Conventional wisdom suggests that company culture changes from the top down, fitting employees into a larger, cohesive culture determined by leadership. However, in today’s more fragmented workforce, culture is more individualized, with microcultures formed around teams and affinity groups taking a more prominent role. What are the implications of an increasingly segmented culture? How can CHROs maintain the benefits of a cohesive cultural narrative with an approach that is sensitive to individual needs and interests? Join the CHRO Global Leadership Board to discuss these shifts in culture strategy and how they could benefit the workforce of the future.

Making tangible progress towards DEI goals continues to be a top priority for today’s organizations. Diverse employees are in high demand, forcing organizations to make difficult tradeoffs between long-term DEI objectives and immediate staffing crises. Hybrid work can limit employees’ visibility for new talent opportunities, and women and people of color are disproportionately affected. How are CHROs responding to these and other challenges to build a truly diverse and equitable workforce? Join the CHRO Global Leadership Board to develop strategies for making meaningful progress on DEI goals and initiatives in an environment of major disruption.

A discussion about the remote work disconnect arising from highly competitive digital talent's desire to work remotely and many organizations unwillingness to offer it. What are the barriers preventing employers from accessing this--highly poachable--talent pool? What are the experiences of those who have crossed this organizational Rubicon.

High turnover, the war for talent, and hybrid work environments require complex strategic workforce planning. As organizations engage more non-traditional workforces and leverage disruptive strategies to attract talent, the future of talent strategy can be difficult to define and predict. The rapid pace of change demands unprecedented agility and forward-thinking analysis by heads of HR to distinguish short-term trends from lasting change. Has a long-term talent strategy become totally obsolete? How do CHROs create useful workforce plans that allow for and respond to constant change? Join the CHRO Global Leadership Board to develop strategies for workforce planning that address immediate needs while maintaining a future focus.