Diversity, Equity & Inclusion in Equity Compensation Series
Diversity, equity, and inclusion are now common priorities of corporate governance boards and compensation committees. But how do you ensure your company is actually delivering on its DEI commitment? Explore how environmental, social, and governance (ESG) strategies, innovation, frequent disparities in stock ownership, and more impact DEI outcomes.
Ideal Development Opportunity For
- Those seeking to improve their team effectiveness and creativity.
- Leaders wanting to create inclusive, accessible, and equitable workplaces.
- Professionals who wish to eliminate systems and processes that limit equal opportunity.
On-demand to fit your schedule
Supplemental materials to further dive into topics
Quizzes to test your skills and apply your knowledge
Certificate awarded upon completion
On-Demand, 3-Course Series
Empowering Women Through Workplace Benefits
It’s no secret many women in the workforce face greater financial challenges today than ever before—from juggling caregiving responsibilities to navigating student loan debt and more. What can companies do to help women attain a better financial footing? Explore the specific financial wellness needs of women in the workplace and how your organization can better assist women in attaining their goals.
Juggling Financial Challenges
Develop an understanding of the financial challenges women workers.
Shining a Light on Financial Wellness
Investigate the specific financial wellness needs of women in the workplace.
Workplace Benefits to Address Inequities
Examine how your organization may be able to better assist women workers in attaining their goals.
Strategies for a Better Foundation
Learn what companies can do to help women in the workforce attain a better financial footing.
Neurodiversity in the Workplace
As attention to neurodiversity in the workplace continues to increase, so does the number of companies making highly visible efforts to attract, retain, and support neurodivergent employees. Learn more about how companies are seeing success by embracing these efforts and how you can model similar practices within your own workplace.
Understanding Neurodiversity in the Workplace
Understand the importance of a diverse workforce.
The Business Imperative
Learn about the growing skill gaps that are challenging STEM, equity compensation, and a variety of other sectors.
Modules 3 & 4
Promoting a Holistic Neurodiversity Strategy
Explore how diversity, equity, and inclusion are essential to successful corporate outcomes.
Building Momentum for Change
Hear about the short and long-term steps companies can take to build a culture that incorporate neurodiverse talent.
Course 3 | Coming Soon!
Workplace Benefits: The Importance of Diversity and Inclusion
Explore the evolving mindset companies are using to attract talent. Get an in-depth look at changing demographics and life journeys, and how those translate to their workplace needs and expectations.
Creating a Talent Recruitment Strategy
Learn how to build a data-driven diversity recruitment strategy.
DEI-Centric Methods to Retain Talent
Discover ways to promote diversity and inclusion that help everyone feel valued and facilitate employee retention.
Trends in Talent Acquisition and Retention
Explore shifts in productivity, turnover, and attrition in the past decade.
Lauren Auriemma, Head of Financial Wellness Relationship Management, Morgan Stanley at Work
Lisa Margeson, Managing Director, External Affairs, Retirement Research & Insights, Bank of America
Katy Schneider Riddick, Senior Director, High Lantern Group
Charmaine Rubino, Vice President in Financial Wellness, Morgan Stanley at Work
Patricia Sternik, Compensation Manager, Kerry
Kai Walker, Head of Inclusion Transformation, Retirement and Personal Wealth Solutions, Bank of America
Certified Equity Professionals (CEPs) can earn continuing education credits for session recordings.
Maximum Credit: 3 hours (1 credit per module)
Additional Requirements: Attendees must keep their own records of their attendance, including the specific sessions they attended, so they can report this information to the CEP Institute when required.