May 8-10, 2023 | Atlanta, GA
A three track event centering recruiting leadership and teams in advancing diversity, equity, and inclusion.
OneReq Summit, Diversity Recruiting, brings together Talent leaders and recruiting teams to address the most common barriers to DEI. Through impact-oriented keynotes and panels, you’ll learn best practices for reaching beyond boundaries to develop your recruiting team’s DEI competencies.
Join recruiting leaders and your talent industry peers for an impactful experience featuring inspiring talks, workshops, and actionable insights – all to advance diversity, equity, and inclusion through recruiting.
Bringing recruiting leaders and teams together to collectively discuss DEI challenges, share ideas and solutions to move our industry forward.
Evaluating our DEI strategies, processes, and partnerships to ensure alignment and progress towards your company’s DEI goals.
Engage in a multitude of DEI workshops curated specifically for recruiting leaders and teams led by a diverse group of practitioners, thought leaders.
Hear from today’s leading voices in recruiting and talent, representing companies who are committed to advancing DEI. Past Speakers
Partner, Growth by Design Talent
Founder, Sista Circle: Black Women in Tech
Co-Founder & CEO, CodeSignal
VP of Product, Shopify
Talent Partner, DCVC
Head of Global Recruiting, Liftoff Mobile
Co-Founder & Chief Scientific Officer, Academy of Brain-based Leadership
Head of Talent, NerdWallet
Founder & CEO, Atlas of Care
Talent Consultant, LTSE
SVP of People, Affirm
Head of Talent, Humane
CEO and Founder, Tech Ladies
CEO, Women In Product
Founder, Ctrl Alt Delete
Founder, Build Talent
DEI Learning & Development, Packard Foundation
Head of DEI, Fastly
VP DEI, Newsela
Head of Technical Recruiting, Robinhood
Head of Tech Recruiting, Zillow
Director, Head of Executive Recruiting, Lyft
Head of Talent & Inclusion, UserTesting
Co-Founder, Chief Customer Officer and Head of Americas, Cappfinity
Sessions are listed in Pacific Standard Time.
Change Happens Together
Connections are 3 min each.
How diverse is your recruiting team? How inclusive? How equitable?
In this session, we will discuss the current state of DEI within recruiting teams. How do we compare to the engineering teams we recruit for? We will also discuss strategies for improving representation amongst recruiters and how to make your recruiting teams an inclusive environment so that you attract and retain diverse recruiting talent.
Jose Cong, Head of Talent at Humane | Katrina Jones, Founder, Advancing Equity + Inclusion
One of the biggest challenges in recruiting diverse talent is figuring out how to call diversity in, particularly from a position of privilege. This session will take participants through the process of authentically owning their identity and privilege, while also discussing the importance of increasing diversity in a way that does not tokenize the very communities you are hoping to attract.
Ahmad Wright, DEI Learning & Development at Packard Foundation
In order to overcome the barriers to engaging diverse recruiting talent, talent leaders must step outside of the box and explore new approaches to forming an inclusive team.
But, what happens after you’ve formed that diverse and inclusive team? How do you maintain that culture of inclusion as you support both new and existing team members? This session will focus on key strategies for engaging diverse recruiting talent (inclusive sourcing, selection, attraction, and retention). It will also focus on creative ways to develop your team's collective empathy for each other and continue the culture of inclusion. The goal of this session is to guide you in building an inclusive environment that allows your team to be themselves and do their best work.
Maurice Wilkins, Head of DEI at Fastly | Katrina Jones, Founder, Advancing Equity + Inclusion | Tricia Sitemere, Founder of Ctrl Alt Delete
How likely are you to effortlessly connect with a candidate that you could see yourself hanging out with? Who has given a resume another look because the candidates’ name, school, or background is similar to yours or relatable to something unique about you? As recruiters, we serve as trainers, guides, and initiators within diversity, equity, and inclusion so it’s important to be aware of our own unconscious bias. In this session, we’ll discuss how to recognize your unconscious bias, the multitude of ways (both positive and negative) it can impact your role as a recruiter, and tools to regularly check and ensure you are not letting it prevent equitable outcomes in your work.
Jose Guardado, Founder of Build Talent | Sean Page, Senior Recruiter at Propel
We know that partnering with diverse communities and their leaders is a critical component of any DEI strategy. We’ve curated a panel of community leaders to discuss how companies benefit from having diverse recruiters engage with their communities.
Allison Esposito Medina, CEO and Founder, Tech Ladies | Elizabeth Ames, CEO, Women In Product | Lexi Butler, Founder, Sista Circle
Reflection with your team (off platform.)
Addressing Our Systems
Connections are 3 min each.
How strong is your current relationship with the engineering leaders in your organization? Are you both generally excited to work together or do you dread seeing their name in your inbox? The relationship you have with your engineering managers, or lack thereof, is crucial to ensuring your ability to hire a diverse technical team.
In this session, you will explore methods to strengthen your relationship with the engineering leaders within your organization and how to build their trust. You will also explore how to properly prepare yourself to begin diversity and inclusion conversations and initiatives with your organization’s engineering leaders.
