Posts

Rose Oswald PoelsBy Rose Oswald Poels

As our Association continues its efforts to support bankers of historically underrepresented backgrounds, finding new ways to invest in the personal and professional development of every one of our employees is top of mind.

WBA’s employee resource group (ERG), which launched in June, continues to provide a safe space for our colleagues of color and individuals of underrepresented backgrounds to engage in employee-led conversations once a month related to their identity or feelings, ideas, and developments in the diversity, equity, and inclusion (DEI) space.

The next meeting will be held Thursday, September 22 at 10:00 a.m. The conversation will include the topic of professionalism and an open discussion with staff from Peoples State Bank, Wausau regarding their involvement with the local Hmong community. Bank leaders, managers, and HR professionals are encouraged to forward this opportunity on to bankers who may benefit from this inclusive forum.

Additionally, in conjunction with WBA’s DEI Plan to provide professional development opportunities and foster a welcoming, inclusive culture, I am excited to announce that WBA will be offering three educational scholarships to select WBA events this fall.

These scholarships, offered in partnership with the Federal Home Loan Bank of Chicago, will be presented to bankers of historically underrepresented backgrounds — including, but not limited to, individuals of African American/Black, Asian/Asian American/Desi, Indigenous, Hispanic/Latinx/Spanish origin; members of the LGBTQ+ community, people with disabilities, and those part of a religious minority. Please share this scholarship opportunity with members of your staff as they look to expand their career within the banking industry.

WBA’s three educational scholarships will cover the registration fee of the selected program along with any overnight accommodation, as needed.

Scholarships are available for:

I encourage bankers to take this chance to invest in their professional development and share these various opportunities with members of their staff. It is ever so important for the prosperity of our banks and the communities in which they serve that individuals of all backgrounds and experience levels are supported in their pursuit of new degrees of leadership and opportunities to expand their career and network.

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PremierBank’s Bilingual Initiatives Committee helps bank serve Hispanic community

By Kathleen Rolfs

Between 2000 and 2015, the Hispanic population in Wisconsin doubled in size with an increase of 95%, according to a demographic summary conducted by the Wisconsin Department of Health Services. This was the most rapid population increase of any of Wisconsin’s various racial groups (White, Black/African American, American Indian, and Hispanic).

During this span of time, Wisconsin’s overall population increased by roughly 400,000 residents, with Hispanics making up 46% of this increase. With Hispanics being the fastest growing minority population in Wisconsin, it is important that community banks thoughtfully consider how they are best meeting the financial needs of this influential consumer base.

Although individual desires and product requirements are as diverse for the Hispanic community as any other demographic, one way that PremierBank is successfully serving our Hispanic friends and neighbors is through our unique Bilingual Initiatives Committee. This group is comprised of several bilingual bankers along with marketing and retail banking officers. The goals of the committee include identifying opportunities that exist within our communities for strategic community partnerships, and collaborative education within our organization to ensure all our bankers are equipped to understand and anticipate the needs of the rapidly growing, ethnically diverse Hispanic community.

Bilingual Bankers Share Their Heritage

At a minimum, having bankers on staff who speak the same native language of those who live and work in our communities is one of the most obvious ways that we can reduce or eliminate language barriers with our Hispanic customers and successfully deliver the most appropriate financial solutions to them.

Guided by our Bilingual Initiatives Committee, our bilingual bankers help provide education within our organization about the Hispanic community. Peer-to-peer learning is a powerful tool that helps break through biases and promulgates understanding. As such, we have found that giving our bilingual bankers many opportunities throughout the year to share their heritage with their colleagues encourages a much deeper understanding of our local Hispanic population, while simultaneously building community within our own organization.

During last year’s Hispanic Heritage month, PremierBank treated all employees to traditional pan dulce or “sweet bread” served fresh from a local Mexican baker. These were personally delivered by members who serve on the Bilingual Initiative Committee, some of whom were dressed in traditional Mexican apparel, with an explanation of the history of these tasty treats! Inexpensive activities encourage understanding and respect among a diverse workforce, while providing education about this important segment of banking prospects and customers.

Bilingual Banking Community Outreach

Whether through financial contributions, sponsoring a resource fair that targets the Hispanic community, or creating our own event that caters to the Hispanic community, PremierBank’s Bilingual Initiative Committee is intentional in the quest to find new events to support within our footprint area.

