9961 ext. 243

Register Now!

This year, we are anticipating 5,000 virtual attendees – from the engineering community and beyond – will gather to learn, network, and brainstorm together.

Partnership Opportunities

For Bulk tickets, Partnership, Speaker, Panelist and Virtual
Table-Top Display pricing and information, please contact
Jason Di Tommaso, Strategic Partnerships, at
 jditommaso@ospe.on.ca 
613 986 1437