Jes Osrow

Humanities & Social Sciences

Arts

Consumer Goods & Services

Business & Management

diversity Diversity in Technology Diversity in the Workplace Diversity & Inclusion Diversity and Inclusion Equity Diversity and Inclusion Imposter Syndrome disability disabilities Disability Rights Navigating the Intersection of Business and Disabilities. invisible disabilities DEIBA DEI DEIB Diverse Backgrounds Into Tech Recruiting Hiring learning & development culture company culture Organizational Change Organizational Change Management Organizational Growth and Transformation organisational culture organisational design

Jes Osrow

Head of Learning and Organization Development at Quartet Health; DEI Specialist at The Rise Journey

Jes gets sh*t done and has the energy of four people. Her goal is to create fundamental change in People Operations.  As Head of Learning and Org Development at Quartet Health, Jes empowers organizational culture to be inclusive, diverse, and promote equity for all employees.  As Co-Founder of The Rise Journey (www.therisejourney.com), she works with growth stage companies designing and implementing strategies to build cohesive teams while developing a sustainable organizational culture. Jes puts theoretical People Ops ideas into scalable best practices.

As a no BS kind of person, Jes is focused on hands on engagement, real world experiences, and communicating successes and struggles in personal and professional realms. Her talks and workshops are engaging, transparent, and relatable, with action-oriented takeaways. Focus areas include: Career development, Invisible disability advocacy, Imposter syndrome, Diversity recruitment and engagement strategies, and Women in tech.

  josrow.com (company)
  therisejourney.com (The Rise Journey)
  businessagility.institute/watch/att... (Invisible Disabilities Presentation)

Current sessions

You're the Real Deal: How to Combat Imposter Syndrome

This workshop focuses identifying Imposter Syndrome and becoming comfortable at the intersection of bragging, owning skills & achievements, and self-awareness. Using actionable steps to remove the mystique around this debilitating concept, women move beyond feelings of Imposter Syndrome . to internalize self worth and rise as leaders. Utilizing learning strategies including written exercises, conversation, role play, and group practice, the group will develop new skills and techniques to combat Imposter Syndrome.

- Take actionable steps using a framework to minimize the effects and work through Imposter Syndrome
- Analyze wins to boost self- awareness; support & stimulate change in female communities
- Identify steps & elements of accomplishments; create a level playing field, an equalizer
- Remove mystique & fear of exposure; break down barriers that prevent support from others

see more at www.josrow.com/speaking


Stop Failing Womxn In Tech: The hidden story of Invisible Disabilities

The 2010 census stated 56.7 million Americans have a disability. A 2017 study showed only 37% of working-aged people with disability are employed in the US. The goal is to provoke conversations about IDs and other tough topics in the workplace. These are crucial conversations to have to develop new methods of talking about disability and diversity in an ever-evolving workspace. The research highlights real life examples, evolution of work practices, and outcomes of conversation about disability.

The talk outlines research on women with IDs in the workplace. Focus ares are on:
- Themes around career, skillset, safe spaces, and self-worth
- Impact of women hiding IDs on their career, work, ability for growth, and intraprenuership
- Data on what womxn with IDs want in their careers, managers, and employers
- ROI of the entire individual; how career success and abilities emerge from coping skill evolution
- Key benefits & organizational best practices that attract female talent who have IDs
- Improve inclusionary
best practices for all employees

www.josrow.com/speaking for more details


Attraction, Retention, & Engagement of Women in Tech with invisible Disabilities

In 2014 [it was] found that 27.4% of women ages 18-64 identified with a disability in some form (compared to 20.8% of men in the same age range)." And while the rest of society has visible clues to indicate some disabilities, there is a large faction (sometimes estimated as high as 74% of all disabilities) that are invisible, unseen. A 2017 study showed only 37% of working-aged people with disability are employed in the US. How should companies hire, retain, grow, and include this marginalized group?