What does the latest research say about the role of communications in diversity, equity and inclusion? We’ll examine some eye-opening findings and their implications in this opening session.

Diversity, inclusion and belonging are NOT “just an HR thing.” We are in a time that requires internal stakeholders at all levels to recognize the seriousness and impact of our words on how welcome and included our employees feel and how stakeholders perceive us. Diversity and inclusion efforts will continue to fail without communicators becoming more equipped and involved.

Kim Clark, experienced diversity and inclusion communications expert, will help us tackle our own unconscious biases, acknowledge areas where bias exists and help us see that we are well positioned to be more intentionally inclusive in our language and communications—which in turn helps our organizations lower unwanted attrition, be more innovative and increase employee engagement.

You’ll learn:

• What unconscious bias is, how it shows up and the impact it has
• How to address your biases in order to fulfill your role in promoting diversity, inclusion and belonging
• How to partner with HR, employee resource groups, executives and people managers to improve the impact of company-sponsored and grassroots efforts
• Use your understanding of unconscious biases to craft more effective communications
• How to help managers design their teams for belonging
• How to be and how to teach others to be a conscious communicator and adopt more inclusive language in your communications and writing

Two of the biggest barriers to thoughtfully addressing DE&I are the difficulty many white people have talking about race, and our lack of understanding of how privilege and oppression intersect. Having difficult conversations about race and considering how identities overlap is critical to crafting thoughtful, inclusive communications that resonate with internal and external audiences. During this session, we’ll look at how intersectionality and white fragility can be used as a lens for communicators to avoid alienating audiences and build trust with internal and external audiences.

Learn how to:

• Understand what is meant by the terms intersectionality, white privilege and white fragility
• Identify examples of white supremacy ideology in current communications
• Use your understanding of how privilege and oppression intersect to resonate more deeply with audiences and better examine your own point of view and your limits as a content creatorAvoid messages and actions that generalize the experience of groups or treat them as one-dimensional
• Craft nuanced messaging that acknowledges the diverse and multifaceted experiences of employees, customers and other stakeholders.

For years, the Black community has had to witness brutality and injustice in the headlines and on social media, most recently with the murders of Ahmaud Arbery, George Floyd and Breonna Taylor. It is critical that organizations offer Black employees support as they process social injustice, systemic racism and these traumatic recent events. During this session, you’ll learn best practices for offering resources during these difficult times.

Learn how to:

• Provide safe forums for Black employees to express their thoughts and feelings
• Listen closely to what Black employees say they need to feel supported in your organization
• Avoid minimizing or negating the experiences of Black employees in your conversations
• Take action to show allyship to the Black community as they process and respond to injustice

Historically, matters of diversity, equity and inclusion have fallen solely in the domain of human resources. Today, organizations realize that communications play a huge role in the success of these initiatives, whether you’re speaking to employees, customers or other stakeholders. Yet, silos still remain between the two departments. Join us for a look at how communicators and HR professionals can work together more efficiently to achieve important progress.

Learn how to:

• Work collaboratively with HR to identify areas of improvement, collect employee feedback, and improve communications around DEI
• Ensure DEI programs feature thoughtful and comprehensive messaging to internal and external audiences
• Make DEI an integral part of your employer brand
• Regularly spotlight DEI progress made by your HR team in your PR efforts

Join your peers for thoughtful, moderator-led discussions on what it means to be an ally as a communicator, and how we can create change in our organizations, industries and the world. Sign up ahead of time and you’ll be assigned to a virtual table with colleagues in similar industries as you, where you’ll be given conversation starters to get you thinking critically about diversity, equity and inclusion.

Stories are a powerful tool to shed light on social justice issues, and no one is better poised to highlight those stories in your organization and brand than you, the communicator. During this session, we’ll explore how you can showcase powerful and thoughtful stories about the experiences of BIPOC, the LGBTQIA community, and other marginalized groups during times of celebration and year-round.

Learn how to:

• Recognize Black History Month, Pride Month and more in meaningful ways that place the experiences of employees front and center.
• Make a commitment to showcasing diverse perspectives in your brand stories all year
• Recognize your biases as a storyteller and be respectful and thoughtful when documenting the experiences of others
• Use storytelling to amplify the voices of marginalized groups and advocate for justice in your organization and community

ERGs can be hugely beneficial to your workforce—if they’re structured and maintained correctly. During this session, you’ll hear from companies who have cracked the code on running employee resource and affinity groups that are beneficial and enlightening to employees. Discover how to start or improve groups in your own organization and the key role communications play in their success.

Learn how to:

• Gain buy-in to start or improve an ERG program in your organization
• Collect useful feedback from employees to improve the form and function of ERGs
• Give groups the resources they need to have constructive conversations about race and social justice
• Use communications to give ERGs greater visibility in your organization

Words matter when it comes to diversity, equity and inclusion. The language you use to describe your initiatives can make or break your attempts to build a better workplace and a stronger, more purpose-driven brand. During this session, you’ll learn some important things to keep in mind as you craft PR statements, program descriptions, speeches, brand stories, and more about diversity, equity and inclusion. We’ll look at examples of effective messaging and ones that missed the mark.

Learn how to:

• Use inclusive language in your messages and avoid offensive and outdated terms
• Understand how bias can slip into your writing and develop a review process
• Craft content with powerful action-oriented messages and avoid empty statements and jargon
• Choose the right medium and tone for your messages and carefully consider context

Even with women making tremendous strides in the workplace over the past decades, and more recently making their voices heard during the #MeToo movement, there is still work to be done. During this fireside chat, you’ll discover some of the obstacles still preventing gender equity in the workplace and perpetuating sexism in brand messages, and how communicators can help create progress.

You’ll learn:

• Ways in which traditional facets of workplace culture are not gender inclusive
• How internal communicators can be more cognizant of the challenges facing working moms
• How to increase transparency around gender equity in your organization
• How your PR and marketing initiatives may be alienating women and gender-nonconforming audiences
• Strategies to make your culture more inclusive to everyone regardless of gender identity
• Lead bold and transparent conversations around the #MeToo movement and create a safe space for all employees

Stereotypes abound about different age groups and that can make it difficult to think thoughtfully about the differing needs of Gen X or millennial employees. Join us for a discussion about some common misconceptions about generations and how communicators can better engage these groups by understanding their experiences.

You’ll learn:

• How to adapt your messages and channel choices for different generations in the workplace
• Ways in which ageism shows up in communications and how to combat it
• How to ensure your employer brand is attracting talent of all ages
• What resources employees of different generations may need more and how to ensure equal access