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Communicating Diversity: A Field Guide

Communicating Diversity: A Field Guide


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The data is in!

  1. Diversity is a source of competitive advantage
  2. Diverse teams arrive at better, more innovative solutions than monolithic teams
  3. Diversity is not the same as affirmative action or any other government mandated equality program – it’s better
  4. Diversity makes common, moral and good business sense

You are a believer. Great.

But while your energy and enthusiasm on the topic of diversity are required, they are not sufficient. You need a rock solid communication plan and the know-how to execute it in order for diversity to take root and stay rooted in the fabric of how the company you work for does business.

What You Will Learn:

Based on her real-world experience, Jacqui Welch will walk us through the six key components of a rock solid diversity communication plan:

1. Explaining the business case
2. Reinforcing the values and visions of the diversity effort
3. Identifying the WIIFM (what’s in it for me) for employees
4. Defining diversity
5. Communicating expectations
6. Demonstrating ongoing commitment


JaquiWelchJacqueline M. Welch is Vice President, Employee and Organizational Effectiveness for Rock-Tenn Company, a $2.2 billion Norcross, Georgia headquartered manufacturer of packaging products, merchandising displays and recycled paperboard. Rock-Tenn Company operates more than 90 facilities throughout the United States, Argentina, Canada, Mexico and Chile.

As Vice President of Employee and Organizational Effectiveness, Jacqui is responsible for talent acquisition, performance management, career development, learning and development, succession planning, organization development, employee relations, compliance, union relationships, corporate communications, and workplace practices such as corporate citizenship and diversity for a workforce of 10,000 employees. Jacqui reports directly to the CEO and is an officer of the company.

Jacqui’s expertise is in developing, implementing and institutionalizing people programs, practices and policies that support business objectives and optimize organizational culture. This includes developing customer-focused business strategy for the human resource function and building line capacity to manage the people asset.

Who should register:

  • Communications, HR, public relations and managers and supervisors who want to help take their organization’s diversity program to the next level

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