The Conference Board uses cookies to improve our website, enhance your experience, and deliver relevant messages and offers about our products. Detailed information on the use of cookies on this site is provided in our cookie policy. For more information on how The Conference Board collects and uses personal data, please visit our privacy policy. By continuing to use this Site or by clicking "OK", you consent to the use of cookies. 

Human Capital Analytics Conference

Better Decisions, Better Organizations, Better Results
OCTOBER 15 - 16, 2019 | WESTIN NEW YORK AT TIMES SQUARE | NEW YORK, NY

October 14, 2019

Human Capital Analytics and Diversity: Measuring and Maximizing ROI for Business Impact

8:45 – 9:00 am
Session A

Introduction and Opening Remarks

John Brewer, Program Director, The Conference Board

9:00 am – 10:15 am
Session B

Defining and Measuring Inclusion – Using Metrics to Drive Progress

Based on the recent research report of the same title, this session will set the stage for the discussions that follow by laying some of the groundwork around D&I in organizations.

Companies that create more inclusive workplaces do so, among other reasons, because they believe it will lead to increased innovation, productivity, and employee retention and engagement. To do so, however, they must first define inclusion clearly, without giving in to superficiality and, second, measure inclusion and hold people accountable for making progress. This new research by The Conference Board describes where companies are today in meeting these challenges and what they can do to define and measure inclusion more effectively.

Mary Young, Principal Researcher, The Conference Board

Matthew Malter Cohen, Head of Recruiting & Selection Analytics, Capital One

10:15 – 10:45 am
Networking Break
10:45 – 11:30 am
Session C

Using Natural Language Processing to Identify Bias in Performance Measurement

Few processes in organizations are as affected by bias as performance management. In this session participants will engage in a conversation about how bias infects the process and why it is so intractable. Discussion will focus on how using natural language processing can help identify and mitigate against biases and so help produce more equitable performance management.

Hallie Bregman, Diversity Analytics Lead, Data Science and People Analytics, Wayfair

11:30 am – 12:00 pm
Session D

Unconscious Bias – How to Address it and Measure Progress

Unconscious bias remains a major challenge for individuals and organizations seeking to make progress in D&I. This shouldn’t be a surprise as everyone has biases, and many are deeply ingrained in how we think and act every day.

And employers have invested considerable resources addressing this issue – take for example Starbucks decision to close all its stores for an afternoon so as to provide all employees with anti-bias training. But how do you know if this training has been effective?

This session will look at common approaches to addressing bias and assess their effectiveness.

Lindsay Ciancetta, Phd, Inclusion & Analytics Strategist, Turner Construction Company

12:00 – 1:00 pm
Lunch
1:00 – 2:00 pm
Session E

You Can’t Spell Bias Without an A and an I: Countering Bias in Expert Systems in HR

People analytics – the focusing of so-called big data on human resources – is a tool for finding those factors that correlate with workplace success. Done right, people analytics can be extraordinarily powerful tools for testing, understanding and advancing the practice of human resources. Done incorrectly, and there is a potential to bake bias right into the core of your human resources activities. The story told about the future of people analytics is the stuff of utopian writing – that computers will take massive amounts of data (say, the history of your company’s hiring to date and the success or lack of success of candidates) – and derive from that data a way to select the best candidates for the job.

And because these processes are based on data, math and formulas, we are led to believe that the results will be free from the usual bias associated with hiring. Put more succinctly, people analytics should help us learn from the past to determine who will be more likely to succeed and who will be more likely to fail. Unfortunately, the truth is quite different. With smart lawyering, however, we can create better systems and help our organizations better understand (and thus manage) the risk associated with people analytics.

Steve Sheinberg, General Counsel, SVP, Privacy and Security, Anti-Defamation League

2:00 – 2:30 pm
Session F

Diversity and the Future of Work: Examining the Future Workplace Through a Generational Lens

There is currently much discussion about the challenges and opportunities of the multigenerational workplace. At the same time organizations are recognizing that many people in the workforce lack the skills necessary now and in the future as the workplace transforms.

This session will discuss a project at Emily Riddle Aeronautical University that attempts to better understand this mismatch and the generational component. This involves wide use of public data, use of qualitative and quantitative date and natural language processing to capture and analyze interview content.

