Diversity, equity, inclusion, and belonging is more than a business initiative designed to enhance workforce recruitment and retention. It is a culture reset based on a shift in how we see, engage, and capitalize on our similarities and differences in the workplace.
Come join us for an interactive day of…
- Engaging in self-awareness opportunities.
- Exploring DEI&B from different perspectives and their impacts in the workplace.
- Sharing success stories and best practices.
- Learning psychological safety strategies for creating a trusting, engaging, and supportive environment.
- Understanding the role leadership plays in creating a culture of support for people with differing mental attributes and conditions.
Be inclusive. Encourage others from your organization to share this experience with you!
Change happens through more understanding, involvement, and commitment.
The Symposium logistics and presentations are listed below.
Location: Fogo De Chao Steakhouse
6600 Menaul Blvd. NE, Albuquerque,
Times: Registration: 8:15 a.m. - 8:45 a.m.
Welcome, Presentations and Lunch:
9:00 a.m. - 4:30 p.m.
Networking: 4:30 p.m. - 5:30 p.m.
Registration Deadline: September 12, 2022
Number of Attendees: 90 Maximum
CEUs: 5 (pending)
Early Bird Savings: $99.00
After August 31, 2022: $145.00
Early Bird Savings: $124.00
After August 31, 2022: $145.00
Student Rate: $50.00
What Does Diversity, Equity, and Inclusion Mean to You?
Cedric Snell, BS Computer Science
Solution Architect, Amazon Web Services
Should I use the adjective “Diverse”? Does the environment I work and live in promote an
environment where everyone gets what they need to be successful? Isn’t Inclusion just a synonym for Diversity? While education for Diversity began in the 1960s, racial tensions continue. Equal opportunities are not necessarily equal. Additionally, many continue to not feel fully valued.
In recent years, Equity has become prominent as well as a much-needed component to positive culture. In order to enable and secure a positive culture, employers have added D, E, & I initiatives with a commitment to:
• Building Positive Workplaces
• Developing Awareness and Recognizing Discrimination
• Cultivating Attitudes and Identifying Harassment
• Acting Against Retaliation
• Maintaining Positive Workplaces
• Inform and review Diversity, Equity, and Inclusion.
• Define actions that promote and sustain good culture.
• Bring attention, awareness, and focus to actions that positively or negatively impact others.
• Bring awareness to the effects of negative actions.
About Our Speaker
Cedric joined Amazon Web Services in September 2019 as a Solution Architect. Prior to AWS, he was a Systems Engineer at Veeam Software and Nimble Storage, an HPE Company. Cedric is a graduate of South Carolina State University, where he majored in Computer Science. He has been a technology professional at several fortune 500 companies and in the industry for 20+ years. Additionally, Cedric has jointly created trainings and presented on D, E, & I within Amazon.
When he’s not busy researching and testing a proposed solution for one of his customers, he’s probably wrestling with his miniature schnauzer, Bodhi, or attempting a hiking or traveling adventure with his wife Karley.
A More Powerful Yes
Founder and CEO of EDWINS Leadership & Restaurant Institute
The philosophy behind rebuilding the human spirit in a world designed to hasten the demise of returning citizens.
• Highlighting the benefits of hiring within special populations.
• Reviewing recidivism statistics within special populations.
• Emphasizing on how offering training and education reduces the recidivism rates.
• Demonstrating how he created a national model for reentry.
About Our Speaker
Brandon Edwin Chrostowski is on a mission to change the face of re-entry in the United States. In 2007, he founded EDWINS Leadership & Restaurant Institute with the belief that “education wins” and that every human being - regardless of their past - has the right to a fair and equal future. Under Chrostowski’s stewardship, EDWINS has grown to include culinary education and life skills training at its flagship French eatery and haute dining concept, Edwins too, in Cleveland, Ohio; a Butcher Shop and Bakery and Diner; a nearby Second Chance Life Skills Center campus for additional learning, housing, and support services; an on-site program at Grafton Correctional Institute and curriculum for inmates at all Ohio state prisons.
