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Agenda

   

Wednesday, 14 June 2023

Description
Opening Remarks
CWC President Joe Lakis welcomes conference attendees and sets the stage for the two-day event.
Time
9:00 AM - 9:15 AM
9:00 AM

Future of Compliance, Diversity and Inclusion After Harvard
The U.S. Supreme Court has now heard arguments in two major cases involving the use of race in college and university admissions decisions. And while these cases don’t directly involve how affirmative action is practiced in the employment context, many observers -- including those at both the EEOC and OFCCP -- now believe the Court’s decisions could foreshadow how much latitude employers will have in the future to aggressively pursue certain CD&I goals. This session will explore how the Court might rule in these important cases, and examine the possible impact to employer compliance and diversity programs.
Time
9:15 AM - 10:15 AM
9:15 AM

How We Can Make CD&I Work in a Post-Harvard Era
Regardless of how the Supreme Court rules in the pending university admissions cases, employers are facing increasing pressure – sometimes from opposite ends of the spectrum – to reexamine their compliance, diversity, equity, and inclusion programs. In some cases, employer CD&I programs aren’t deemed aggressive or bold enough. In others, they’re deemed too aggressive, and then challenged as running counter to long-established principles of equal employment opportunity. This session will feature a panel of practitioners sharing their views on the future of workplace CD&I initiatives and discussing how employers can begin laying the groundwork for reimagined, bold, and lawful CD&I programs.
Time
10:30 AM - 11:45 AM
10:30 AM

Board Elections
The Annual Membership Meeting provides members with the opportunity to elect the association's next board of directors.
Time
11:45 AM - 12:00 PM
11:45 AM

Lunch | Officer Election Results
Time
12:00 PM - 1:30 PM
12:00 PM

A Closer Look at the Latest Census EEO/AA Benchmark Data
The Census Bureau's EEO Tabulation is the primary source of critical benchmark data for evaluating the race, ethnicity, and gender composition of an organization’s workforce against the broader external labor market. This session will explore the major changes introduced in the most recent EEO Tabulation and explain how these changes affect the file's usefulness -- and relevance -- to employer affirmative action compliance and diversity representation analyses.
Time
1:30 PM - 2:15 PM
1:30 PM

Using Affirmative Action To Drive ESG Scorecards
ESG programs are evolving, and compliance practitioners must evolve their skillset in kind. Organizations looking to “grade” their ESG efforts must first evaluate the qualitative programs that enable progress, and incentivize behavior that drives success. This session will share practical insights to help attendees identify the building blocks of a successful ESG program; evaluate human capital data that help drive ESG success; and establish key safeguards needed to ensure ESG responsibility.
Time
1:30 PM - 2:15 PM
1:30 PM

A Roadmap for Developing Global Gender Diversity Benchmarks
Developing reliable CD&I representation benchmarks for an organization's U.S. operations can be challenging enough. But as many employers know, developing similarly reliable benchmarks for international operations can prove far more problematic, with labor market data by gender hard to find, retrieve, and analyze, and labor market data by race/ethnicity simply unavailable or largely irrelevant. This session will lay out a realistic roadmap for employers to consider when formulating new -- or refining existing -- global gender diversity benchmarks. Attendees will learn what labor market data are available, where they can find them, and how they can be analyzed in support of their organization's global gender diversity goals.
Time
2:30 PM - 3:15 PM
2:30 PM

Sniff the Glue: Do Your AI Tools Pass the Smell Test?
Yes, you read that right. And no, we're not speaking literally! Here's the deal. In 2011, the Supreme Court ruled in Dukes v Wal-Mart that a class-action suit covering roughly 1.5 million women couldn't move forward because there was no "glue" that bound all members of the class together. Well, if you're using or considering any of the artificial "intelligence" tools now being aggressively marketed to employers as talent acquisition and management panaceas, there's a good chance that the situation could get . . . sticky. This session will examine what we've seen, heard, and experienced with employment-related AI tools and offer some practical suggestions for minimizing the systemic risks that their use might create.
Time
2:30 PM - 3:15 PM
2:30 PM

Ten Important Tools for EEO/AA Professional Success
Developing the knowledge, skills, and abilities to successfully manage an organization's EEO and affirmative action compliance requirements takes time and experience, both of which are in short supply for many practitioners in our field. But whether you're new to the discipline or a more seasoned professional responsible for finding and developing the next generation of EEO/AA compliance leaders, you're sure to find this session well worth the 45-minute investment. Join us for this fast-paced discussion led by CWC staff experts and association board members as they share their top ten most valuable tools, tips, and resources for successfully managing employer nondiscrimination and affirmative action compliance.
Time
3:30 PM - 4:15 PM
3:30 PM

What They Say About Pay: Surveying Pay Equity Statements
Employers are facing increasing pressure to be more transparent with the public about where they fall on the pay equity spectrum. Not surprisingly, many large employers have responded by publicizing their pay equity commitments, analyses, and sometimes even results. These public-facing pay equity reports come in many shapes and sizes, and there's no one right way to take this transparency leap. This session will survey how a select group of companies have approached their public-facing pay equity disclosures, with a guided walk-through of actual statements, reports, and statistics to help attendees better understand what their own organizations might "say about pay."
Time
3:30 PM - 4:15 PM
3:30 PM

