I attended my first HR Technology Conference this year where, 15,000 HR, IT and business leaders come together to network, share ideas and predictions on how technology can add value to human capital management.
During HR Tech, I was fortunate to take part in the Women in HR Technology Summit as a panelist on the “New Technologies to Manage Workplace Diversity”. Expertly chaired by Chris Havrilla from Bersin, Deloitte Consulting LLP, we discussed how technology can be a real enabler in the field of workplace diversity. Watch the vide below to hear the thoughts I shared with Cecile Alper-Leroux from Ultimate Software and Neta Meidav Co-Founder & CEO, Vault Platform.
In addition to my panel, I also attended a lot of conference sessions. Not surprisingly pay equity was one of this year’s hot topics. Employers are now very aware of the need to address pay equity on the basis of gender and race/ethnicity, and are coming to terms with taking positive action to close pay gaps and address pay inequities. Beyond this, how to manage employee’s disclosing highly personal information on other protected category statuses (such as sexual orientation, disability and religion) will be a challenge. In an information age where trust and data privacy are often called into question how can we manage the sensitivity of disclosing this data?
Perhaps the notion of Self-sovereign identity will provide the solution, where the individual completely owns, controls and manages their data identity and controls how it is used. This was discussed in a few sessions during the week, particularly as much HR Tech innovation involves AI – which by its very nature requires employers to hold unlimited personal data to provide critical workforce insights.
That’s a trend I will be watching and one of a few key takeaways from my time in Sin City that I’ll be looking to share with our clients and prospects, it definitely won’t be a case of “What Happens in Vegas, Stays in Vegas,”.