A classically trained chef and sommelier, Chrostowski honed his skills at fine dining establishments in Paris, New York, and Chicago, including Lucas Carton, Chanterelle, Picholine, Le Cirque and Charlie Trotter’s. Recognition of his culinary and mission-driven efforts include IFMA’s 2020 Silver Plate, CNN 2016 Heroes and Crain’s “40 under 40” awards; being featured as the subject of the Academy Award nominated documentary Knife Skills; and The Richard C. Cornuelle Award from the Manhattan Institute for Social Entrepreneurship. Chrostowski earned an Associate’s degree in Culinary Arts and a Bachelor’s degree in Business and Restaurant Management from The Culinary Institute of America. He resides in Cleveland with his wife Catana and their children, Leo, Lilly, and Lynx.
Understanding Mental Health for Managers
Maribeth C. Bohley, MA (left)
Learning and Organizational Effectiveness Manager,
The Solutions Group - EAP
Deirdre Anderson, M.S., LCSW, QSAP, CEAP (right)
EAP Clinical Counselor,
The Solutions Group - EAP
The COVID-19 pandemic has “shone a spotlight on mental health.” Both during and following the pandemic, mental illness (a.k.a. mental conditions) have increased – some precipitated by the pandemic while others went unnoticed or unaddressed before now. For managers and organizations, there are several challenges and opportunities related to mental health and well-being where thoughtful actions can make a big difference for employees and the business. So, what is the role of managers when it comes to mental health in the workplace? What does mental health have to do with diversity and inclusion? What is “mental illness” and what are mental “conditions”? Is there a difference? What does mental well- being look like? In this session, we discuss best practices for enabling mental well being in the workplace and how managers and Diversity, Equity and Inclusion programs can help create a culture of support for people with differing mental attributes and conditions.
• Define mental illness, mental conditions, mental well-being & mental health.
• Describe research related to mental health during the pandemic.
• Discuss challenges and practices for businesses and managers related to mental health.
• Describe ways to “normalize” mental health conversations with employees.
• Clarify a process for holding conversations with employees demonstrating warning signs.
• Discuss the connections of mental health to diversity and inclusion efforts within
About Our Speakers
Maribeth is the Manager of Learning and Organizational Effectiveness for The Solutions Group (TSG), Employee Assistance Program. Her work as an Organizational Development Professional span over 30 years and includes successful design, development, delivery and evaluation of numerous individual, group and organizational interventions for TSG and Fortune 500 companies. Some of those interventions include change management business restructuring, teambuilding, problem solving, process improvement, competency modeling, emotional intelligence, leadership curricula, diversity and equity workshops, succession planning, knowledge management, conflict mediation, culture transformation, performance management initiatives and individual/group assessments.
She is a certified Myers-Briggs Type Indicator (MBTI) Step I and II facilitator, Six Sigma Green Belt, Crucial Conversations/Accountabilities trainer and Center for Creative Leadership (CCL) 360 leadership development coach. Maribeth passionately supports integration of the whole person in the workplace and in pursuit of lifelong learning. She received both her bachelor’s degree in secondary and adult education and her master’s degree in Organizational Learning and Instructional Technologies from the University of New Mexico. Maribeth is currently working on her Ph.D., exploring the connections between transformational learning and storytelling.
Deirdre is a Licensed Clinical Social Worker (LCSW) and Qualified Substance Abuse Professional (QSAP) who specializes in short-term, solution-focused counseling that incorporates mindfulness, building life skills, and cognitive behavioral techniques. Throughout her career, she has worked in a variety of clinical settings including outpatient psychiatry, leading stress management courses at a rehabilitation hospital, outreach to homeless and mentally ill veterans, managed care, and several employee assistance programs. Prior to joining The Solutions Group, she coordinated the Dialectic Behavioral Therapy Program at University of New Mexico Psychiatric Center. Deirdre earned her master’s degree in clinical social work from the University of California Berkeley.
