Sessions

Achieving Sustainable Inclusion (ASI) highlights the importance of aligning the continuity of D&I goals and organizational objectives to foster long-term success. The average tenure of a Fortune 500 CEO is between five to six years. This means that, oftentimes, Inclusion investments rise and fall based on the changing priorities of new leadership. In many instances, Inclusion strategies are not embedded into existing organizational processes so they fail to take hold. When organizations fail to institute accountability - a crucial factor in creating lasting change efforts - then inclusion goals are more difficult to obtain.   The world and our workplaces have shifted dramatically due to COVID-19 and the global protests of inequity and injustice. Newsflash! Disruptions are our new normal!  Participants will be introduced to an innovative model for ASI. This model offers a comprehensive three-phase plan that has been developed over Eric Ellis' 30-year career. Ellis, one of the leading Inclusion experts in the world, served as an SME for SHRM's Inclusion credential, as well as a member of SHRM's I&D expert panel. This model is based on the architecture of trust-building, engagement with diverse stakeholders, and a focus on people-centered solutions.

Learning Objectives:

• Gain an understanding of the importance of aligning inclusion strategies into existing organizational processes for lasting change efforts.
• Discover a framework for developing sustainable inclusion initiatives and how to build an accountability system within an organization.
• Increase understanding of unconscious bias, its impact on business success, and techniques and strategies for unconscious bias reduction.
• Learn how to develop a transformative inclusion strategy in a three-phased, top-to-bottom approach. Develop an understanding of embracing disruptive curiosity and inviting the input of diverse talent.