Mamuna Oladipo, VP of Product, Shopify | Tigran Sloyan, Co-Founder & CEO, CodeSignal
This session is for recruiters looking to understand unconscious bias on a deeper level, the ways in which it shows up in our recruiting processes, and the most efficient ways to mitigate it. We will cover strategies for writing job descriptions, creating hiring committees, screening candidates, conducting interviews, in ways that increase the equity of your final decision and the inclusiveness experienced by your candidates.
Flo Thinh Chialtas, Talent Partner, DCVC | Yoni Lateiner, Head of Talent, NerdWallet
Culture fit is a recruiting mindset that is proactively being replaced with culture add, but do you really understand how to hire for culture add? You will be equipped with tools to shift your mindset from culture fit to culture add as a recruiter and ensure that culture add is not just a change in vocabulary or quota, but an active shift in thought and behavior. The session will cover culture fit bias, positive deviance, recruiting from outside, and the culture add mindset.
Yordanos Asmare, Head of Global Recruiting, Liftoff Mobile | Elliott Garms, Co-Founder, humanpredictions
To nurture cultures of equity, inclusion, and belonging in diverse communities you must help people see and appreciate their commonalities and differences. This begins by people knowing themselves, recognizing their impacts on each other, and having a common language to talk about their various experiences and perspectives. Aptitude in this area is doubly important for those in the recruiting profession as the very nature of the role involves engaging with people at a human level and maintaining empathy while engaging with those same people as rows on a spreadsheet or a name on a resume.
Rajiv and Lexi will explore the work of nonprofit Atlas of Care, which has developed a novel approach called Mapping Ourselves. Rather than “big science”, they focus on human-scale personal science. And, rather than emphasizing the individual, on only knowing yourself, they acknowledge our interconnected lives by emphasizing collective self-reflection and seeing the complex interactions that influence wellbeing and belonging.
A wide range of people, from social activists, to health professionals, professors, and business leaders, have universally found this powerful. The experience has deepened individual learning and increased social capital.
Rajiv and Lexi will describe what Mapping Ourselves is, how it came to be, the impact it has had, and how recruiting leaders can apply this approach to their teams.
Rajiv Mehta, Founder & CEO, Atlas of Care | Lexi Butler, Founder, Sista Circle: Black Women in Tech
The foundation of this session is what we all have in common – the brain. Understanding how it influences our perceptions, thinking and behaviors unifies us as humans and gives us a new, more compassionate lens with which to view ourselves and others. Neuroscientist and brain-based leadership expert Dr Dan Radecki will unpack why D&I training that only treats the symptoms doesn’t work, and why addressing bias and fostering psychological safety at its neurological roots offers exciting possibilities for building authentically inclusive cultures where both visible and invisible diversity are embraced and nurtured.
Dan Radecki, Co-Founder & Chief Scientific Officer, Academy of Brain-based Leadership
The Rooney Rule is an NFL policy that requires every team in the league to interview at least one ethnic minority candidate for a head coach or senior leadership vacancy. How effective do we think it would be to apply this rule in tech recruiting? What if tech companies required at least one ethnic minority be interviewed for all leadership positions, including recruiting roles? Do you think this would be effective?
In this session, we will answer the questions above and more. We will explore how effective the Rooney Rule has been in the NFL and what aspects of the rule, if any, can be applied to the tech recruiting industry. We will also dive into how to avoid passive diversity quotas and just ‘checking boxes’ within diversity and inclusion.
Adam Ward, Partner, Growth by Design Talent | Mawulom Nenonene, Talent Consultant, LTSE
Reflection with your team (off platform.)
Building Today for Tomorrow
A festival style full-day conference where OneReq provides “stages” for practitioners, thought leaders, and professionals from across the DEI recruiting industry to share their ideas and best practices as it pertains to inclusive hiring. More workshops to come!
Calling all DEI thought leaders, consultants, and practitioners. Event 3 of the OneReq Summit is your opportunity to reach our community and share your expertise.
Joining the schedule is a two-step online process that gives our attendees a significant voice in the programming (presentations, panels, workshops, etc.)
Step 1: Entries: OneReq calls on the community to enter proposals for sessions.
Step 2: Voting: The voting period allows the community to browse proposals, leave comments, and vote for sessions they think would be a good fit for the event.
During the second event of this summit, Addressing Our Systems, we decoded culture fit and analyzed how hiring for culture fit impedes inclusive hiring. Language like this can be revealing of the unconscious biases of your company and recruiting teams. What other language is informed by hiring for culture fit instead of culture add? Are your language choices hindering your inclusive hiring process? We’ll analyze some of the major language missteps used in job postings that reinforce underlying unconscious biases and principles that we can follow to improve our inclusive hiring practices. What language alternatives can we use to improve our hiring metrics? What phrases can we use to be more welcoming to underrepresented groups?
Are you currently tracking D&I metrics within your organization? How meaningful are the metrics you are tracking? We’ll discuss the key metrics and data you should be tracking, how to efficiently capture these metrics, how to interpret them, and strategies for presenting findings to your leadership. We’ll shed light on how to use data to reinforce your inclusive hiring decisions and organizational strategy.
Choose from 3 - 6 tracks.
You can register here through Eventbrite.
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