Co-Chairs’ Opening Remarks

Special SEC Interview:

Defining Human Capital and Standardizing ESG Reporting and Disclosure Requirements

Victoria Lipnic
Partner, Head of Human Capital Strategy Group
Resolution Economics
Former Commissioner of the U.S. Economic Employment Opportunity Commission

Join us in this opening session as we hear from the SEC about some of 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.

Audience Polling

Identifying the Right Human Capital Metrics to Report, and Developing a Measurement Approach that is Factual and Verifiable

Ali Saad
Managing Partner
Resolution Economics

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

1:1 Networking

Connect and exchange contact details with attendees and speakers through a series of random 1:1 meet-ups!

Break

Audience Polling

Human Capital Reporting as a Competitive Differentiator: Leveraging Analytics and Reporting as a Demonstration of Corporate Values

Brandon Yerre
Principal, Transformation
PwC US

The workforce is now considered to be the lifeblood within many major corporations. 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

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, Environment 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.

Break

“Materiality” in Practice: Perspectives on What it is, and What is Required for Reporting and Investment Decision-Making Purposes

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 debate and discuss specific questions – along with their corresponding answers – that must be answered to ensure that your human capital disclosures meet the standard of being material to an understanding of the business, such as:

• What is the principal objective behind these disclosures, and how would the disclosed information benefit shareholders, ecosystem partners and broader stakeholders?
• What part of your organization will make the determination of whether the need to disclose human capital issues meets the materiality standard, and what might the disclosure look like if the company has not quantified the impact of human capital – but intends to measure it for next year?
• How might a company describe in its current disclosure that it believes a human capital measure is material but that it has not yet 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?

Closing Remarks | End of Day One

Co-Chairs’ Opening Remarks

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:

• 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

Audience Polling

Beyond Encouragement: Embracing Diversity and Inclusion Reporting to Highlight Transparency and a Commitment to Workforce Equity

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. DEI should be more than just a strategy, it should become a mindset that is at the core of business functions and paramount to SEC reporting.

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 diverse 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

Live Demo

Break

The Finer Points of Preparing the SEC Report: Striking a Balance Between Principles-Based and Line-Item Disclosures

Jeff Higgins
Founder & CEO
Human Capital Management 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 disclose the 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

Case Study

The “How to” Aspect of Gathering, Analyzing and Interpreting Data

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

What’s Next?: The Future of Human Capital Reporting and Disclosures

Amy Armitage
Founder & Co-Chair
Human Capital Investment & Reporting Council (HCIRC)

Howard Fischer
Partner
Moses & Singer

Kristin 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

Co-Chair Closing Remarks / End of Summit