$7,500 - $10,000
$7,500 and Under
Natalie Holder is the Chief Diversity, Equity and Inclusion Officer of the Stanford National Accelerator Lab (SLAC). She uses her employment law background to strategize the diversity, equity and inclusion (DEI) infrastructure for organizations. She is the author of Exclusion: Strategies for Increasing Diversity in Recruitment, Retention, and Promotion (ABA Publishing 2014), which explores how subtle biases interfere with engagement—and subsequently innovation—in the workplace. Her commentary has been featured in the New York Times, Huffington Post, Diversity Insight Magazine, Diversity Executive, the New York Law Journal, and Good Morning Connecticut. She is a frequent speaker, trainer and presenter on employment compliance and DEI issues.
From 2012-2014, she was a member of the consulting team that worked with the New York City Fire Department to eliminate policies and other barriers that stymied the recruitment and retention of African-American, Latinx, and women firefighters. Since then, the FDNY has experienced its most racially and gender diverse recruiting classes in its 156- year old history.
Natalie co-founded the New York State Bar Association’s Labor & Employment Division’s Diversity Fellowship and has developed strategies to increase diversity and retention for various bar associations. In 2012, she was appointed to the New York University Board of Trustees and served on the Compliance and Audit Committee. In 2013, NYU honored her with the Martin Luther King, Jr. Humanitarian Award. From 2016-2021, she led the DEI Office for the U.S. Capitol Police, where she was the catalyst for the advancement of historically underrepresented groups into senior leadership roles, particularly the appointment of the first African-American woman Chief (Acting).
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.
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