Keynote Presentations

"Addressing Antisemitism at Work"

Jonathan A Segal, Partner of Duane Morris Law Firm

You may have noticed there has been an alarming increase in antisemitism.  Indeed, it has become mainstream in some circles.

Like other forms of bigotry, individuals who harbor this hate don’t check it at the workplace door. There is growing evidence that the hate is infecting the workplace, too.

In a recent national survey, 1 in 4 hiring managers admitted to being less likely to hire someone that is, or is believed to be, Jewish. Other findings of the survey are just as troubling.

The discriminatory findings are frightfully close to a landmark study from the ADL seven years ago about the attitudes toward Jews in the US. And, that was before the recent rise in antisemitism.

Also up is harassing conduct directed at or about Jews. Many managers do not fully understand the conspiracy theory that animates some antisemitism. Accordingly, managers may be silent when they see, hear, or otherwise become aware of harassing conduct rooted in conspiracy theories.

As for legal protection of Jewish applicants and employees, it is not limited to discrimination and harassment based on religion. Protection may be based on ethnicity, even race, and perhaps even genetic information.

Antisemitism has become a “complicated” issue for some DEI leaders. We will explore some of the cultural mistakes DEI leaders have made and how they can recalibrate their approach to antisemitism as the evidence of its pervasiveness increases.

This program is a clarion call with practical recommendations for containing the antisemitic virus, at least in the workplace.

"The Authenticity Tax: How Expensive is it to be YOU at Work?"

Armers Moncure, Management Consultant and Strategist 

This talk explores the popular notion of “bringing your whole self to work” which is one of the benefits of creating an Inclusive workplace where everyone feels a sense of belonging. But what does it really mean to bring your whole self to work, and although having an environment where everyone feels seen, heard, valued and respected is an ideal goal, what must happen to make this a reality? Is it as easy as it sounds? Is there an unexplored relationship between Identity, Inclusion, Psychological Safety and Leadership Competencies? What role does HR play? What role does the C-Suite play? What is each person’s role in the organization? Does being an Ally have application here?

We will unpack these questions and leave listeners with practical steps and tools for exploring and mitigating any “Authenticity Tax” in their team, department and organization.

"Unifying our Purpose through People, Passion and Optimism"

Kimberly S. Reed, Award-winning Global Diversity, Equality, Inclusion & Belonging Executive and Advisor. Author. International Speaker. Ambassador.

For purpose to truly matter, it needs to go beyond an imperative that sits on the margins of the organization.

We’ve all heard about how important purpose is to both organizations and people, but as work changes and hybrid work models become the norm, purpose has renewed importance.

Each organization has a purpose. Purpose is the fundamental reason why the organization exists. A meaningful purpose states why the work there is important and how it can inspire a culture. A purpose alone may not be distinctive. It is the purpose and the culture as a unit that constitute the organization’s distinctive organizational identity.