Gordon R. Haley, Assistant Professor, Department of Management & Technology, College of Business, Embry-Riddle Aeronautical University

2:30 – 3:00 pm
Refreshment Break
3:00 – 3:45 pm
Session G

From Diversity Metrics to Analytics

Almost since the beginning D&I practitioners have argued that increasing diversity leads to improved business results. And for many this belief remains almost an article of faith.

Simple metrics driven by regulatory requirements are not enough to provide the information the organization needs. Accordingly, as organizations become increasingly quantified, so D&I practitioners need to develop more sophisticated approaches to understanding the impact of their practice on the business. And they need to think creatively about how an analytical approach can inform D&I and business decision making.

This session will explore this evolution and address issues such as:

  • Obtaining relevant data from engagement surveys
  • Can you find out answers to questions you can’t ask?
  • Traditional and non-traditional sources of information

Carolyn Broderick, Senior HRIS Analyst, Mt Sinai Health System

3:45 – 4:45 pm
Session H

Concluding Interactive Session: Using LEGO®SERIOUS PLAY® to Explore Belonging and How to Measure it

D&I often begins with a straightforward headcount measurement aimed at answering the simple question – what is the composition of my workforce? Then with an increasing focus on inclusion so organizations deploy more sophisticated measurements and analytics. In this session John Brewer will lead a highly interactive exploration of the power of belonging and initiate a conversation about how we might measure it and analyze its impact on the organization.

LOCATION

Conference Location:

Westin New York at Times Square
270 West 43rd Street
New York, NY 10036
Phone: 212-201-2700

Book a room at a discounted rate by 9/23/2019

Please note: Registration fees do not include hotel accommodations. 

Pre-Conference Location:

The Conference Board 
845 Third Avenue (Between 51st and 52nd)
New York, NY 10022
Tel: (212) 339-0345

OUR MISSION

All proceeds support The Conference Board's educational, scientific, and not-for-profit mission.

SUPPORTING SPONSOR
Qualtrics - Human Capital Analytics 2019 - Supporting Sponsor
ASSOCIATE SPONSOR
Visier - HCA 2019 - Associate Sponsor
EXHIBITION SPONSOR
Peakon - Human Capital Analytics 2019 - Exhibition Sponsor
AGENDA
OCTOBER 15 - 16, 2019
WESTIN NEW YORK AT TIMES SQUARE,NEW YORK, NY

October 14, 2019

Human Capital Analytics and Diversity: Measuring and Maximizing ROI for Business Impact

8:45 – 9:00 am
Session A

Introduction and Opening Remarks

John Brewer, Program Director, The Conference Board

9:00 am – 10:15 am
Session B

Defining and Measuring Inclusion – Using Metrics to Drive Progress

Based on the recent research report of the same title, this session will set the stage for the discussions that follow by laying some of the groundwork around D&I in organizations.

Companies that create more inclusive workplaces do so, among other reasons, because they believe it will lead to increased innovation, productivity, and employee retention and engagement. To do so, however, they must first define inclusion clearly, without giving in to superficiality and, second, measure inclusion and hold people accountable for making progress. This new research by The Conference Board describes where companies are today in meeting these challenges and what they can do to define and measure inclusion more effectively.

Mary Young, Principal Researcher, The Conference Board

Matthew Malter Cohen, Head of Recruiting & Selection Analytics, Capital One

10:15 – 10:45 am
Networking Break
10:45 – 11:30 am
Session C

Using Natural Language Processing to Identify Bias in Performance Measurement

Few processes in organizations are as affected by bias as performance management. In this session participants will engage in a conversation about how bias infects the process and why it is so intractable. Discussion will focus on how using natural language processing can help identify and mitigate against biases and so help produce more equitable performance management.

Hallie Bregman, Diversity Analytics Lead, Data Science and People Analytics, Wayfair

11:30 am – 12:00 pm
Session D

Unconscious Bias – How to Address it and Measure Progress

Unconscious bias remains a major challenge for individuals and organizations seeking to make progress in D&I. This shouldn’t be a surprise as everyone has biases, and many are deeply ingrained in how we think and act every day.

And employers have invested considerable resources addressing this issue – take for example Starbucks decision to close all its stores for an afternoon so as to provide all employees with anti-bias training. But how do you know if this training has been effective?

This session will look at common approaches to addressing bias and assess their effectiveness.

