Welcome
SHRM Attendees!

Welcome SW WA SHRM!

For the resource guide with all the stats, info, and additional resources mentioned during My presentation at the SW WA SHRM 2022 conference, click here.

Diversity, Equity, and Inclusion are not limited to race and gender. Employers benefit by embracing a diversity of backgrounds, including people in recovery from addiction and past criminal justice involvement.

Ty’s experience and insight can help you engage your employees and enhance your workforce. Fill out the contact form below to learn how ty can:

• Provide 1:1 coaching to current employees whose careers have been impacted by substance use. This includes those who have gone to treatment or taken a leave of absence to address this issue.

• Help your business build an effective scorecard and connect with community organizations to lower the risks of evaluating and hiring job seekers with criminal justice backgrounds.

• Evaluate your current hiring practices to see how additional opportunities can be created for applicants with barriers to employment.

• Assist in building a recovery-friendly workplace.

• Show your hiring managers and HR staff how to overcome bias during the hiring process (we’ll play a fun game to demonstrate this).

• Demonstrate how an effective return-to-work plan for employees who take extended leaves (including sabbaticals or for mental health/medical causes) can help employee retention.

Recruitment

Taking Bias Out of The Box: how employers can use curiosity to solve hiring and retention

Diversity isn’t limited to race and gender. This presentation focuses on how bias negatively impacts the hiring process, artificially limiting the applicant pool, and how bias keeps companies from realizing the greatest value from current employees. Additionally, Ty will cover how to use “stay interviews” to retain top talent. In this entertaining (and often humorous) speech, audiences will hear:

• How "the box" continues to impact hiring today;

• The number one way to overcome bias;

• Why stay interviews are much more important than exit interviews;

• Strategies for overcoming bias in hiring, employee relations, and company culture.

  Length: 20 minutes, 40 minutes, or 60 minutes. Great for general business audiences, business owners and execs, managers, and HR professionals. This can be paired with a workshop focused on how to craft second-chance hiring policies that work for specific businesses.

BUILDING A RECOVERY FRIENDLY WORKPLACE: WHY IT’S MORE IMPORTANT THAN EVER AND HOW TO DO IT

Did you know that over 10% of the US population has had some sort of substance use problem at some point in their lives? This means that employers need to be aware of the challenges and opportunities involved with creating workplace cultures that are supportive of people who have overcome, and may still be dealing with, these hurdles. in this presentation, attendees will learn:

• The #1 factor that determines whether an employee will ask for help with a substance or mental health issue

• How to address employees with suspected substance issues

• The legal rights of employees who are in recovery

• How to write a companywide statement about recovery and mental health

• Ways to establish recovery friendly workplace practices

Length: 45 minutes, and can be paired with a 60-minute workshop where attendees will construct their own policies to take back to their organizations

The Second Chance Solution: Using Inclusive Practices to Source Talent

There is a talent pool of over 70 million adults in the US with a criminal record. Many employers are missing out on the possible benefits of second chance hiring. This presentation is available either virtually or in-person. Designed for both employees and management, attendees will learn:

• What second chance employment is — and what it isn't;

• How employers and communities benefit from second chance employment;

• How companies can manage risk when hiring applicants with criminal convictions;

• Easy ways to create more inclusive hiring practices;

• What a person can do to support job seekers with barriers, even if they don't have the power to hire.

  Length: 45 minutes; slides are strongly recommended. Great for business owners and execs, managers, and HR professionals. This can be paired with a workshop focused on how to craft second-chance hiring policies that work for specific businesses.

Retention

Comebacks with Compassion: Increasing Retention with an Effective Return to Work Program

While most companies focus on recruiting, retention will become more critical in the next 24 months as worker movement from organization to organization continues. For various reasons, many employees will take extended leave and be separated from the business for a time. This informative presentation for HR staff and front-line managers will cover:

• The #1 issue managers face when an employee takes leave;

• The benefits to employers and employees of an effective Return to Work (RTW) plan;

• When the RTW process actually begins. (Hint: it's not when the employee returns to work.)

  Length: 45 minutes, slides strongly recommended. Great for HR professionals, business owners, and managers.