Transgender Cultural Fluency: Level 1
Executive Director of Advocacy & Development and Co-Founder
Transgender Resource Center of New Mexico
Pronouns: he, him, his
Transgender people today are more visible and represented throughout our communities than ever. As such, organizations and individuals are finding the need to increase their knowledge and understanding of issues that affect their transgender colleagues, employees, friends, and family members. Despite gains in visibility and acceptance, transgender people continue to face enormous challenges in everyday life—from poverty, unemployment, lack of access to health care and secure housing, to horrific violence and discrimination.
The goal of this session is to lay the foundation for individuals to gain a better understanding of what it means to be transgender, clarify common misconceptions about transgender people, become familiar with the challenges transgender communities face, and learn ways to be a strong and engaged advocate for transgender people.
Attendees will be able to…
- Identify an appropriate definition of transgender.
- Differentiate between an individual’s gender and sexual orientation.
- identify an appropriate definition of non-binary.
About Our Speaker
Adrien co-founded TGRCNM in 2008 with Zane Stephens to be a clearinghouse of service provision, education, and advocacy for the transgender community in New Mexico. He has facilitated over 3,000 Transgender 101 training sessions throughout New Mexico, including training every corrections department in the state, numerous district attorney offices, police departments, public and private schools, healthcare and social service facilities, and countless businesses, nonprofits, and other entities. Adrien has led successful advocacy efforts for model transgender student policies, gender-neutral restrooms, trans inclusion in social service facilities, statewide bullying prevention, and most recently, birth certificate gender marker change.
On a national level, Adrien presents and consults on many issues impacting the trans community, including TGRCNM as a successful model for local service provision. He has been recognized with the Jose Sarria Into the Light Award for community service and the Vincent R. Johnson Model of Hope Award for LGBTQ role models. In 2019, Adrien won the Advocacy In Action (AIA) Professional Innovation in Victim Services Award presented by the New Mexico Crime Victims Reparation Commission (CVRC).
Adrien is a trans man and father. In his spare time, he enjoys playing guitar with A Band Named Sue.
Building Trust Through Psychological Safety
Alexandra (Alex) Taylor (she/her), MPA
Senior Consultant, Strategy & Advisory and DEI
As companies navigate the Great Resignation, and the subsequent impact on their ability to fulfill their mission and vision, there has never been a better time to examine the critical importance of trust as the foundation of a healthy organizational culture. Studies of companies across the globe, done over decades, show that greater employee engagement and innovation is linked directly to a culture of trust. And we as leaders must be willing to assess what we are doing to encourage trust-building, and what might be getting in the way. Join us in this interactive session as we explore building trust through psychological safety.
• Gain a greater understanding of what gets in the way of building trust
between leaders and their staff, and how to work through those barriers.
• Examine the fundamentals of psychological safety, and how it creates a
foundation for trust in the organization.
• Reflect on the foundation of all trust-building and conflict resolution …
transparency, clarity, and empathy.
About Our Speaker
Alex is a Senior Consultant in Strategy and Advisory and DEI for Nonprofit HR. In that role, Alex brings expertise around leadership development, talent management and diversity, equity and inclusion to a broad range of non-profit and social entrepreneurial clients in the following ways:
• Designing and delivering leadership training programs, focused on issues like Conflict
Resolution, Change Management, Problem Solving, Emotional Intelligence, Leadership
Coaching, Personal Leadership Style, Building Trust and Crucial Conversations.
• Creating equity and inclusion strategies for stakeholders and performing DEI
organizational assessments (internally and externally focused) through document review, staff interviews and focus groups as well as survey creation and delivery.
Prior to joining Nonprofit HR, Alex served as the Vice President of Development and Endowment for the YMCA of Greater Houston, where she served for over 15 years in a variety of roles in philanthropy, social equity, Board development and operations. She holds a B.A. from Wheaton College (Wheaton, IL) and a Master’s in Public Administration from the University of Houston
6600 Menaul Blvd NE
Albuquerque, NM 87110
|HRMA Member- Early Bird Savings||$99.00|
|Non HRMA Member- Early Bird Savings||$124.00|