i4cp CHRO Board In-Person Meeting @ Microsoft in Redmond, WA

Meeting Details

We held the first (and hopefully the last), Bomb Cyclone summit!  Mother Nature did her best to derail our CHRO Board meeting, but the agility and resilience of this Board – including the Microsoft team, Amy Bouque (who found a meeting place for us on day 2) and Marianne Menta – did not let that happen.  Big thanks to Amy Coleman and her team at Microsoft for hosting.  They could not have been more organized or gracious.  Our exceptional Day 1 was proof of that.

Day 1 recap:

AI for Earth, Humanity, Health, and Accessibility with Jaun Lavista Ferres – Chief Data Scientist at Microsoft:  There are so many takeaways from this session including that for some world problems, AI is proving to be the best solution (e.g., identifying and addressing retinopathy in children, and for disaster assessment).  Closer to the realm of HR, Juan shared that:

• • You can use the same skills that predict which customers will click on an ad for projects that save children (think of the transferability of those skills)
  • AI expertise only cannot solve these problems.  Partnership is essential.
  • Large Language Models (LLMs) are just Math—they don’t have any reasoning or intentionality—they simply predict the next word and don’t know what’s true or not true. 
  • The working age population in developed countries is decreasing and this will continue. Thus, we will need to do more with less and generative AI (and LLMs) can help.
• Microsoft’s Inclusive lab tour – With two amazing people, Jessica Rafuse and Solomon Romney.  When we arrived, the bomb cyclone began, and power was lost in the building (no lights, heat, etc.).  But this did not stop either the hosts or our Board.  Again, many takeaways from the work being done in terms of technologies role in accessibility.  Some highlights:
  • All Microsoft career websites are accessible to people with disabilities.  Accommodations are provided (e.g., more time to complete an online technical screen).
  • Neuro diverse candidates are pre-screened and (as appropriate) are provided a coach that helps them prepare for their interview.
  • Microsoft has Accessibility standards and a centralized Accessibility budget. It also provides a Toolkit to all managers who hire someone with disabilities.
  • Quote from Jessica:  “Don’t assume people with disabilities know what they need”.  Quote from Solomon: We mentioned how inspirational the session was for us, and he responded, “that is good, but remember that inspiration without action is meaningless.”
• Board Dinner: Our original location was without power, so Marianne Menta found an alternate spot (a private Whiskey Bar and Steakhouse) that was exceptional!

Day 2 recap: Agility, dexterity, teamwork, and positivity in action.  When we arrived at Microsoft, power was out, and Amy Coleman was stuck at home due to downed powerlines. So, Marianne Menta, Amy Coleman (via the phone), and Amy Bouque all jumped into action.  We found an alternative location and were off to the races.

• Inspirational and educational conversation with Jeff Raikes - former CEO of the Bill & Melinda Gates foundation, current member of the Board at Costco, and one of the original (and long-time) executive leaders at Microsoft.  Way too many takeaways to recap, so here are some notable takeaways:
  • Jeffi’s coaching to Microsoft CEO, Satya Nadella: In Satya’s first week on the job, Jeff advised Satya that ‘you’ve got to change the culture’.  Jeff gave Satya a copy of Boys in the Boat and in Satya’s first email to the company, he quoted this from the book: “When you really start trusting others, you will feel a power at work within you that is far beyond anything you’ve ever imagined”.
  • How to overcome an organization’s Fixed mindset?  Create a micro culture of Growth at the function or unit level.  Managers and Mentors need to have both high standards and high support.
  • How he evaluates talent – most of Jeff’s directs (and their directs) when he was at Microsoft are now on Satya’s leadership team. 
    • Looks for growth potential more than specific experience.
    • Goes deep on the Why? (e.g., Why did you choose this university? Why did you choose that job?)
    • Place high emphasis on a candidate’s self-awareness: Asks ‘What’s your positioning statement? (i.e., you are the product and I’m your market).  What would your colleagues say are your superpowers?
  • Perception of the CHRO – “I viewed my HR leader as my people thought partner, just as I viewed my COO as my operations thought partner, etc.”
  • “Make sure you are in the office directly next door to the CEO. It sends a physical and symbolic statement they value you at the level they should.”

• HR’s role in Organizational Digital Transformation (Dr. Jana Brown, CHRO at e-Health) – Jana shared learnings from her multi-year studies that led up to her dissertation on this same topic.  She emphasized how failed digital transformations are ones that focus foremost on technology and under-emphasize how culture, leadership, and talent factor into the transformation equation. 
  • She encouraged everyone to utilize the i4cp People-Productivity Chain model. Click here  for a version of the model that is structured around the use of AI.

i4cp resources mentioned at the meeting: 

• Report: The Inclusive Talent Pool: Employing People with Disabilities
• Essential Questions to Build Your DEI Business Case

Inclusive Tech Lab Resources 

• Microsoft.com/accessibility(opens in a new tab): your one-stop-shop for all things Accessibility at Microsoft
• Inclusive Tech Lab(opens in a new tab): resource to refer to following your Lab tour!
• Microsoft Accessibility(opens in a new tab) trainings: education and awareness about Accessibility, including our At a Glance(opens in a new tab) series to learn the basics about disability inclusion and digital accessibility
• Disability Answer Desk(opens in a new tab) (DAD).  This free service for people with disabilities in need of technical support with Microsoft products.  DAD is offered in multiple languages, in ASL, and through chat and virtual agent at aka.ms/AskMa(opens in a new tab)
• Accessible and Inclusive Workplace Handbook(opens in a new tab): This comprehensive toolkit includes innovative solutions and best practices designed to enhance accessibility in physical spaces, ensuring that all employees and customers can navigate and utilize facilities with ease.
• The Ability Summit(opens in a new tab) is back again for the 15^th Annual all-virtual, free event open to the public on March 18, 2025. It brings together 20,000+ thought leaders, accessibility advocates, and technology experts to discuss and showcase the latest developments in accessible technology. The Summit aims to bridge the Disability Divide by exploring how AI and other innovations can enhance accessibility and empower people with disabilities. Registration opens in the new year!
• Microsoft supports customers and partners on their accessibility journey through our 3 Horizon Approach(opens in a new tab). Adopting strategies and tools for accessibility and digital inclusion. Building and scaling accessible digital infrastructure, and innovating and delivering new accessibility solutions to expand inclusion. Coupled with the Microsoft Evolution Model(opens in a new tab), we share our learnings and collaborate on a more accessible planet.