The Only Practical Event of Its Kind! November 15–16, 2021 (EST) • Virtual Conference
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HUMAN CAPITAL
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Analytics & SEC Disclosures
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Connect and compare notes on how to leverage metrics and analytics to satisfy investor, board and SEC reporting expectations
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Ensure that you are in the loop by joining immersive, interactive sessions, including: » Identifying the Right Human Capital Metrics to Report: Developing a Measurement Approach that is Factual, Verifiable and Transparent » “Materiality” in Practice: Perspectives on What It Is, and What is Required for Reporting and Investment Decision-Making » Case Study – The “How to” Aspects of Gathering, Analyzing and Interpreting Data
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» Diversity, Equity and Inclusion Best Practices: Highlighting Transparency and Your Commitment to Workforce Equity » The Finer Points of Preparing the SEC Report: Striking a Balance Between Principles-Based and Line-Item Disclosures » Human Capital Reporting as a Competitive Differentiator: Leveraging Analytics and Reporting as a Demonstration of Corporate Values
Pre-Conference Workshop
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1:1 Networking and Extended Q&A Access to the attendee list and direct messaging with your peers and thought-leaders Audience Polling to benchmark on a variety of industry verticals Media Partner:
Human Capital Metrics from A to Z: Your Step-by-Step Guide on How to Identify, Track, and Leverage the Right Metrics Register Now
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Whether your organization is at the cutting-edge, just starting out or somewhere in between, this interactive event is truly your best opportunity to connect, compare notes, gain the latest best practices and expand your network!
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The U.S. Securities and Exchange Commission’s Update to Regulation S-K contains broad reporting and disclosure mandates with plenty of “grey” areas. The rules do not include a definition of “human capital” or clarification of the required items, leaving companies and their outside advisors tasked with reading between the lines. This has resulted in a critical need to define a set of relevant metrics, and to proactively identify the information to report, how to source it, and who the key stakeholders are.
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ith investors, customers and boards of directors now expecting transparent data and a detailed quantification of companies’ human capital—including metrics for diversity and inclusion—defining metrics for measuring human capital has never been so important. It is critical to develop a verifiable measurement approach to comply with disclosure requirements and investor demands, and to utilize human capital reporting to showcase your meaningful programs and initiatives—as a demonstration of corporate values and as a competitive differentiator. While other events only scratch the surface, ACI’s ESG Forum on Human Capital Analytics & SEC Disclosures will take a deep-dive into identifying the critical metrics and reporting standards that will satisfy regulators and investors. Don't miss out on the only practical, comprehensive event of its kind-focused on real-world takeaways for your work after the event. ary ent r! m e pl ina Com G Web ES
5 Big Pitfalls to Avoid in Human Capital Analytics and SEC Reporting: Identifying the Right Metrics and Maintaining Transparency The SEC’s increased focus on human capital disclosures has grown in importance and become a significant organizational priority for investors, board members, and other key stakeholders. With so much at stake in human capital reporting, it’s critical to deliver evidence-based, market-informed and transparent data to satisfy reporting requirements and showcase long-term value to shareholders.
Jeff Higgins Founder & CEO Human Capital Management Institute
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The investment community and the SEC are actively seeking more transparency from organizations in a variety of different reporting categories, so having the right capabilities and identifying the right measures to report on are essential. Join us as we discuss ways to avoid some of the most common pitfalls, and review some of the newest, best practices for developing your human capital analytics and reporting framework, including:
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• Establishing a flexible human capital analytics structure that will evolve over time, and remain compliant and material • Selecting and defining realistic metrics and frameworks to unify data acquisition and analysis, and drive meaningful outcomes • The latest on defining “materiality” for SEC reporting purposes • Adopting a rules-based and principles-based approach to human capital disclosures • D, E & I: Showcasing talent and diversity initiatives to demonstrate value, ROI and a competitive edge
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Expert Speakers Include: Kristin Roby Dimlow Corporate Vice President, Total Rewards, Performance and HRBI Microsoft Ali Saad Managing Partner Resolution Economics Amy Armitage Founder & Co-Chair Human Capital Investment & Reporting Council (HCIRC) Jeff Higgins Founder & CEO Human Capital Management Institute Brandon Yerre Principal, Transformation PwC US
Agenda at-a-Glance Pre-Conference Workshop Monday, November 15, 2021 (EST) 10:00 am–1:00 pm
A Deep Dive into Human Capital Metrics from A to Z: Your Step-by-Step Guide on How to Identify, Track, and Leverage the Right Metrics
Main Conference Day One Monday, November 15, 2021 (EST)
Main Conference Day Two Tuesday, November 16, 2021 (EST)
1:00
1:00
1:15
1:05
