Audra Jenkins
Chief Diversity & Inclusion Officer, Randstad
As chief diversity and inclusion officer, Audra is responsible for working with Randstad’s U.S. operating companies to further diversity strategies both internally and externally. With more than 20 years of human resources, diversity and compliance experience, Audra provides clients across the organization with guidance for effective strategies in diversity, inclusion, veterans and compliance. Audra also is the executive sponsor of Randstad’s Hire Hope program to provide career readiness training and job placement services to under-served and at-risk women, including survivors of exploitation and trafficking. Audra holds a Master’s in Business Administration with a Human Resources concentration, and a Bachelor’s in Finance, from the University of North Carolina. A member of the Society for Human Resource Management (SHRM); she is also a Certified Diversity Professional (CDP), a certified Senior Professional in Human Resources (SPHR), a SHRM Senior Certified Professional (SHRM-SCP) and a Six Sigma Green Belt. Audra is known for her speaking engagements at diversity conferences and has published white papers in her area of expertise
Speaker Sessions
3:45 PM - 4:30 PM | Thursday, June 13th
Beyond Lip Service: Turning Culture into a Business Driver
Back Bay C, 2nd Floor
Diversity and inclusion in the workplace is a topic many companies are working to better understand, effectively implement, better measure and continuously improve. Find out how we make it our business to create impactful and insightful diversity and inclusion programs and strategies to share with our clients, candidates and team members at Randstad. A comprehensive diversity and inclusion strategy helps businesses extend their reach and impact in the talent market, fuel innovation and drive better business outcomes. In this session attendees will gain insights on: recognizing the business impact of diversity and inclusion, understanding the key barriers for women and diverse groups in STEM (e.g., pay inequity, disconnect of perceived qualifications, and more), and realizing the importance of creating a strategic diversity and veteran plan to affect a culture of change from the top down.