Dec 15, 2023
The 3rd annual Inclusion Conference hosted by the Society of Human Resource Management (SHRM) was more than just a gathering—it was a beacon illuminating the path towards true inclusivity and cultural awareness. Held in Savannah, GA, this conference wasn’t just about expanding knowledge; it was a call to action for fostering diversity, equity, and inclusion (DE&I) within organizations.
The conference’s framework allowed attendees to navigate a learning path tailored to their experience level across seven focused content tracks. Each session was a revelation, tackling pressing topics like rethinking DE&I in divided spaces, leveraging emotional intelligence for inclusive leadership, and embedding equity into core business strategies.
The 3rd annual Inclusion Conference hosted by the Society of Human Resource Management (SHRM) was more than just a gathering—it was a beacon illuminating the path towards true inclusivity and cultural awareness. Held in Savannah, GA, this conference wasn’t just about expanding knowledge; it was a call to action for fostering diversity, equity, and inclusion (DE&I) within organizations.
The conference’s framework allowed attendees to navigate a learning path tailored to their experience level across seven focused content tracks. Each session was a revelation, tackling pressing topics like rethinking DE&I in divided spaces, leveraging emotional intelligence for inclusive leadership, and embedding equity into core business strategies.
One resounding message echoed throughout the sessions: the imperative of sustaining DE&I efforts within organizations. After the intense focus sparked by the tragic murder of George Floyd in 2020, where commitments were made, DE&I initiatives are now showing signs of decline in some sectors. Employment opportunities for Diversity Officers have decreased, and some organizations view DE&I as a divisive force rather than a unifying principle. It’s as if DE&I, once a priority, has lost its place in the spotlight.
However, this conference served as a powerful reminder of why organizations must persist in their DE&I endeavors. It’s not just about meeting a moral obligation; it’s about enhancing overall organizational success. The conference stressed that DE&I encompasses more than race—it involves equal representation in various facets, such as fair employment for people with disabilities, equal pay, second chance programs, and a sense of belonging.
One standout moment from the conference was the poignant insight shared by Johnny C. Taylor, SHRM-SCP, and Erec Smith, emphasizing HR’s pivotal role in shaping the perception and reception of DE&I within an organization. Smith’s words struck a chord: “It’s (DE&I) not working because you can think one way and act a different way.” He underscored the need for introspection, urging individuals to confront their biases before catalyzing genuine change.
Moreover, Smith emphasized the need for a tailored approach, recognizing that a one-size-fits-all strategy isn’t effective. True change requires buy-in from the executive level; it must cascade from the top to truly permeate an organization’s culture.
Personally, this conference was transformative. It reshaped my approach towards DE&I efforts. It reinforced the understanding that creating real change demands self-reflection, organizational commitment, and a nuanced, adaptable strategy.
As we look ahead, it’s my firm goal to return for SHRM’s 2024 Inclusion Conference. I believe it’s crucial to sustain this momentum, ensuring that DE&I remains not just a discussion but an integral part of our organizational ethos.
Let’s kindle the flames of inclusivity and equity within our workplaces, igniting lasting change for the betterment of all.
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