Lindsay Ciancetta, Phd, Inclusion & Analytics Strategist, Turner Construction Company

12:00 – 1:00 pm
Lunch
1:00 – 2:00 pm
Session E

You Can’t Spell Bias Without an A and an I: Countering Bias in Expert Systems in HR

People analytics – the focusing of so-called big data on human resources – is a tool for finding those factors that correlate with workplace success. Done right, people analytics can be extraordinarily powerful tools for testing, understanding and advancing the practice of human resources. Done incorrectly, and there is a potential to bake bias right into the core of your human resources activities. The story told about the future of people analytics is the stuff of utopian writing – that computers will take massive amounts of data (say, the history of your company’s hiring to date and the success or lack of success of candidates) – and derive from that data a way to select the best candidates for the job.

And because these processes are based on data, math and formulas, we are led to believe that the results will be free from the usual bias associated with hiring. Put more succinctly, people analytics should help us learn from the past to determine who will be more likely to succeed and who will be more likely to fail. Unfortunately, the truth is quite different. With smart lawyering, however, we can create better systems and help our organizations better understand (and thus manage) the risk associated with people analytics.

Steve Sheinberg, General Counsel, SVP, Privacy and Security, Anti-Defamation League

2:00 – 2:30 pm
Session F

Diversity and the Future of Work: Examining the Future Workplace Through a Generational Lens

There is currently much discussion about the challenges and opportunities of the multigenerational workplace. At the same time organizations are recognizing that many people in the workforce lack the skills necessary now and in the future as the workplace transforms.

This session will discuss a project at Emily Riddle Aeronautical University that attempts to better understand this mismatch and the generational component. This involves wide use of public data, use of qualitative and quantitative date and natural language processing to capture and analyze interview content.

Gordon R. Haley, Assistant Professor, Department of Management & Technology, College of Business, Embry-Riddle Aeronautical University

2:30 – 3:00 pm
Refreshment Break
3:00 – 3:45 pm
Session G

From Diversity Metrics to Analytics

Almost since the beginning D&I practitioners have argued that increasing diversity leads to improved business results. And for many this belief remains almost an article of faith.

Simple metrics driven by regulatory requirements are not enough to provide the information the organization needs. Accordingly, as organizations become increasingly quantified, so D&I practitioners need to develop more sophisticated approaches to understanding the impact of their practice on the business. And they need to think creatively about how an analytical approach can inform D&I and business decision making.

This session will explore this evolution and address issues such as:

  • Obtaining relevant data from engagement surveys
  • Can you find out answers to questions you can’t ask?
  • Traditional and non-traditional sources of information

Carolyn Broderick, Senior HRIS Analyst, Mt Sinai Health System

3:45 – 4:45 pm
Session H

Concluding Interactive Session: Using LEGO®SERIOUS PLAY® to Explore Belonging and How to Measure it

D&I often begins with a straightforward headcount measurement aimed at answering the simple question – what is the composition of my workforce? Then with an increasing focus on inclusion so organizations deploy more sophisticated measurements and analytics. In this session John Brewer will lead a highly interactive exploration of the power of belonging and initiate a conversation about how we might measure it and analyze its impact on the organization.

October 15 - 16, 2019

About The Conference

Human Capital Analytics has transformed Human Resources. No longer can leaders make important decisions and determine strategy by instinct or hunch – Data and analytics play a crucial role in decisions large and small.  This change has now become part of a broader workplace transformation—through AI and machine learning.  HR must become even more integrated with the “Future of Work.”

With over a decade at the forefront of this change, the 2019 Human Capital Analytics conference will deliver the insights and ideas you need to keep pace with your competition. Join us to learn from today’s leading practitioners, and benefit from ample discussions around how HCA integrates into the “Future of Work.” Whether you’re an emerging user or a seasoned practitioner, walk away with the inspiration and practical guidance you need to grow and develop your HCA function.

Additional Opportunities

You won’t want to miss the pre-conference workshop Human Capital Analytics and Diversity: Measuring and Maximizing ROI for Business Impact. You’ll hear about the latest thinking on two of the hottest topics in HR today: D&I and Human Capital Analytics. With the growing need to better understand and improve diversity and inclusion, applying analytics to issues such as workplace culture, employee experience, and belonging is more critical than ever.

