Filtered Sessions

For organizations launching or growing Inclusion and Diversity (I&D) work, the process can become overwhelming. Where do you begin and how can you ensure you'll make a difference? Effective I&D work starts with a thorough needs assessment along with a comprehensive strategy that ties to the overall business outcomes and drives organizational success. This session provides participants with the knowledge, tools and process to build their own transformational I&D strategy from the ground up.

We begin with the components of a foundational needs assessment, understanding what data and metrics are vital, and how to collect and analyze that data. From there we examine the benefits and components of a transformational versus transactional approach, an overview of the 13 areas of I&D best practice, and an understanding of the stages of organizational I&D competence. Have resistance to I&D work in your organization or don’t know how to define it or communicate the benefits? This session will cover that too. Along with case-studies from across industries, participants will be given tools and templates to produce their own best-practice strategy. 

Incivility in the workplace continues to increase and has an overwhelming negative impact on productivity and profits. Since SHRM released the Civility Index in early 2024, acts of incivility have continued to escalate. 76% of US workers stated they have personally experienced or witnessed acts of incivility over the past month. Acts of incivility are costing businesses a loss of productivity of more than $2.7 billion dollars PER DAY (and increase of an average of 600m per day from Q3 2024). This is just not acceptable. As HR & business leaders, it is essential to act now! Join SHRM’s I&D Council to learn about the SHRM Civility Toolkit in creating a culture of civility, inclusion, and belonging at your organization.

Learning Outcome 1: Through SHRM research, learn why civility, inclusion, and belonging are critical needs in business; now more than ever.

Learning Outcome 3: Make civility, inclusion, and belonging an organizational wide priority.

Learning Outcome 2: Learn about using the SHRM Civility Toolkit which will help you understand the causes of incivility, how to address, gain management buy-in, and develop a plan to become a culture of civility, inclusion, and belonging.

The research is undeniable: A global study of thousands of leaders across 22 countries revealed a hard truth—the most irreplaceable skills in the age of AI aren’t technical, they’re deeply human. Relationship-building, emotional intelligence, empathy, ethical decision-making, human connection, moral judgment, conflict resolution, and cultural adaptability—these are the competitive edge no algorithm can replicate.
Companies that master these human skills won’t just survive change—they’ll drive it. This high-impact session, inspired by the forthcoming book Beyond Belonging: How to Find, Build, and Create Your Place in the World, delivers five powerful strategies to sharpen these critical skills—ensuring HR leaders and organizations unlock higher engagement, stronger cultures, and next-level leadership.
 

Learning Outcome 1: Learn how to accelerate self-awareness, identify and eliminate culture-disruptors, and actively design an environment where each engaged employee ignites a ripple effect of growth and productivity.

Learning Outcome 2: Master the four key elements of deep connection (Connect, Acknowledge, Relate, and Expand) and leverage them to create high-trust teams and thriving workplace cultures.

Learning Outcome 3: Unlock the Five Laws of Elevation that transform HR leaders into cultural architects who lift people up, drive impact, and build legacies that matter.

There has been an alarming increase in antisemitism. Recorded levels of antisemitism are now at their highest level since the Holocaust. Like other forms of bias, employees don’t park their antisemitic views at the workplace door. Employers must do more to address this virulent virus. Acting EEOC Chair Lucas has stated that addressing antisemitism is a priority. This program provides practical advice for how HR can address workplace antisemitism, including: - Working definition of antisemitism. - Details on the escalation of antisemitism - Studies on admitted bias against Jews - Protection for Jewish applicants and employees beyond religion - I/D gaps and traps - Systemic steps to prevent and remedy discriminatory and harassing conduct at work - How to respond antisemitic postings on social media by your employees

Learning Outcome 1: Understand the definition of antisemitism.

Learning Outcome 2: Identify opportunities to prevent antisemitic discrimination and harassment at or impacting work.

Learning Outcome 3: Understand appropriate corrective action for antisemitic discrimination and harassment, including on social media.

Incivility in the workplace continues to increase and has an overwhelming negative impact on productivity and profits. Since SHRM released the Civility Index in early 2024, acts of incivility have continued to escalate. 76% of US workers stated they have personally experienced or witnessed acts of incivility over the past month. Acts of incivility are costing businesses a loss of productivity of more than $2.7 billion dollars PER DAY (and increase of an average of 600m per day from Q3 2024). This is just not acceptable. As HR & business leaders, it is essential to act now! Join SHRM’s I&D Council to learn how to utilize the SHRM Civility Toolkit in creating a culture of civility, inclusion, and belonging at your organization.

Learning Outcome 1: Learn about using the SHRM Civility Toolkit which will help you understand the causes of incivility, how to address, gain management buy-in, and develop a plan to become a culture of civility, inclusion, and belonging.

Learning Outcome 3: Through interactive and group discussions, test the application of the Civility Toolkit practices with other attendees. This will help you gain confidence when taking the Toolkit back to your organization.

Learning Outcome 2: Make civility, inclusion, and belonging an organizational wide priority.