Unlocking Potential by Putting the “People” in “People Operations”

Recent events put a spotlight on just how poorly many organizations are at building impactful DEI efforts, and how the Covid-19 pandemic fundamentally changed the way we think about work. It has also brought light to — and in many cases — accelerated challenges and barriers folks in the workforce already face.

• People of colour experience emotional tax in the workforce, with 33% to 50% of Black, East Asian, and South Asian professionals reporting being highly on guard to protect against bias in the workplace
• In 2019, only 24 (or about 3.5%) of TSX-listed Canadian companies had a woman CEO
• According to census data, women of colour earn only 56.7% of what all men earn despite having a high level of education compared to the general population

According to McKinsey, there is a very real risk inclusion and diversity could recede as a strategic priority for organizations as they focus on their most pressing basic needs in pandemic recovery

It might come as a surprise that People Ops and HR are usually the last departments that startups build out. Launching and scaling a startup means moving quickly, stretching already lean budgets, and ruthless prioritization. It’s tempting to push policy, learning and development, and paperwork to the back-burner while forging ahead on today’s urgent needs.

But we’re here to tell you that neglecting the foundation of your business—the people—is a misstep you can’t afford to make. 

Did you know that businesses fail 23 percent of the time because they don’t have the right people working on their team? Or that your employer brand matters to your customers – and your bottom line?

So what happens when businesses put people first? In our opinion, all the good stuff! And it’s not just us saying it. Gartner research showed that 74% of employees expected their employer to become more actively involved in the cultural debates of the day, LinkedIn found that 71% of talent professionals report that achieving gender parity at their company is a top priority, and according to McKinsey, diverse teams have been shown to be better able to radically innovate and anticipate shifts in consumer needs and consumption patterns.

Whoa. Talk about potential.

Time for action

Enter the All Things People Conference, a virtual event designed to help anyone interested in scaling diversity and belonging, really putting the “people” in “people operations.” 

We’re shaking it up and doing things differently. This conference aims for impact, so you’ll leave with tangible, actionable tools you can use to create ripples within your organization.

Workshops, keynotes, stage talks, and networking events led by People Operations, industry, and JEDDI (Justice, Equity, Diversity, Decolonization, and Inclusivity) leaders will share stories and solutions and discuss the importance of integrating people operations.

Wondering if this is for you and your team? 

Leaders, founders, and managers of small businesses and startups will gain insights from those who have been there, done that, failed, and tried again. Students, aspiring managers, and young folks with entrepreneurial mindsets will gain access to a network of industry leaders and insights into the future of All Things People.

Garb your tickets now to take advantage of 40% off, early-bird pricing until December 31!