Co-Chairs’ Opening Remarks SEC Update: Defining Human Capital and Standardizing ESG Reporting and Disclosure Requirements 1:45 Audience Polling
Identifying the Right Human Capital Metrics to Report, and Developing a Measurement Approach that is Factual and Verifiable
Frank Zarb Partner Proskauer Rose Howard Fischer Partner Moses & Singer Kimberly Lanier Associate Director, Business Performance Improvement Protiviti John Lomax Partner Snell & Wilmer Richard Peterson Product Head – Credit Data and Analytics – ESG Investing FIS
Co-Chairs’ Opening Remarks View from the Investors: Updating Your Human Capital Reporting to Refine Investment Decision-Making 1:45 Audience Polling – Diversity, Equity and Inclusion Best Practices
Beyond Encouragement: Embracing Diversity and Inclusion Reporting to Highlight Transparency and Showcase a Commitment to Workforce Equity
2:45
2:30
1:1 Networking
Live Demo
3:00 | Break
2:45 | Break
3:15 Audience Polling – Human Capital Reporting as a Competitive Differentiator
3:00
4:00 Case Study
3:45 Case Study
Leveraging Analytics and Reporting as a Demonstration of Corporate Values
Inside ESG Report Preparation: First-Hand Insights on How to Approach to Metrics, Analytics and Reporting 4:30 | Break 4:45
“Materiality” in Practice: Perspectives on What It Is, and What is Required for Reporting and Investment Decision-Making
The Finer Points of Preparing the SEC Report: Striking a Balance Between Principles-Based and Line-Item Disclosures The “How to” Aspects of Gathering, Analyzing and Interpreting Data 4:15
What’s Next?: The Future of Human Capital Reporting and Disclosures 5:00
Co-Chairs' Closing Remarks
5:30
Closing Remarks | End of Day One
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Pre-Conference Workshop •
Monday, November 15, 2021 (EST)
10:00 am–1:00 pm
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Microphone Jeff Higgins, CEO & Founder, Human Capital Institute
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A Deep Dive into Human Capital Metrics from A to Z: Your Step-by-Step Guide on How to Identify, Track, and Leverage the Right Metrics Amy Armitage, Founder & Co-Chair, Human Capital Investment and Reporting Hand-Point-Up Council
With SEC reporting, board and investor expectations on the rise, don’t miss this critically important deep dive into what and how to accurately measure the impact of Human Capital on your business. Join us as subject-matter experts take you through the complete process from A to Z — from identifying the right metrics all the way to the “how to” aspects of leveraging them for reporting purposes. In this hands-on workshop, you will benefit from real-life examples, pitfalls to avoid and the latest best practices. Don’t miss this detailed, in-depth look into the metrics that are needed to clearly differentiate your organization from your competitors, drive accurate reporting, and foster board and investor confidence. Topics will include: • Assessing the current state of your human capital reporting and disclosures • Evaluating your organizational data collection and reporting capabilities, in order to assess and deploy the changes that may be needed to access and interpret the required data • Identifying the crucial metrics for reporting, such as: overall human capital performance; recruiting and retention initiatives; diversity, equity and inclusion; employee value and development; organizational safety, health and well-being; and other critical metrics that are key for your stakeholders
Main Conference Day One •
Monday, November 15, 2021 (EST)
1:00
Co-Chairs’ Opening Remarks 1:15
SEC Update: Defining Human Capital and Standardizing ESG Reporting and Disclosure Requirements Microphone Commissioner of the U.S. Economic Employment Opportunity Commission Join us in this opening session as we hear updates on anticipated (and unanticipated) developments relating to the ever-evolving reporting and disclosure mandates laid out in Regulation S-K. In this informative session we will hear about some of the factors and definitions that need to be addressed for reporting and disclosure requirements. 1:45 Audience Polling
Identifying the Right Human Capital Metrics to Report, and Developing a Measurement Approach that is Factual and Verifiable Panelists: Microphone Ali Saad, Managing Partner, Resolution Economics
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• Determining key performance indicators (KPIs) and quantifiable performance measurements based on internal and external benchmarks • Analyzing the data to develop the narratives that link disclosures to business intent, strategy and results
Granville Martin, Head of Americas Policy and Outreach SASB, Value Reporting Foundation
Many organizations are evaluating which objectives and new measures to disclose in order to comply with the principles-based reporting requirements that meet investor and regulator expectations. Beyond general guidance on disclosing human capital measures or objectives that the company focuses on in managing the business, there is broad flexibility on what to report. As such, it’s critical to define a set of relevant metrics and proactively identify what information to report, how to source it, and who the key stakeholders are. In this session we will discuss strategies for developing a verifiable measurement approach to comply with disclosure requirements and investor demands, such as: • Benchmarking human capital metrics that measure the value and effectiveness of human capital initiatives—so that management can effectively plan for the future • Tailoring disclosures to a company’s particular business, workforce, facts, and circumstances • Establishing a principles-based approach to disclosure and providing a means by which organizations can take measurable actions associated with the human capital aspects of their value creation model • Subjecting human capital management reporting to robust disclosure controls and procedures, to develop more consistent and comparable metrics • Defining a set of relevant metrics and proactively identifying what information to report, how to source it, and who the key stakeholders are
