Program

About the Program

In today's world of work, getting workplace diversity right is not enough; we must foster inclusive workplace cultures. This not only requires thoughtful discussion but deliberate action to break through barriers that stand in the way. With so many topics impacting diversity, equity, and inclusion efforts, where should you begin? 

We've compiled the following information to help you navigate your session options and find the right learning path for you. From 8 focused tracks, to audience levels, and even by session type, there is something for every learning style. 

 

CONTENT TRACKS

We’ve boiled this year's content down to 8 tracks to make it easier to find and select sessions on topics that matter most to you.


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.

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.

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.

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.

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.

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.

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.

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.

INTENDED AUDIENCES

Understanding where you or your organization is on the journey toward cultivating a truly inclusive workplace and world is paramount —these intended audiences will help you to tailor your content and guide your experience at INCLUSION 2020.


Novice
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.

Proficient
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.

Experienced
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.

Rising
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.

Growing
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.

Trailblazing
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

 

Whether you favor condensed, rapid-fire sessions; you can’t wait to hear from thought leaders on the main stage; or are eager to roll up your sleeves for hands-on learning, there are different session formats to fit your learning style.

 

60-minute sessions on the main stage led by expert thought leaders and practitioners in the DE&I space. Their stories will inspire you to think outside of the box and widen your perspectives. You’ll leave general sessions feeling energized, motivated, and equipped to break through back at your workplace.

60 to 90-minute sessions led by a solo presenter or co-presenters sharing best practices, forward-looking strategies and resources you need to advance your DE&I work.

Guided conversations with three or more thought leaders from a variety of industries lending their expertise as panelists.

18-minute, rapid fire sessions presented on an open-platform, the Smart Stage, that offer quick, tangible takeaways.

Sessions presented through the lens of a real-world scenario/problem. By identifying its cause and solution, you will have the unique opportunity to critically explore a particular topic or skill.

Designed to address the evolving diversity, equity, and inclusive landscape, from new-to-HR to senior leaders, these programs provide key knowledge, leading strategies and innovative solutions through comprehensive, competency-based education.

 

Tips for Planning Your Schedule

 

Customize your learning experience at INCLUSION by planning your schedule in advance!
 

As you plan your schedule, keep in mind that sessions are first-come, first-serve. While you do not need to register for sessions ahead of time, we recommend you have a backup session for each timeframe in case a session fills up. 
 

You must register for the conference in order to gain access to the sessions. Additionally, the preconference programming is not included in your registration; that is an add-on for an additional fee.

 

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