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  • National Hispanic Corporate Council

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    June 07, 2019
     
     
     
    National and regional Fortune 1000 Hispanic and non-Hispanic corporate leaders gathered in Columbus, OH to Connect. Learn. Share. Network. around the latest corporate best practices on how technology influences workplace and marketplace initiatives.

    The annual meeting is important gathering of our organization’s Fortune 1000 corporate members aims to highlight the latest corporate best practices in talent, supplier diversity, marketing, community relations, and executive leadership within the Hispanic, diversity and inclusion space. Subject-matter experts (SMEs) and participants share insights centered on why and how companies that strongly champions diversity and inclusion initiatives help to better position their respective companies to compete in the U.S. Hispanic talent and consumer market. 


    Special thanks to our generous sponsors: Comcast NBCUniversal Telemundo Enterprises, Cracker Barrel Old Country Store, Marriott, Shell, The Coca-Cola Company, Shell, and Williams Companies. Also many thanks to our community partners; The Ohio Latin Affairs Commission and Prospanica Columbus.
     
     
     
     
    The event featured a keynote presentation on "Why Businesses are Focusing on Multicultural Markets" featuring José Espaillat, Associate Vice President, Diverse Client Segment Leaders at Wells Fargo Advisors. José highlighted how Wells Fargo's commitment to the Latino communities via suppliers, corporate giving, community development, and scholarships. José also talked about Wells Fargo Advisor's Next Generation Talent and showcased how technology is helping attract the next generation of clients.
     
     
     
     
     
    Judy Ryan, CEO, LifeWork Systems returns to NHCC to feature “Bridging Globalization, Technology, Diversity and Emotional Intelligence.”

    Change is happening at the speed of imagination, often causing high levels of confusion and strain on individuals and organizations. Today’s agile technologies and digital solutions must be mapped to equally agile workforce behaviors. All team members in every role must be able to both lead and follow dynamically as needs dictate, with confidence, no matter their title or tenure. In order to meet today’s requirement for collaboration and fluidity, each must know how to create psychological safety, using skills to manage their own engagement, productivity and trusting relationships. When this occurs, everyone is able to access and operate from their greatest potential; intuitively, emotionally, socially and intellectually.

     
    When 21st century requirements and new processes in technology result in crisis conditions or disappointing results, it becomes your greatest opportunity to reconsider and overhaul existing human systems to the most advanced organizational models, so your people are able to thrive despite today’s speed of change and complexity.
     

    “Believe in yourself. You are braver than you think, more talented than you know, and capable of more than you imagine.”
    ~Roy Bennett
     
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    Shayne Bauer-Ellsworth, Solution Consultant, Cook Ross provided trends and best practices around “Creating an Inclusive Environment for Remote Employees.”

    Remote work can bring significant benefits to a company by allowing it to look beyond its headquarters to attract top talent. Companies open to remote employment experience access to a larger talent pool, lower overhead costs, and improved productivity. Employees who telework have reported lower stress levels and higher productivity. Remote employment has grown by 140% since 2005 with 4.3 million employees working from home at least half the time.
     
    However, remote employees are also a workforce that often face a unique set of challenges in the workplace, leading them to feeling shunned and left out. To retain remote talent, employees who telework need to be considered in your diversity and inclusion initiatives. With the right tools, principles, and thoughtfulness, leaders can engage remote employees from anywhere.
     
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    Nationwide's co-presenters; Dace de la Foret, Director, Enterprise Brand Social Media,and Lory Burgos, Sr. Consultant, Marketing Management shared how "Leveraging Social Media Platforms & Measuring ROI for Consumers & CSR Campaigns.”
     
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    Co-Presenters; Lindsay Stanton, Chief Client Officer, Digi-Me and Larry Cardarelli, Vice President, Production, MultiVu showcased "The Evolution of Employer Videos in a new Digital Corporate World"

    According to Forrester Research's Dr. James McQuivey, a minute of video is worth 1.8 million words." To communicate effectively to your employees across the locations, even across the world, and on any device, there is no better way to than showing a video. From improving candidate experience, effectively communicating job opportunities, letting someone know he or she is hired, onboarding, training, benefits, etc…there is no better way to communicate consistently, clearly and with your company’s branding than to leverage digital video technology to tell your unique story. 
     
     
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    "Data-Driven Insights: Discover and Engage with Authentic Voice of Consumers" was presented by Natasha Pongonis, CEO, OYE! Business Intelligence

    As America grows more diverse, minority groups are becoming the “Super Consumers.” Multicultural consumers are the fastest growing segment and are not only transforming the U.S. mainstream, but driving buying power with an estimated $3 trillion. Using big data analytics to uncover demographic and psychographic insights, regardless of the language they speak, is critical to understand consumer behavior among the fastest growing segment of the U.S. Consumer economy.

    This topic resided in the deep understanding that users may share the same language, but traditions and buying habits are directly connected with their culture, family values, ethnicity and generation. This presentation shared data-driven demographic and psychographic insights among Spanish, English and bilingual speaking Hispanics as well as African Americans through big data analytics and influencer marketing strategies.

    The takeaway for the audience was to learn how to align data analytics and machine learning technology with the shift of demographics and online behavior across different levels of acculturation among multicultural consumers.
     
     
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    Jan Ingraham, Senior Director, Non-Perishables Merchandising, Peapod highlighted a case study regarding "E-Commerce with Peapod Digital Labs." She shared personalization in a digital marketplace. Getting to the root of humanity with our approach and moving beyond ethnicity, [gender, generation,] etc.  Our goal with personalization is to let people be who they want to be...rather than unfairly categorizing them based on tendencies of their cohort.  
     
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    Jakob Wolf-Barnett, Director of Business Development at Cook Ross shared “Emerging Technology and Its Impacts to Diversity Business Practices”
     

    Artificial intelligence (AI) and Automation are already having a profound impact on our workplaces and workforce. It is predicted that by 2025, 30% of jobs that exist today will be gone. Often exacerbated by top leaders’ lack of comfort and literacy with technology, these changes are happening more quickly than we think. The evolution of AI and its integration into mainstream business practices is becoming a threat to the diversity of our workforce and work done by diversity and inclusion (D&I) and HR practitioners. Why? Currently, our workforce diversity tends to be concentrated at the lower levels of the corporate structure. The number of these jobs will dramatically shrink due to automation. If we do not understand what the impact of AI and Automation will be on our workforce, and prepare for the implications of it, decades of D&I work will be disrupted.
     


     

    The same data and algorithms used in AI and new technologies, also control who wins and loses in society (for example, who receives a mortgage or a job), and how our experiences are shaped (for example, how your social media feeds are displayed). We have faith in data because it’s mathematically based evidence. However, reliance and blind faith in data can lead us astray. Bias if often programmed into AI and algorithms without our knowledge. Organizations will need to develop the skills to check their own algorithms and AI for bias. How can we prepare for these dramatic and rapidly approaching shifts? In this session, Jakob guided participants through the trends in AI in organizations across the United States and how to prepare for its impact on our workforce. Topics included:
    • How leaders can communicate with, and teach, their teams more effectively of the rapid changes in technology and how to prepare for that future.
    • Leadership traits that will become increasingly valuable in the future; including practicing inclusion to leverage diversity to solve complex problems with speed.
    • How organizations can learn to cross cut data to ensure it isn’t processed in a vacuum; and how to analyze your pipeline to determine career trajectories and high potential program placements.
    • How to achieve innovation as your business continues to shift with technology and experience numerous moving parts.

     
     
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