About the Program
More details on the INCLUSION 2021 program coming soon! INCLUSION 2020 featured a comprehensive program that explored the full scope of diversity, inclusion and accessibility.
50+ sessions across 8 timely topic areas
75+ inspirational DE&I speakers
20 professional development credits (PDCs)
Countless networking opportunities
Content Tracks
Our 8 tracks made it easy to find and select sessions on topics that mattered most to attendees.

Discrimination In the Workplace

Discrimination due to racism or other prejudices can take many forms in the workplace, including unjust treatment in hiring, firing, promotions, benefits and more. Creating a safe work environment where such misconduct is not tolerated is crucial for fostering a culture of inclusion, equity and diversity.

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Inclusive Hiring & Employee Wellbeing

Inclusive hiring practices acknowledge that different backgrounds, experiences and opinions can add value to an organization. Hiring diverse talent should be supported by an inclusive work environment that considers employees’ wellbeing in the total employee experience—from recruitment and onboarding to training and development.

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Technology & Accessibility

Artificially intelligent, ‘smart’ powered devices have changed the way we live and work. Though advances in technology have equipped HR with tools to support a culture of diversity, equity, and inclusion, it can also be responsible for perpetuating injustices. Harnessing the power of technology must be done carefully and thoughtfully, taking into account accessibility needs.

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Cognitive Diversity

Cognitive diversity, or diversity of thought, is not predicted by factors such as gender, ethnicity, age or learning disabilities. Leveraging different ways of thinking, viewpoints and skillsets helps drive business outcomes and ultimately, success.

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Unconscious Bias

When unrealized or unchecked, unconscious bias—or stereotypes individuals form outside of their conscious awareness—can be harmful to the work environment and result in the loss of top talent. To cultivate a truly inclusive workplace culture, organizations must actively acknowledge and eradicate these unconscious attitudes and beliefs.

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Workplace Culture & Communication

Building a civil, inclusive and diverse culture is anchored in mutual respect and strong communication. Race and many other factors contribute to individual styles of communication. These differences largely determine how well colleagues will work together and play a role in maintaining civility at work. Incivility can lead to a toxic work environment that compromises productivity, or worse, emotional or even physical safety in the workplace.

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Equity is central to an inclusive workplace. Organizations must guarantee fair treatment regardless of prescribed gender, race, class or other factors. This includes equitable pay and recognition, as well as equal access to resources, opportunities and rewards for all.

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DE&I Strategy

Understanding business value can help individuals and organizations shift from simply operating to embracing diversity, equity, and inclusion in a way that positively impacts the bottom line. From getting buy-in from leadership to adoption and implementation, the business of diversity, equity, and inclusion considers the financial health of workplaces with or without robust DE&I processes and strategies.

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Crafting AN Event Experience

INCLUSION 2020 offered attendees the ability to craft both their individual and organization event experiences. The individual and organizational audience tracks helped attendees to tailor their content and guide their experience at INCLUSION 2020.


You are beginning to see the importance and value of diverse, equitable, and inclusive workplaces. You’re interested in learning more but not quite sure where to begin. Sounds like you? Sessions in this track are catered toward professionals who are novices in the knowledge of DE&I and seeking to learn the basics on how to help build an inclusive work environment.


You are doing your part at fostering a diverse, equal, and inclusive workplace – recognizing and checking your own biases, practicing inclusive leadership by making all your colleagues feel welcome – and believe you can do even more! Sessions in this track are designed for professionals looking to learn new strategies and increase their knowledge and expertise of specific DE&I topics.


You have successfully led the charge to build and sustain a diverse, equal, and inclusive workplace by actively taking steps to hold your leaders accountable, elevate marginalized voices and combat any barriers inhibiting their success. Sessions in this track are geared toward professionals who are passionate, proactive, and ready to take their allyship to the next level.


Your organization acknowledges the importance of diversity, equity, and inclusion in the workplace and is ready to begin the work to build one within its own walls. Wondering where to start? This track is for you. Featured sessions will address strategies and best practices on how to create DE&I landscape in your organization.


Your organization has committed to and is actively applying measures to foster diversity, equity, and inclusion in the workplace. You have some initiatives in place but want to expand your reach! Featured sessions in this track are designed for organizations seeking to increase their DE&I knowledge and move from simply operating to sustaining an inclusive work environment.


Your organization has successfully created an inclusive workplace culture through robust DE&I strategies and prides itself on being one of the most diverse, equitable, and inclusive places to work. Yet you’re concerned that the organization has plateaued. Featured sessions in this track are designed for organizations who want to benchmark other organizations’ performance and initiatives while uncovering any potential pain points or blind spots within their culture that could be the source of a plateau.

Session Types

INCLUSION 2020 offered numerous session types for attendees to choose from—whether they favored condensed, rapid-fire sessions; they couldn't wait to hear from thought leaders on the main stage; or they were eager to roll up their sleeves for hands-on learning, there were different session formats to fit their learning style.