In September 2022, a “Hispanic Heritage Celebration” is being planned at one of our banking locations complete with food trucks, traditional Central and South American dancers, and a lively mariachi band. After working with the local convention and visitor’s bureau and receiving advice from the city parks and recreation department, our Bilingual Initiatives Committee has found enthusiastic community support in our efforts to plan this upcoming community event that will celebrate Hispanic customs, cuisine, and heritage.

Building Long-Term Relationships

As marketers, we know that the Hispanic segment is an incredibly valuable consumer group. With an annual purchasing power of over $1.5 trillion, this powerhouse community is more likely to start a new business than any other demographic and it accounts for a larger percentage of home purchases than ever before, according to an article published by Forbes. However, we cannot simply make token efforts to attract their business.

To reach this audience, cater to their actual needs, and stand out from our competitors, banks need to establish an authentic connection in an honest and respectful way. Our Bilingual Initiatives Committee is making a difference at PremierBank by helping us to build authentic, meaningful relationships both inside and outside of our bank. Because of this, the business relationships we have formed with our Hispanic customers and community partners are based on understanding and respect and will endure long into the future.

Rolfs, vice president – director of marketing at PremierBank in Fort Atkinson, is a member of the 2022–2023 WBA Marketing Committee.

Rose Oswald PoelsBy Rose Oswald Poels

Building an inclusive workforce has never been so important. As businesses throughout the country confront the Great Reshuffle and new employee expectations, Wisconsin banks looking to recruit and retain talent need to continue to implement diversity, equity, and inclusion (DEI) into their mission to not only to serve their communities, but to better understand the needs of every employee.

As part of our efforts to promote a healthy environment for banks and to build upon our DEI resources for bankers, the Wisconsin Bankers Association (WBA) will be regularly hosting DEI-focused webinars for the benefit of all members.

On August 25 from 9 to 10:30 a.m., WBA will host Dr. Jeneise Briggs in Applying an Equity Lens to the Employee Lifecycle — Recruitment & Hiring Process. The webinar aims to address DEI as part of the recruitment and hiring aspects of the employee lifecycle, provide human resource professionals and management teams with the strategies and tools needed to diversify their staff, and explore ways in which the bank can make a case for DEI. Dr. Briggs will also allocate time for group discussion and a brief Q&A.

A recent study conducted by Qualtrics shows that 54% of U.S. employees would be willing to take a pay cut to work at a company with better values, while 56% wouldn’t even consider a job at a company that had beliefs they disagreed with. Almost 80% of respondents in a recent CNBC/Survey Monkey Workforce Survey said they want to work for a company that values diversity, equity, and inclusion issues. These survey responses underscore that employee expectations go beyond just salary. Employers that offer a welcoming, inclusive environment are undoubtedly more attractive to job seekers. In addition, DEI efforts help to create a space where employees are enthusiastic about coming to work and doing their best, which leads to increased talent retention and productivity.

As employers continue to compete for talent, building inclusive practices, understanding predisposed biases, and offering the benefits and opportunities that are important to candidates are major ways leaders are able to keep our industry relevant and encourage equity in Wisconsin communities.

To learn more about WBA’s DEI efforts or how your bank can get involved, visit wisbank.com/community/dei or contact WBA’s DEI Advisory Group’s staff liaisons Lori Kalscheuer or Cassandra Krause.

Rose Oswald PoelsBy Rose Oswald Poels

I am pleased to share that WBA’s new employee resource group (ERG) for bankers from underrepresented backgrounds in the industry is off to a successful start. About 25 bankers participated in the initial meeting in mid-June, and bankers continue to sign up to join the group. This is a wonderful opportunity for bank leaders to share with employees within their organization as a way to connect with other bankers from around the state. The next monthly meeting will take place virtually on Wednesday, July 27 from 1:00–2:00 p.m.

A few days after the first meeting of the ERG, WBA hosted a webinar led by Alonzo Kelly on the topic of creating a culture where everyone feels they belong. It is very clear that expectations of today’s workplace go far beyond just job duties, and team members do not simply check their personal lives and unique identities at the door when they arrive at work. It is important for staff not only to feel supported by their colleagues, but also to find others whose experiences resonate with their own.

