So You Have a Diverse Workforce, Now What? Learn How Hubspot is Accommodating Belonging
We know diversity of experience, history, and thought can increase innovation, creativity, and ultimately produce better business outcomes. Yet, organizations continue to struggle to identify and implement diversity, equity, and inclusion (DEI) strategies in meaningful ways that do not “other” underrepresented groups. This session will cover how to identify DEI goals that create meaningful change at the organizational, interpersonal, and managerial levels. Attendees will walk away with a framework on how to evaluate your DEI strategy, and implement new strategies. Plus, hear from the HRBP of Belonging and Inclusion at Hubspot for a case study example on how they are creating a culture of belonging.
Learning Objectives:
- Articulate the significance of diversity, equity, and inclusion on organizational and interpersonal levels.
- Identify the best practices for fostering psychological safety.
- Cultivate an equitable and values-driven culture and structure in your organization.
In-person session offerings are on a first-come, first-served basis.
Alexander Pullen
Alexander is a doctoral candidate at the George Washington University (GW) with research interests in servant and transformational leadership; diversity, equity, and inclusion; and organizational resilience. Alexander has spoken at various conferences and events, including for the Society of Human Resource Management, Institute of Management Accountants, Michael J. Fox Parkinson Foundation, IDEA User Conference, and local non-profits across the DC Metropolitan area.
A Human Resources scholar and senior certified professional, Alexander serves as the HR Business Partner for Inclusion & Belonging at HubSpot, a CRM platform developer. His role accelerates the company’s mission to create an environment where everyone can do their best work and thrive regardless of background. He supports HubSpot employees, especially employees from underrepresented groups, by listening, leading with empathy, and building solutions that ensure all of the company’s people, systems, and processes are working with the mission. Alexander has recently served as the lead HR advisor for departmental leadership and leads the human resources function for various divisions at GW. He was responsible for all HR activities for clients, such as leading workforce planning and organizational assessment, employee relations counseling and investigations, departmental policy development and implementation, training, recruiting and retention, diversity and inclusion, performance management, coaching, and employee recognition.
Erica Young, MPS, SHRM-SCP
Erica started her career designing and facilitating training for social impact organizations. She quickly realized her calling: arming organizations with the capability needed to evolve. Since joining SHRM four years ago, Erica has held three roles. She began her career at SHRM in Research, then moved onto the founding SHRMLabs team. SHRMLabs explores the intersection of work and technology. Now, Erica oversees the enterprise client experience as the Manager of Solution Architecture.
Erica holds a master’s degree in industrial/Organizational Psychology, with a focus in instructional systems design. She earned her SHRM-SCP and consistently speaks on behalf of SHRM on workplace tech, the future of work, DEIB, and upskilling. Outside of work, you can find Erica tending to her indoor and outdoor garden, and giving her cat, Suki, more attention than she wants.
