Patsy will address how D&I should be factored into what experiences, points of views and areas of expertise hiring managers should look for in candidates. She’ll also share her experience with mandating diversity in candidate pools, and the importance of developing diversity targets, but not quotas, for hiring managers to meet. She will share how investing in diverse individuals (in all manners of the world) can bring the right players to the table who will contribute to a solid succession plan in the future.
In terms of engaging current employees, Patsy will discuss the need for systems that will help leadership identify individuals who have potential for advancement and future leadership roles within the company. She will also share the tools and systems that Thomson Reuters and other companies she has worked with have put in place in order to identify these individuals. Also, how after talent have been identified, how leadership can create avenues and initiatives to help promising individuals reach their potential and set them up for future success. She will speak to her experience building learning and development programs (including the Leadership Institute at Credit Suisse and the JPMorgan Core program).