The conversation took off right away at the first meeting of the ERG. It was evident that bankers were eager to find a forum like this to have a safe space to share their concerns and ideas, as well as to receive advice and actionable tools that they can bring back to their organization. We know that many small community banks would not be able to offer this type of employee benefit on their own — and that employees from larger banks also appreciate being able to connect with bankers outside their organization — so this is an area where WBA can play a helpful role.

The WBA Board of Directors formalized a Diversity, Equity, and Inclusion (DEI) plan about two years ago, and this new employee resource group is one of the many ways the plan is being carried out. This group is designed to be an inclusive space for members of the Black, Indigenous, and People of Color (BIPOC); LGBTQ+, persons with disabilities, religious minority communities, and veterans as well as anyone who has an identity that is underrepresented in the banking community. If you have not yet done so (or if you would like to send a reminder of the opportunity), I would highly encourage bank leaders and HR professionals to extend this invitation to the staff in your organization who could benefit from it. Bankers can sign up here for the ERG, and they will receive a calendar invite to the upcoming meeting on July 27.

If you would like to learn more about the DEI resources offered by WBA — including the WBA Connect DEI peer group, the bank DEI sample policy, and more — please visit the DEI page on our website and reach out to any of the contacts listed on that page if you have questions. Thank you for your continued participation in making Wisconsin’s banking industry a welcoming space for everyone who is employed at and does business with our institutions!

Creating a Welcoming Space for People With Underrepresented Identities in the Banking Industry

Rose Oswald PoelsBy Rose Oswald Poels

About two years ago, the Wisconsin Bankers Association board formalized a plan to build out the association’s diversity, equity, and inclusion (DEI) efforts. Since then, a DEI Advisory Group has been established and meeting regularly to help drive WBA’s initiatives, including the development of a sample DEI policy for banks, the production of the Diverse Voices in Banking video series, the publication of DEI-related articles and resources for bankers, various education sessions at conferences and stand-alone programs, and the formation of a WBA Connect DEI Peer Group. The horrific, racially motivated shooting this past weekend in Buffalo, New York underscores the need to double down on our efforts and do more for our colleagues of color and from other underrepresented backgrounds who are acutely experiencing the effects of yet another act of violence and hatred.

The next component of WBA’s DEI plan is the formation of an Employee Resource Group (ERG) for bankers from underrepresented backgrounds. The ERG is designed to be a safe space for bankers to meet virtually for one hour approximately once per month in an open-forum discussion to share feelings, concerns, and frustrations as well as positive developments related to DEI. A moderator will lead each session, and group members are encouraged to bring up topics that they would like to talk about with one another.

ERGs provide a space for groups of people who share a common identity to voluntarily network and engage in employee-led conversation. ERGs also attract new employees and retain existing employees. WBA members have expressed a desire for WBA to organize a group to serve bankers statewide, as many member banks do not have the resources to offer this type of group on their own. The ERG is open to employees of banks of all sizes. Employees of small banks can benefit from connecting with people from backgrounds that may not be widely represented at their own bank, while employees from large banks that may already have ERGs can benefit from perspectives outside their own organization. The ERG is a place to share experiences, ask questions, and find mentorship.

Through this ERG, WBA seeks to support inclusivity at a statewide level across the banking industry. The first meeting will be held virtually from 11:00 a.m.–12:00 p.m. on June 9, 2022. This meeting will aim to provide a discussion space and explore the ways the group can serve the members going forward. The first meeting will include people from a variety of underrepresented backgrounds and gauge interest in branching into more focused ERGs.

Our organizations benefit when we bring our authentic selves to the workplace, and I am excited about the ways this ERG will help bankers from underrepresented backgrounds build high-trust relationships and thrive in their careers. I encourage bank leaders to invite their staff to sign up to participate in this opportunity by filling out the form.

Associated Bank has received a score of 100 on the Human Rights Campaign (HRC) Foundation’s 2022 Corporate Equality Index (CEI), the nation’s foremost benchmarking survey and report measuring corporate policies and practices related to LGBTQ+ workplace equality. Associated Bank joins the ranks of more than 840 major U.S. businesses earning top marks this year.

