Event Details

Through this session participants will explore the necessary policies and practices to support Transgender colleagues as they transition their gender identity/expression in the workplace. There will also be a sample training  to educate your staff on how to be an ally to Transgender colleagues.

Key Takeaways:
-What does being Transgender mean and why is this important?
-Related Policies: code of conduct/non-discrimination, transition at work guidelines, healthcare coverage
-A sample of the transition process
-Example of Trans ally training 101
-Important dates
-What is Inter-sectionality?
-Available resources for support, retention and recruitment

NOTE: This event will be recorded and available for playback for 45 days post-event.

RECERTIFICATION CREDITS
This program has been submitted to HRCI for1.0 Recertification Credits, and to SHRM for 1.0 Professional Development Credit.  Please note: you must participate in the entire webinar to receive credit. 

REGISTRATION
Registrants will receive webinar log-in information ahead of the event date. Webinar links are issued 1 per paid attendee. Please do not share links with anyone who has not paid to participate.

To ensure you receive the webinar access information, please make sure to check your Spam/Bulk email folders for emails from HRACC!

REGISTER HERE

OUR SPEAKER

Christopher Bylone van Sandwyk
Global DE&I Leader

Christopher's experiences, skillsets, and passions are as diverse as they come! From growing up on a family farm to taking modern dance classes to fulfill his art requirement for his Bachelor of Agriculture Science, to leading People Analytics and now driving Global Diversity, Equity, & Inclusion. He believes that an inclusive culture does not just happen; it must be intentional. Just like being in a loving, supportive relationship, it takes work.

Christopher strives to be a more inclusive individual with each interaction he has. Being engaged is not just about what happens during the hours we are in the office; it is the drive one has, to be a positive public advocate for the organization they are part of. His engagement comes from wanting his organization to be a better place then he found it and to better the lives of his colleagues.

Take out any component of the Innovative Culture Formula, and it will error out! So, Christopher wantseveryone to brush up on their Purposeful Analytics to learn the ((D+E)*I)^B formula!