The following information is from the completed 2020 event. Please check back in the spring for details on next year.

Our staff will be working remotely for the next few weeks to promote the health and safety of our community. Please visit the Contact Us page or email Info@StrategicHRus.com to get in touch. 


Virtual + Strategic HR: Oct 21-22 & 28, 2020


All times listed on the schedule are Eastern Standard Time.

FORUM | Diversity, Equity, and Inclusion in Policing

Wednesday, October 28th, 2020 @ 9:45 am - 10:45 am

How effective strategy enhances tactical energy.

What’s it all about? Considerable energy has been and will continue to be devoted to workplace diversity, equity, and inclusion. A problem presents. We kick into action. Usually with well-intentioned tactics showing varying degrees of effectiveness, but often without long-term impact. Nowhere is this more on the table today than in community policing. Police departments across the country are at the center of expectations for the diversity of their employees and their approach to the public. We’re all searching for a richer strategy getting to the root of these issues, and we’ve invited three voices to share the challenges of policing and perhaps a new approach to the human resources of their workplaces. We’ll search for their thoughts on how to infuse strategy with the totality of the employment experience. We are pleased to welcome to this discussion: Mark Conrad, a 24-year police veteran, current CEO of WesCon, Senior Administrator and Former Chairman of Massachusetts Parole Board, and Communications for the Deval Patrick Administration. And our friend and moderator, Ed Hurley-Wales, a diversity and inclusion consultant from Concord, Massachusetts.

Why you’ll want to participate in this session.

  • Discover why the emphasis on tactics on the diversity, equity, and inclusion front has not always produced the strategic, long-term results required in policing and other organizations.
  • Develop your critical thinking of racism, sexism, ageism, and homophobia by considering the psychology and sociology that comes into play.
  • Leave this session with a more holistic approach to diversity, equity, and inclusion that considers the entirety of the employment process, the buy-in required of organizational leaders, and ways to measure the results of initiatives to ensure their sustainability.

Approved for SHRM Credit and HRCI Business Credit.