“Associated Bank is committed to a diverse workforce and is proud to be recognized for our LGBTQ+ equality and inclusion,” said Andrew Harmening, president and CEO, Associated Bank. “Leaders and colleagues alike continue to positively impact our Diversity, Equity & Inclusion (DE&I) journey and share a commitment to continued growth in fostering an inclusive workplace.”

The efforts of Associated’s Pride and Equality Colleague Resource Group (CRG) were instrumental in earning this recognition.

“Associated Bank’s Pride & Equality CRG strives to be a visible resource within the company and in our communities,” said John Halechko, EVP, director of branch banking, Pride & Equality CRG Executive Sponsor, Associated Bank. “New and prospective colleagues are valued not just for what they bring to the company, but for who they are as individuals. The Pride and Equality CRG is a true resource to our colleagues, friends, and allies.”

The results of the 2022 CEI showcase how 1,271 U.S.-based companies are not only promoting LGBTQ+-friendly workplace policies in the U.S., but also for the 56% of CEI-rated companies with global operations who are helping advance the cause of LGBTQ+ inclusion in workplaces abroad. Associated Bank’s efforts in satisfying all the CEI’s criteria earned a 100 percent ranking and the designation as one of the Best Places to Work for LGBTQ+ Equality.

“Congratulations to Associated Bank for achieving the title of ‘best places to work for LGBTQ+ equality’ and working to advance inclusion in the workplace,” said Jay Brown, HRC Campaign SVP of programs, research, and training.

In 2002, the first year of the CEI, only 13 companies achieved a top-score, demonstrating the incredible impact the CEI has had on the business world over its 20-year life. This year’s CEI reflects growth across every measurement category, from the adoption of inclusive non-discrimination policies, to equitable healthcare benefits for transgender employees.

The CEI rates employers providing these crucial protections to over 20 million U.S. workers and an additional 18 million abroad. Companies rated in the CEI include Fortune magazine’s 500 largest publicly traded businesses, American Lawyer magazine’s top 200 revenue-grossing law firms (AmLaw 200), and hundreds of publicly and privately held mid- to large-sized businesses.

The CEI rates companies on detailed criteria falling under four central pillars:

  • Non-discrimination policies across business entities;
  • Equitable benefits for LGBTQ+ workers and their families;
  • Supporting an inclusive culture; and,
  • Corporate social responsibility.

The full report is available online at www.hrc.org/cei.

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Adriene Wright

Adriene Wright

By Hannah Flanders

Adriene Wright not only brings more than 25 years of retail banking experience to her students, but she also mentors and supports them through the BankWork$ program and beyond. As an instructor in the program partnered with Employ Milwaukee, CareerWork$, and the Wisconsin Bankers Association (WBA), Wright is able to provide individuals the banking 101 entry-level training needed to fill positions with numerous partner banks.

Wright began her retail banking career as a teller and progressed to a learning and development instructor training new hires. Not only did this role prepare her for her transition to BankWork$ in terms of her retail banking abilities, but it gave her the opportunity to give back to her community and the industry.

“Through the [program’s] eight weeks of training, practice, coaching, and feedback, the students graduate with a clear knowledge of [the] expectations to be successful in banking,” says Wright. “This includes the topics of banking 101, professionalism, attendance, dress code, customer service, rapport, public speaking, technology, team building, sales skills, building relationships, resume building, and interviewing skills.”

Currently, the BankWork$ program in Wisconsin has 14 partner banks and growing interest throughout the state. This could potentially result in growing class sizes, more locations, and new partnerships. BankWork$ recruits from diverse communities with an emphasis on underserved, low-income, and unemployed individuals who are looking for the opportunities to grow and have a successful career. This means not only that these young adults bring “a fierce commitment and drive to never give up,” according to Wright, but their wide range of education, work experience, and languages introduce important factors of diversity and inclusion that align with banks’ missions.

Many BankWork$ graduates are successfully retained and often promoted from their entry-level positions to roles in supervision or management. When these individuals have the ability to provide for themselves and their families, they are able to begin imagining their future and setting goals.

Building confidence, banking knowledge, and providing students with both in-person and virtual skills is critical in ensuring that students feel prepared to put their talents into practice on their first day on the job. In their partnership with 13 other sites nationwide, Wright and her fellow BankWork$ instructors have the ability to make a substantial difference for employers with positions to fill. The role of BankWork$ instructors is unique and impactful in that they help employers, job seekers, and their communities.

