Natalie Holder-Winfield
- President of Compliance and Talent Management Training for QUEST Diversity Initiatives
- Author of Exclusion: Strategies for Improving Diversity in Recruitment, Retention and Promotion and
Recruiting and Retaining a Diverse Workforce: New Rules for a New Generation - Founder, New York State Bar Association's Labor & Employment's Diversity Fel
Travels From
Connecticut
Natalie Holder-Winfield Speaker Biography
Natalie Holder is a strategist who has secured the funding, partnerships and organizational enthusiasm needed to build the architecture that institutionalizes diversity, equity and inclusion in workplaces ranging from prestigious academic institutions to law enforcement. 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.
Beyond Bias: Building Diverse Teams for Lasting Success
In this keynote, Natalie Holder-Winfield explores how organizations can break down barriers in recruitment to build truly diverse and inclusive teams. Discover actionable strategies to mitigate unconscious bias, enhance your talent pool, and leverage diversity as a competitive advantage in today's business landscape.
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.
