A significant threat to leaders across almost all industries is the challenges accompanying the next crisis they will inevitably face. Crises force decisions amid uncertainty and arise from social movements (e.g., MeToo, Black Lives Matter) political events (e.g., responding to regulators, the push-back against DEI), or can be organization-specific (e.g., a manufacturing recall, leadership misconduct becoming public), just to name a few examples.

Organizations and their leaders have well-developed systems and processes to handle the day-to-day. However, when a crisis hits, they are too often ill-equipped to quickly and effectively respond to the ensuing chaos. The most common reaction is to attempt to rapidly calm the chaos and resume business as usual. This approach typically results in confusion for employees, lack of transparency, limited inclusion of needed stakeholders, and long-term damage to the brand. In contrast, Inclusive Crisis Leadership embraces the crisis, seeing it as an opportunity to Build the Brand in the eyes of customers, employees, investors, and the public.

DEI is facing national and global risks of cutbacks and vanquishing of DEI initiatives and roles. Tying effective DEI management to the advancement of organizational goals is critical to not only protecting DEI resources, but also sophisticating the field of DEI.

After years of leading metrics-based DEI programs and most recently, testifying at Congress on quantified company measures, Eloiza will share guidance about securing clear objectives, sustainable evidence and integrated systems that track progress for your organization’s DEI business case.

Many organizational leaders, particularly those identifying as White males, feel uncomfortable speaking about diversity. The fear of saying the wrong thing and generating a crisis often results in leaders not saying anything at all, which frequently is read as having a negative attitude about diversity.

After years of successfully partnering with colleagues and leaders of various backgrounds and demographics, Eloiza shares some straightforward guidelines that leaders can follow to lean into this potential crisis area and turn it into a personal and organizational competitive advantage.

In this motivational presentation, Eloiza will provide personal and workplace narratives to demonstrate (a) the power of bringing your whole, authentic self to work, (b) how diversity and inclusion drive innovation, and (c) how the interceptions of these concepts drive a culture of belonging, inclusion and equity.

Quantitative and qualitative examples of corporate outcomes will demonstrate how these types of cultures positively impact retention, engagement, productivity, and employee sentiments of belonging, trust and loyalty. The role of ERGs will be explained as an enabler of cultures of authenticity and supporting belonging and innovation.

Solutions will be discussed regarding what employees can do to bring their authentic and whole selves to work, and how colleagues can support one another via allyship and affirmation.

In this inspiring speech, Eloiza tackles imposter syndrome head-on, offering practical strategies to overcome self-doubt and unlock your full potential.

Drawing from personal stories and proven techniques, she provides a framework for workplaces to tackle the impact of the imposter syndrome as a collective. The framework addresses individual, team and culture impacts, providing research-based, cohesive and actionable tools for success at the employee, manager, team and company levels.