Wright’s passion and experience in helping new hires become successful in the banking industry has touched the lives of many in the Milwaukee area. Beyond her compassion for her community, Wright aspires to prepare her students for a stable career and opportunities rather than just a job.

Ken Thompson HeadshotBy Kenneth D. Thompson, WBA Board chair, president and CEO of Capitol Bank, Madison

January marks the halfway point of my time as WBA chair and as we transition into a new year, there are undoubtedly new things to look forward to as an industry and as an association.

Our successes in 2021, many of which related to the ongoing uncertainty of the COVID-19 pandemic, taught us all valuable lessons I hope can be brought with us into the new year. From low levels of past-due loans throughout our industry to excess liquidity, it’s safe to say that stepping outside of our routine has resulted in spectacular results.

Looking onward to 2022, I encourage bankers to approach challenges with the same curiosity we have for the past two years. As our industry continues to grow, how will each of us lead the way in making Wisconsin banks efficient, diverse, and robust?

WBA has long known that banks are cornerstones in our communities and as such, should be leaders in embracing societal developments. Technology, for both our customers and employees, has been and should continue to be an aspect that sets our industry apart. In embracing these digital channels, banks have a unique ability to meet the expectations of customers while also supporting them with cybersecurity and best technological practices.

Our ability to advance diversity, equity, and inclusion (DEI) efforts, as well as offer flexibility to employees, has the potential to set our industry apart. This is especially important to consider as we navigate through a competitive hiring and retention landscape.

As we all envision a brighter 2022, it serves us to remember that innovative solutions, such as PPP and advances in online banking, have provided our communities with much-needed assistance in the past. We must not be held back by what we are familiar with. This pandemic has taught us all that some of the most effective answers may not be the ones that have been tried before.

It is essential for banks to approach these situations with caution instead of resistance and as always, WBA remains a valuable resource in education, advocacy, and community involvement for each of us as we look forward to what’s to come in 2022.

Community First®

 Federal Home Loan Bank of Chicago (FHLBank Chicago) members may submit nominations for the 2022 Community First Awards. These awards recognize members and their local partners for their work in building and strengthening communities. The deadline for nominations from members for the 2022 Community First® Award program is January 14, 2022, and the categories are: 

Affordable Housing
Recognizes an exceptional effort to increase or strengthen affordable housing opportunities in Illinois and/or Wisconsin communities.

Economic Development
Recognizes an extraordinary effort to foster economic growth or community revitalization in Illinois and/or Wisconsin communities.

Diversity, Equity, and Inclusion
Recognizes an organization or coalition dedicated to advancing the principles of diversity, equity, and inclusion in the affordable housing and/or economic development space in Illinois and/or Wisconsin.

Emerging Leader
Recognizes an outstanding emerging leader relatively new to the affordable housing and/or economic development field (defined as fifteen or fewer years).

Examples of award recipients from last year are available here.

Affordable Housing Program

Details on both the AHP project grant program and the Downpayment Plus program for qualified home purchasers are available here.

An educational webinar on the DPP program for FHLBank Chicago members will be held on January 10, 2022.  Registration details are available here.

 

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By Rose Oswald Poels

Rose Oswald PoelsFor over a year, WBA has been executing a Board-developed plan focused on Diversity, Equity and Inclusion (DEI) initiatives, accomplishing many of our objectives. With direction from our banker-led DEI Advisory Group, WBA prepared a template policy for members, offered DEI topics and speakers at many education programs, created a DEI Connect peer group, and began a Diverse Voices in Banking video series, among other initiatives. These member-facing resources along with other DEI information can now be found in a central place on our new website.

Last December, WBA hosted an all-member webinar on anti-racism that was thought-provoking and well-received. This year, I would like to invite you to join me in another one-hour webinar with TJF Career Modeling CEO Tara Jaye Frank on Driving Workplace Equity and Inclusion, held on December 7 and sponsored by the Federal Home Loan Bank of Chicago. Ms. Frank will address the topics of equity and inclusion and share perspectives from her newest book that comes out on December 10 — The Waymakers: Clearing the Path to Workplace Equity with Competence and Confidence. Each registered attendee will also receive a hard copy of the book upon its launch.