A Session Without Slides
Our first day wraps up with a free-flowing roundtable conversation focused on the topics most relevant to attendees. Have a question about how a specific ATS or HRIS platform can handle a CD&I requirement? Want to learn more about effective outreach and recruitment strategies? Need some practical perspective on pay equity? The floor - and the microphones - will be open for attendees to take control of the agenda and drive the discussion, engagement, and peer-to-peer benchmarking wherever they want it to go.
Time
4:15 PM - 5:00 PM
4:15 PM

Evening Networking Reception
Time
5:30 PM - 7:00 PM
5:30 PM

Thursday, 15 June 2023

Description
Breakfast and Bullet Points: CWC's MemberAssist Live
One of the most valuable member benefits is the ability to contact CWC staff at any time for information, guidance, or “sounding board” discussions on workplace compliance, diversity, and risk management issues. Our MemberAssist benefit takes on a personal touch in this open-forum breakfast, where members engage our staff and each other on the most pressing CD&I, legal, and policy questions they’re facing.
Time
8:30 AM - 10:00 AM
8:30 AM

CD&I Impact of Proposed Race/Ethnicity Category Changes
The federal standards for collecting race and ethnicity data have been largely unchanged for decades. But an ongoing White House review could significantly change how employers collect and report demographic data. After attending this session, attendees will be able to: (1) identify the most significant potential revisions; (2) understand the process by which proposed revisions will be considered and implemented; and (3) assess the impact of potential revisions on employer EEO/AA/DEI Programs.
Time
10:15 AM - 11:00 AM
10:15 AM

Working Group Report: SOGI Self-Identification
It's been nearly nine years since Executive Order 11246 was amended to prohibit federal contractors from discriminating on the basis of sexual orientation or gender identity. To date, however, OFCCP has amended its regulations only to add sexual orientation and gender identity to the required equal opportunity clauses, nothing more. Employers haven't waited, with many implementing new tools for collecting, maintaining, and analyzing SOGI data. Anticipating more detailed guidance from OFCCP in the near future, CWC has convened a working group to study the issues and formulate specific recommendations for the agency to consider. Wherever you are in the implementation of a SOGI CD&I program, this session will provide an opportunity to learn from the collective experience of our SOGI working group members as they discuss their key findings and recommendations.
Time
10:15 AM - 11:00 AM
10:15 AM

Advanced Metrics for Measuring TA Diversity and Compliance
Standard adverse impact analyses of applicant and hire data can tell you only so much about how TA decisions influence compliance, DEI, and risk. This session moves beyond these routine analyses by examining some of the sophisticated ways employers can measure the compliance- and diversity-related outcomes of their recruitment and selection practices, including what data to analyze, how to analyze it, and what to do with the results to drive meaningful compliance and DEI goals.
Time
11:15 AM - 12:00 PM
11:15 AM

Update on Key State and Local Compliance Developments
State and even local jurisdictions continue to complicate enterprise-wide compliance by enacting new laws on a host of workplace issues, including pay data reporting, paid leave, LGBTQ protections, pay transparency, non-compete agreements, and mandatory promotion postings. In this session, CWC staff experts will discuss the latest state and local workplace compliance developments and discuss the resources available to help members stay on top of them.
Time
11:15 AM - 12:00 PM
11:15 AM

OFCCP Regulatory, Policy, and Enforcement Update
OFCCP has begun implementing a long-awaited series of regulatory and enforcement initiatives reflecting the Biden Administration’s policy priorities. From agency directives on pay equity and audit tactics, to OFCCP’s contractor portal registration and certification requirements, to the anticipated modernization of AAP requirements, these initiatives are changing the way contractors approach and manage their affirmative action requirements. This session will cover all of the latest OFCCP developments and highlight their real-world impact to employers.
Time
1:30 PM - 2:45 PM
1:30 PM

What Modernizing Affirmative Action Will Mean for Employers
For the first time in more than 20 years, OFCCP has signaled its intent to modernize the agency's "60-2" regulations establishing the nondiscrimination and affirmative action program requirements for women and minorities. Based on what's been shared so far, these revisions are likely going to be significant, and could amount to a complete rewrite of the AAP requirements most of us have been implementing for decades. So what exactly will modernizing affirmative action mean for contractors? Will today's standard AAP reports be maintained? Will AAPs need to be structured by location? Will job groups remain the key units of most AAP analyses? And will aggregate minority analyses be maintained? Our deep-dive session will answer these and other critical questions based on the latest information available, and help prepare EEO/AA practitioners for the future of compliance under a modernized affirmative action program framework.
Time
3:00 PM - 4:15 PM
3:00 PM

CWC Officers and Directors Roundtable
Time
4:15 PM - 4:45 PM
4:15 PM

Samantha Wittie
Director, Operations and Strategy

Constance Richardson
Team Lead, Membership Operations

Jonathan Dickerman
Membership Operations and Administration Specialist

Jake Mason
Membership Operations Specialist

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