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4:30 | Break
1:1 Networking
3:00 | Break
3:15 Audience Polling – Human Capital Reporting as a Competitive Differentiator
Leveraging Analytics and Reporting as a Demonstration of Corporate Values Microphone Brandon Yerre, Principal, Transformation, PwC US The ability of management to effectively utilize the knowledge and skills of their workforce is essential in ensuring the success of their corporations and complying with disclosure requirements. It’s critical for organizations to utilize human capital reporting to showcase their meaningful programs and initiatives - as a demonstration of corporate values and as a competitive differentiator. Join us in this informative session as we discuss how companies can utilize human capital analytics to articulate the relationship between the workforce and company value. We will review: • The connection between human capital analytics and long-term value creation • How to develop an effective measurement approach and reporting scorecard, so that businesses can measure and assess the value of their social and human capital resources • Ways to embed the management of human capital analytics into business processes and overall corporate strategy
4:45
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Connect and exchange contact details with attendees and speakers through a series of random 1:1 meet-ups!
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2:45
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“Materiality” in Practice: Perspectives on What it is, and What is Required for Reporting and Investment Decision-Making
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A materiality assessment should be the foundation of the human capital strategy. Without a proper assessment, companies often have ad-hoc efforts or lack sustained focus on consensus priorities. The purpose is to hone in on the key human capital issues and opportunities that are most likely to affect your company’s business performance as well as your stakeholders. Join us in this interactive discussion as we will discuss specific questions that must be answered to ensure that your human capital disclosures meet the standard of being material, such as: • What is the principal objective behind these disclosures, and how would the disclosed information benefit shareholders, ecosystem partners and broader stakeholders? • Who determines what meets the materiality standard, and what might the disclosure look like if the company has not quantified the impact of human capital? • How might a company describe a human capital measure as material without having compiled the data sufficient for it to be disclosed? • To what extent might a company take the position an issue is material for one year’s disclosure but then omit references to it in later years? • How would the company’s employees assess the prominence and materiality of different human capital measures? 5:30
Closing Remarks | End of Day One
4:00 Case Study
Inside ESG Report Preparation: First-Hand Insights on How to Approach to Metrics, Analytics and Reporting Join us in this session for a real-world example of how to approach the Social, Environmental and Governance aspects of the ESG report, with a key focus on how human capital is core to the business. We will discuss some of the key metrics that must be utilized, and why these particular issues are important to include in the report.
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Main Conference Day Two •
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View from the Investors: Updating Your Human Capital Reporting to Refine Investment Decision-Making Now more than ever, investors are shining a bright light on companies’ human capital strategies, practices, and performance when deciding where and with whom to partner with or invest in. Join us in this session to hear about the human capital disclosures that investors are looking for, such as:
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• Transparency: How the figures are calculated • Consistency: Identify the calculation methods to stay constant over time • Assurance: Making sure the disclosures that are material to investor decision-making to be assured, or at least reconciled back to a disclosure that is subject to assurance
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1:45 Audience Polling – Diversity, Equity and Inclusion Best Practices
Beyond Encouragement: Embracing Diversity and Inclusion Reporting to Highlight Transparency and a Commitment to Workforce Equity Microphone John Lomax, Partner, Snell & Wilmer Despite investors and other stakeholders looking for better information from public companies on workforce diversity, few included significant DEI data as part of their human capital disclosures on their latest Form 10-Ks. By “getting ahead” of down-the-road DEI reporting requirements, companies will satisfy the desire of investors and stakeholders by being proactive and transparent. In this session, we will discuss DEI reporting measures and objectives that can improve public and investor perceptions when fully disclosed, such as: • Descriptive reporting that showcases definitive measures related to employee identities • Equity measures that underscore employees’ equal access to opportunities such as equal pay, management diversity and representation, executive and managerial compensation, and recruiting strategies • Inclusion efforts with networks and programs that connect employees, so they can support one another and advise company leadership of their diverse needs • Detailing the scope of DEI programs and true investments that are made in the workforce – including a narrative that is linked to the company’s corporate purpose and mission
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2:30
Co-Chairs’ Opening Remarks 1:05