Frank will lead us through facilitating “waymaking,” a way to embrace diversity and in turn, create an environment where people and the company are able to thrive. “Waymaking” is more than approaching inclusiveness from a gendered or racial perspective; it is seeing and having the ability to emphasize the potential in every person.

The registration fee of $29/connection includes one connection to the live program, access to the online recording for 30 days following the live program, and a copy of Tara Jaye Frank’s book, The Waymakers, mailed to you. We do have a team discount in place as well, so for every five attendees you register, you get one attendee free. Last year, many member banks offered our program to all or nearly all of their staff. If your bank would like to coordinate a larger group of attendees (more than 18), we will certainly work with you on further discounting.

Bankers are leaders in their communities, serving the needs of all persons in their communities, and I’m always proud to highlight so many diverse bankers working in this industry. This webinar is intended to help you and your team continue to grow in your DEI journey both as an employer and as a community servant. I hope you will join me on December 7!

Events

It is widely perceived that companies face a reality gap. More and more business leaders are seeing that cultivating equality is not just the right thing to do, but also the smart thing to do. Diversity alone doesn’t move your entire business forward — inclusion is an integral part. All people need to feel a sense of belonging. Inclusion is when every person is valued, heard, respected, empowered, and feels a true sense of belonging.

Senior management needs to commit to education and discussions surrounding D&I. You will want your entire staff onboard with your company’s mission to embrace this topic.

What You’ll Learn

  • Generational Differences and providing all of them inclusion
  • Where you are with diversity awareness
  • Understand what it is and is not
  • The value of diversity in The organization
  • Tools and resources that will aid you in taking D&I to a new level
  • How focusing on inclusion is directly related to employee engagement

Who Should Attend
Human resources, leadership, management, supervisors, trainers, and anyone responsible for leading and engaging.

Registration Options

Live Access, 30 Days OnDemand Playback, Presenter Materials and Handouts $279

  • Available Upgrades:
    • 12 Months OnDemand Playback + $110
    • 12 Months OnDemand Playback + CD + $140
    • Additional Live Access + $75 per person

The COVID-19 pandemic has disrupted our way of life and the way we do business across all sectors of the U.S. economy. Businesses and institutions across the United States continue to grapple with the effects of the great reshuffling of the U.S. workforce, changes in workers’ expectations, social and political turmoil, etc.

This webinar will provide participants with strategies and tools to embed equity in their recruitment and hiring aspects of the employee lifecycle.

Future webinars will address other aspects of the employee lifecycle.

Webinar topics will include:

  • Terminologies – conscious communication
  • The case for DEI
  • The employee lifecycle – specifically recruitment and the hiring process
  • Types of predisposed biases in the hiring process
  • Hiring analytics
  • Key benefits/opportunities that are important and attractive to candidates
  • Onboarding overview
  • Strategic planning – how to implement this information in your role and workplace
  • Time will be allocated for group discussion and Q&A

Speaker: Dr. Jeneise Briggs

Click Register Online for additional webinar details.

Registration Information:

The registration fee of $150/attendee includes one connection to the webinar as well as access to the session recording for 60 days following the live webinar.

If your bank plans to join the webinar from multiple locations/connections, please register for one connection/attendee for each location.

Presented virtually on Tuesday, June 14, 2022, from 1:00 – 2:15 p.m. CT.

To build a culture of belonging and reap the many benefits for your staff and company as a whole, we must first have a clear understanding of what it means to belong at work. During this webinar, Kelly will share the four components necessary to create psychologically safe environments where everyone feels they belong. Key concepts and definitions will also be discussed with a focus on the lenses different people will have based on their lived experiences, including a look at the values of the different generations in the workplace and how they can impact our critical conversations.

Speaker: Alonzo Kelly, Strategic Leadership Partner and Executive Coach

Registration is complimentary for our member bankers and WBA Associate Members!

While there is no registration fee for this complimentary member webinar, we do ask that members register one attendee for each planned webinar connection, to assist with our planning and to ensure sufficient webinar capacity.

Pre-Webinar “Homework”

To best prepare for the webinar and to be ready to participate and engage in critical thinking exercises, Alonzo Kelly has prepared a pre-session video for attendees to watch. During the 9 minute video, Kelly will challenge attendees to think about various concepts and their meaning, as well as reflect on multi-generational workforces.

