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Natalie Holder, Speaker

Natalie Holder-Winfield

    • President of Compliance and Talent Management Training for QUEST Diversity Initiatives
    • Founder, New York State Bar Association's Labor & Employment's Diversity Fel
Full Bio
Fee Range

$7,500 - $10,000

Travels From

Connecticut

Inclusion vs. Diversity

Inclusion vs. Diversity

The Business Case for Employee Engagement

The Business Case for Employee Engagement

Natalie Holder-Winfield is an international speaker and employment lawyer who uses compelling case studies to update her clients on the best practices for increasing employee retention, improving diversity and inclusion, and staying compliant. Yale Medical School, the law firm of Wiggin & Dana, Time Warner, Proskauer Rose, the United States Department of Agriculture, and The United Way of Greater New Haven are just a few of her clients. 

Natalie graduated from New York University, Tulane Law School, and the Tuck School of Business at Dartmouth's Executive Education program. She founded the New York State Bar Association's Labor & Employment's Diversity Fellowship; she was named one of Fairfield County's Top 40 Under 40 Business professionals and Diversity MBA Magazine top 50 Business Leaders under 50; and she was recently appointed to the New York University Board of Trustees. And in 2013, NYU honored her with the Martin Luther King, Jr. Humanitarian Award. 

The American Bar Association is publishing her next book, Exclusion: Strategies for Increasing Diversity in Recruitment, Retention, and Promotion (2014), which examines how subtle bias interferes with innovation in organizations and the strategies for improving inter-group relations. Her first book, Recruiting and Retaining a Diverse Workforce: New Rules for a New Generation, provides human resource managers, diversity officers, managers, employees and students with practical strategies for improving intergenerational communication and offers ideas for creating inclusive workplace cultures. The book is used to facilitate discussions at conferences, orientations, meetings, roundtable discussions, recruitment events and diversity training sessions.  Natalie also writes for the Huffington Post, Diversity Insight Magazine, and Diversity Executive. Her commentary has been featured in the New York Times, the New York Law Journal, and Good Morning Connecticut. 

TOP TEN MICRO-INEQUITIES: THE BARRIERS TO INCLUSION

Have you ever felt excluded from the inner workings of an organization and felt like an outsider?  From being the “new person” to being “the only”—woman, man, person of color, or person with a disability—most of us share a common ground experience of realizing when we might not fit in. This micro-inequities program identifies the subtle, yet impactful, gestures, comments and other communications that can impede recruitment, retention and promotion and interfere with organizational diversity and inclusion.


CONTROLLING OUR NATURAL REACTIONS TO EMPLOYEES WHO FILE COMPLAINTS

With retaliation leading the EEOC charge filings—even surpassing race and gender discrimination charges—today’s HR professional must be equipped with the strategies for increasing their self-awareness and those they counsel to detect, correct and prevent retaliation in their workplaces. This working session puts HR practitioners’ theoretical knowledge into practice by handling real-life scenarios that delve into the fine line between a natural reaction to a disgruntled employee and retaliation.  Based on the latest employment trends and case law, this session will provide the best practices for managing retaliation.

Speaking Topics:

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