Sedruola Maruska is an  Equity, Inclusion and Social Justice consultant focused on tapping into the power of individuals to transform companies and industries. Her areas of special interest include: Race & Ethnicity , Gender & Orientation, and Disability.

Hear the discussion:

1) That equity and inclusion need more focus than diversity
2) That individually we have the means to make a difference
3) Social justice is everyone’s problem not just the problem of a handful of people

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Ashley Perryman is the VP of Global Human Resources at Spiceworks Ziff Davis and holds the position of elected President at Mezcla, its first LatinX ERG. Ashley devotes her efforts to ensure people of all backgrounds feel welcome and thrive in the workplace and was recently named a Top DEI Influencer in HR.

Hear Ashley discuss:

1.) Why does diversity matter in the workplace?
2.) How does diversity play a role in the current talent war and what are you and SWZD doing to address it – particularly in the LatinX community?
3.) Many people stop their DEI efforts after the interview process, what are some ways companies can ensure DEI efforts go beyond the hiring process and why is that important?

As well as:

• Key tips on recruiting and retaining diverse employees
• Ways to ensure your company is equipping your diverse workforce with the resources they need to succeed and grow within your business.
• How the LatinX ERG is assisting in reaching DEI goals.

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As head of automotive and oil, gas and energy staffing at Kelly Professional & Industrial, Vice President Keilon Ratliff spearheads Kelly’s efforts to provide job seekers with non-violent criminal records a path to employment. Under his leadership Kelly collaborated with an automotive manufacturer to hire second chance workers who had previously been disqualified from consideration. The Kelly33 initiative enabled the client to increase its talent pool, address critical staffing needs and improve retention rates.

Ratliff actively supports Kelly’s Equity@Work initiative that was launched in 2020 to remove barriers that make it hard for people to attain enriching work. Rarely challenged, these obstacles – such as outdated degree requirements, biases against candidates with criminal histories and discrimination of neurodiverse talent – leave capable talent excluded. Ratliff holds a key advisory role and develops strategies to engage clients and partners in Kelly’s efforts to build a more equitable workforce. He also serves on the company’s Inclusion Council.

Ratliff discusses:

• How to knock down unjust barriers to work that hold millions back.
• How ex offenders are a hidden workforce that can help companies address labor shortages.
• How everyone deserves second chances and the dignity of work.

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