SHRM's INCLUSION 2020 will help attendees to break through barriers to create a workforce that is not just diverse, but truly inclusive. They will gain strategies and insights needed to mitigate bias, eliminate exclusive workplace habits and transform culture at work to create a better, more productive workplace. Together, these practices will boost employee satisfaction and bottom-line business outcomes.
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 inclusion and diversity efforts, it is hard to know where to begin. So, we’ve boiled this down to 8 content categories so you know what we are looking for and to help guide your proposal submission.
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 and diversity.
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.
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 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.
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.
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 inclusion and diversity in a way that positively impacts the bottom line. From getting buy-in from leadership to adoption and implementation, the business of inclusion and diversity considers the financial health of workplaces with or without robust I&D processes and strategies.
Understanding where attendees and organizations stand with their diversity and inclusion efforts is key—this will help you to tailor your content and to help guide the attendee experience. We have created both individual and organizational intended audiences for this event. We suggest that you keep these in mind when submitting your proposal(s).
You are beginning to see the importance and value of diverse 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 D&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 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 D&I topics.
You have successfully led the charge to build and sustain a diverse 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 a diverse and inclusive 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 D&I landscape in your organization.
Your organization has committed to and is actively applying measures to foster a diverse and inclusive 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 D&I knowledge and move from simply operating to sustaining an inclusive work environment.
Your organization has successfully created an inclusive workplace culture through robust D&I strategies and prides itself on being one of the most diverse 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.