Watch the pre-webinar video online at: https://youtu.be/LaR77zWHTkw

Diversity, equity, and inclusion (DEI) is more important than ever. Courts and regulators are paying attention and you should, too. You don’t want to get caught with faulty DEI policies, procedures, and training. Learn more about DEI, including how to create your own strategy, policies, and processes using the tools and best practices provided.

AFTER THIS WEBINAR YOU’LL BE ABLE TO:
• Explain how focusing efforts on DEI is a wise business decision
• Understand that DEI is not race and color of skin
• Avoid unintentional discrimination
• Use DEI models to make recruiting more compliant
• Employ DEI to your benefit during the Great Resignation
• Craft your own DEI strategy, policy, and procedures

WEBINAR DETAILS
DEI isn’t just being more responsive to the needs of minority employees and applicants. It’s deliberately seeking a diverse workforce, including all types of employees in decision-making, being equitable in how you coach, and communicating and utilizing a variety of different viewpoints in everything you do as an organization. It’s about acknowledging that everyone has something to offer, and everyone deserves a chance to offer it. After all, your accountholder base isn’t homogenous. Office staff shouldn’t be homogenous either.

Not convinced? The courts and regulators are! The past few years have seen numerous cases decided in favor of individuals who were denied services, benefits, or employment due to their protected class status. From sample policies and procedures to a handy checklist to evaluate your current program, learn how your DEI policies hold up under today’s scrutiny during this program packed with information and tools you can use to improve your DEI efforts.

WHO SHOULD ATTEND?
This informative session is best suited for the c-suite, senior managers, and all human resources professionals.

TAKE-AWAY TOOLKIT
• DEI HR checklist
• Sample DEI policy
• List of DEI resources
• PDF of slides and speaker’s contact info for follow-up questions
• Attendance certificate provided to self-report CE credits
• Employee training log
• Interactive quiz

NOTE: All materials are subject to copyright. Transmission, retransmission, or republishing of any webinar to other institutions or those not employed by your agency is prohibited. Print materials may be copied for eligible participants only.

MEET THE PRESENTER Diane Pape Reed, HR Doc
A nationally recognized speaker, writer, and communications professional, Diane Pape Reed currently serves as President of a full-service consultancy, assisting financial institutions nationwide with human resources, marketing, strategic planning, community relations, compliance, sales, training, board relations, and executive support. Previously, Reed served for more than a decade as Vice President of Administration for a mid-sized financial institution.

Her expertise in “Service-Oriented Culture Change” has been cited in numerous industry publications, and her marketing expertise has been featured in articles for Exhibit Builder and Business Management magazines. Reed attended American University and graduated from George Mason University where she specialized in Organizational Communication. She currently resides in Fairfax, Virginia.

REGISTRATION OPTIONS

  • $245 – Live Webinar Access
  • $245 – OnDemand Access + Digital Download
  • $320 – Both Live & On-Demand Access + Digital Download

A conversation with Tara Jaye Frank

Hosted by the Wisconsin Bankers Association, Sponsored by FHLBank Chicago

Presented virtually on Tuesday, December 7, 2021 from 10:00 – 11:00 a.m. CT.

Making a Way

The ability to manage through change has always been a critical leadership skill, and the last several months have certainly tested our agility. Now more than ever, we must make a way out of seemingly no way – for ourselves and for those we lead. Join Tara Jaye Frank for a compelling look at what leaders of the future must believe, know and do differently to unleash our own power while unlocking the potential of every ONE.

It’s Virtual – so register a team of your bank’s leaders. Take advantage of the team discount by registering everyone at the same time – for every 5 attendees that you register, you’ll get one free attendee.

Why register individually? Each registered attendee will receive a copy of Tara Jaye Frank’s new book, The Waymakers, that will be released in spring 2022 (please note that due to global supply chain and shipping issues, the book release has been delayed – registered attendees will receive their copy of the book as soon as the publisher has them in stock).

Register Your Team Today!

The registration fee of $29/connection includes one connection to the live program, access to the online recording for 30 days following the live program, and a copy of Tara Jaye Frank’s book The Waymakers mailed to you.

Register your team at the same time to take advantage of our special pricing – for every 5 attendees that you register, you get one attendee free.