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Tuesday, November 16, 2021
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Live Demo 2:45 | Break 3:00
The Finer Points of Preparing the SEC Report: Striking a Balance Between Principles-Based and Line-Item Disclosures Microphone Jeff Higgins, CEO & Founder, Human Capital Institute
Frank Zarb, Partner, Proskauer Rose
For human capital reporting reporting to be successful and compliant, practitioners need to find organizational alignment, select realistic metrics and frameworks to measure against, and unify data acquisition and analysis to drive meaningful outcomes. Join us in the informative session as we discuss some of the steps that are necessary to balance principles and line-item based disclosures in your human capital reporting, such as: • Expanding the existing reporting frameworks to employ a more principles-based approach to public company disclosure requirements • Increasing communication and collaboration between human resources and finance personnel to proactively drive actionable insights in the reporting • Utilizing data analysis and visualization tools to automate the analysis and reporting 3:45 Case Study
The “How to” Aspects of Gathering, Analyzing and Interpreting Data Microphone Kimberly Lanier, Associate Director, Business Performance Improvement, Protiviti It’s not just about having the analytical tools; the key component of human capital analysis is having the ability to effectively utilize the tools. Bad data and analytics yields bad decisions and significantly affect organizational reporting, so it’s critical to develop and implement the right tools and procedures. Join us for this instructive and hands-on session as we plug in random workforce data and review some analytical tools and dashboards that will: • Enable your organization to effectively analyze and interpret human capital data that is key to reporting • Allow you to make confident disclosure decisions with comprehensive workforce insights
4:15
What’s Next?: The Future of Human Capital Reporting and Disclosures Microphone Amy Armitage, Founder & Co-Chair, Human Capital Investment and Reporting Council
Howard Fischer, Partner, Moses & Singer LLP
Kristen Roby Dimlow, Corporate Vice President, Total Rewards, Performance and HRBI, Microsoft
Faced with a blank canvas when the human capital reporting rule was initially announced, many companies struggled to define what information to disclose, the length and detail of the disclosures, and how to include quantitative metrics. The vagueness of the rule and lack of definitions caused many companies to avoid disclosing too little, or too much. Given the potential for increased investor scrutiny and ongoing regulatory interpretation, it’s natural to conclude that the disclosures will continue to evolve and be refined, with greater adoption of leading practices. Join us in this engaging and interactive discussion as we discuss some of the key considerations that companies should focus on for future reporting and disclosures, such as: • • • •
Assessing current human capital risk disclosures vs. future disclosure requirements Identifying potential disclosure gaps along with recommendations for adjustments Selecting the metrics and reporting standards that will satisfy regulators and investors Evaluating and deploying the changes required to easily access required data, calculate the metrics, and disclose the results • Linking human capital disclosures to business strategy and results 5:00
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Continuing Professional Education Credits American Conference Institute is registered with the National Association of State Boards of Accountancy (NASBA) as a sponsor of Continuing Professional Education (CPE) on the National Registry of CPE Sponsors. State Boards of Accountancy have final authority on the acceptance of individual courses for CPE credit. Complaints regarding registered sponsors may be submitted to the National Registry of CPE Sponsors through its website: www.nasbaregistry.org Course objective: Identifying the Right Metrics, Competitive Differentiators, DEI Initiatives and Data Analytics to Include in the Mandated SEC Reporting Requirements for Human Capital Disclosures y A Deep Dive into Human Capital Metrics from A to Z: Your Step-by-Step Guide on How to Identify, Track, and Leverage the Right Metrics y Identifying the Right Human Capital Metrics to Report, and Developing a Measurement Approach that is Factual and Verifiable y Human Capital Reporting as a Competitive Differentiator: Leveraging Analytics and Reporting as a Demonstration of Corporate Values y Case Study – Inside ESG Report Preparation: First-Hand Insights on How to Approach to Metrics, Analytics and Reporting y “Materiality” in Practice: Perspectives on What it is, and What is Required for Reporting and Investment Decision-Making Purposes y Diversity, Equity and Inclusion Best Practices: Beyond Encouragement: Embracing Diversity and Inclusion Reporting to Highlight Transparency and Showcase a Commitment to Workforce Equity y The Finer Points of Preparing the SEC Report: Striking a Balance Between Principles-Based and Line-Item Disclosures y Case Study – The “How to” Aspects of Gathering, Analyzing and Interpreting the Data Field of Study: Business Law & Finance Prerequisite: None. Level of knowledge: Basic Advanced Preparation: None
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Who should attend: 1) Associates, Senior Counsel, Partners, General Counsel in Large Law Firms with the following practice areas: y ESG y Regulatory / Compliance / Reporting y Human Resources / Employment Law
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y Corporate Responsibility / Social Responsibility / Social Impact y Diversity, Equity & Inclusion y Human Capital / Human Resources y Data & Analytics y ESG Consultants / ESG Solutions y Compliance / Corporate Governance / Global Citizenship
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