The Benefits to You

By attending this conference, you will

  • Learn from leading practitioners who have produced tangible results for their organizations
  • Compare alternative approaches to measuring culture and adapt these to your unique organizational and business needs
  • Gain ideas on how to remove bias from your hiring processes
  • Take the lid off AI and consider the ethical implications of its use in the workplace
  • Participate in a discussion of natural language processing and how its potential for your business
  • Hear from a variety of businesses with insights for seasoned practitioners and emerging users.
  • Explore new ideas from the forefront, like analytics’ contribution to the “Future of Work.”
  • Gain practical guidance on how to grow, develop, and fine-tune the function.
  • Increase the business value of your HCA function and improve its relationship with the business.
  • Better understand the impact/influence that HR leaders can have on the organization.
  • Collaborate, benchmark, and network with your peers over the course of two to three days.

 

Who Should Attend

Vice President and Directors of:

  • Human Capital Analytics
  • Workforce Analytics
  • HR Strategic Analytics
  • Human Resources and Global Human Resources
  • HRIS
  • HR Technology
  • Workforce Planning
  • Talent Management
  • Human Capital Data
  • Human Capital
  • and HR & other Business Analysts

Earn Recertification Credits

CPE logo

Earn up to 11 CPE credits
Personnel/Human Resources
Requirements: Attendees must sign-in each day for full credit. Delivery Method: Group-Live; Program Level: Intermediate, Prerequisites: Bachelor’s degree or higher, Advanced Preparation: None

HRCI

This program has been approved for 9 (HR (General)) recertification credit hours toward aPHR, PHR, SPHR, PHRca, GPHR, PHRi, and SPHRi recertification through the HR Certification Institute (HRCI). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.

SHRM

This program has been pre-approved for 9 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit www.shrmcertification.org.

Get Involved! If you would like to get involved in the 2019 conference, please contact us:

For sponsorship opportunities, contact michael.felden@conferenceboard.org.
For marketing partnerships, contact zoyna.dixon-glover@conferenceboard.org.
For speaker inquiries, contact john.brewer@conferenceboard.org
For group registrations, contact brian.teagle@conferenceboard.org

Paul Batten, VP People Analytics, Liberty Mutual

Stephan Dilchert, Academic Director, Executive MS in Human Resource Management, Baruch College Zicklin School of Business

Donald Fan, Senior Director, Walmart, Inc.

Ben Granger, Sr, Principal, Employee Experience,, Qualtrics

Bradley Hubbard, Director, HR Analytics, Bristol-Myers Squibb

Joseph Ifiegbu, Director, People Analytics, WeWork

Dawn Klinghoffer, General Manager, HR Business Insights, Microsoft Corporation

Ekta Lall Mittal, Learning Technology and Analytics Manager, Colgate-Palmolive Company

Michael Lemberger, Senior HR Consultant, Zurich

Cody Martin, Manager, Analytics, Johnson & Johnson

Piyush Mathur, Head of Global Workforce Analytics, Johnson & Johnson

Ernest Ng, Senior Director, People Analytics, salesforce

Ian O'Keefe, Managing Director, Workforce Analytics, JP Morgan Chase & Co.

Elizabeth Schuller, Sr. HR Reporting Consultant, Zurich North America

Jeremy Shapiro, Executive Director of Workforce Planning & Analytics, Merck

Dan Weiss, Assistant Vice-President: Workforce Anal, MetLife, Inc.

Wes Wu, VP, Advisory Services, Visier

Hallie Bregman, Diversity Analytics Lead, Data Science and People Analytics, Wayfair

John Brewer, Conference Developer, The Conference Board

Carolyn Broderick, Senior HRIS Analyst, Mt Sinai Health System

Lindsay Ciancetta PhD, Inclusion & Analytics Strategist, Turner Construction Company

Gordon Haley, Assistant Professor, Embry Riddle Aeronautical University

Matthew Malter Cohen, Head of Recruiting & Selection Analytics, Capital One Financial Corporation

Steven Sheinberg, General Counsel, SVP, Privacy and Security, Anti-Defamation League

Mary Young, Principal Researcher, Human Capital, The Conference Board, Inc.

Supporting Sponsor
Qualtrics - Human Capital Analytics 2019 - Supporting Sponsor
Associate Sponsor
Visier - HCA 2019 - Associate Sponsor
Exhibition Sponsor
Peakon - Human Capital Analytics 2019 - Exhibition Sponsor