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D&I in the Workplace During This Critical Time in Our Nation’s History: Respond, Return, Reinvent
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When: Wednesday, June 17
12:00 - 1:15 pm
Where: Virtual
United States
Contact: Townley Goldsmith-Ray

Online registration is closed.
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Employers play a critical role in combating systematic inequalities and have an opportunity to support the success of their business by attracting and retaining diverse talent. The ongoing protests regarding racial justice around the US highlight the inequity that underrepresented minorities (URMs) face in society - inequities that continue to be exacerbated by the ongoing global pandemic. During this time, organizations can have a positive impact on the communities they operate in by creating opportunities for URMs and ensuring equality within their workplaces.


Join Richmond SHRM and D&I practitioners from Mercer to discuss what business leaders can say and do to account for the needs of all employees, including URMs as we share strategies that organizations can employ to continue driving D&I efforts forward.



Angela Berg
Global Diversity and Inclusion Consulting Leader


Based in Seattle, Angela Berg is Mercer's global diversity and inclusion consulting leader, helping global organizations successfully support the diversity, inclusion and well-being of their employees. Angela has also held various leadership roles in Mercer's Career business, including North America communication practice co-leader and west communication practice leader. (Learn more about Angela here.)


Mohammad (Moe) Abdul-Rahim
Associate Consultant

Based in San Francisco, Moe Abdul-Rahim is an Associate with Mercer's Career business, which he joined in January of 2016. Moe's main areas of expertise are HR Transformation, Diversity & Inclusion (D&I), Career Frameworks, and Rewards (Workforce and Executive). Moe is also the former Global Leader of Mercer's Pride Business Resource Group and partners with Mercer leadership and client organizations to drive D&I efforts through the use of engagement studies, predictive analytics, implementation of inclusive benefits, and re-design of internal D&I governance structures. (Lean more about Moe here.)



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