Inclusion and diversity (I&D) programs are essential to building resilient, innovative, and high-performing organizations. But creating programs that truly deliver requires a strategic approach grounded in three key pillars: They need to be legally compliant, workforce unifying, and business accretive. These principles ensure that your efforts not only protect your organization but also foster belonging and drive measurable outcomes.
As you prepare to attend SHRM BLUEPRINT 2025, use this guide to explore these pillars and identify the sessions that will help you turn insights into action.
Pillar 1: Legally Compliant Inclusion Programs
What it means: Compliance isn’t just about avoiding lawsuits; it’s about creating long-term inclusion practices that are defensible, transparent, and aligned with applicable laws and enforcement priorities. A legally sound program reduces risk, strengthens credibility, and provides clear guardrails for achieving equity goals.
Why it matters: Employment laws and agency guidance evolve rapidly, often outpacing internal policies. Without a strong legal framework, even well-intentioned initiatives can create unintended liabilities or be dismantled under scrutiny.
Session Spotlight:
Hidden Legal Risks: Five Compliance Gaps HR Can’t Afford to Miss
Speakers: Brandon Dixon and Sam Schwartz-Fenwick, partners, Seyfarth
This session on Oct. 28 explores how new regulations and shifts in case law can create additional vulnerabilities for even the most well-intentioned programs. Key takeaways include:
Specific hidden risks: Discover five often-overlooked areas that can complicate your compliance efforts.
Real-world examples: Hear case studies featuring organizations dealing with these challenges and learn from their experiences.
Actionable strategies: Identify hidden legal risks within your organization and address them before they come to light.
Why attend: Attendees will gain a clear framework for inclusive and legally compliant policies that foster excellence, mitigate risks, and enhance organizational performance.
Pillar 2: Workforce Unifying Inclusion Programs
What it means: True inclusion goes beyond headcount metrics. It’s about fostering psychological safety, civility, and relationship structures that enable people to contribute fully and feel a sense of belonging.
Why it matters: Programs that increase diversity without addressing inclusion challenges in employees’ daily experiences often fail to retain talent or unlock performance. Psychological safety and civility are critical drivers of innovation, engagement, and team resilience.
Session Spotlight:
Building a Culture of Civility: How Emotional Culture Shapes Inclusive, United Workplaces
Speakers: Bethany Adams, assistant professor, Villanova University; Kyle Ali, lead senior program manager, Code Next, Google
Civility is the daily practice that makes inclusion sustainable and unifying. Adams and Ali will walk through how emotional culture — the unspoken norms about expressing emotions, responding to conflict, and treating one another — shows up in hybrid and AI-augmented workplaces and how to change it. Key takeaways include:
Signal safety: Team dynamics are highly attuned to a variety of emotional signals. Unpack the factors that make people feel safe to work together, share ideas, and even disagree respectfully.
Understand challenges: Reliance on technology and increasingly distributed teams have exacerbated the civility challenges of our time. Find out what organizations can do to overcome these obstacles and get back on track.
Leadership levers: Learn about the keys to emotionally intelligent leadership and find out how leaders can foster civility and connection, even in a difficult environment.
Why attend: Workplaces are filled with subtle signals you may not be picking up on, and those social cues could be hurting productivity. If you want to build a workplace where civility isn’t merely a compliance issue but is a cultural strength, this session on Oct. 28 will show you where to start.
Pillar 3: Business Accretive Inclusion Programs
What it means: Inclusion initiatives should drive measurable business outcomes, such as faster innovation, higher retention of critical skills, broader market insights, and improved productivity. Framing inclusion as a strategic lever ensures both investment and returns.
Why it matters: In a competitive budget environment, inclusion programs need to be drivers of business value on par with everything else HR does.
Session Spotlight:
Accidental to Intentional: Optimize Culture from the Inside Out
Speaker: Natalie Johnson, chief visionary officer, Vidl Work
This Oct. 28 session explores embedding inclusion into core systems — talent processes, leadership development, and performance metrics — so culture becomes strategic rather than incidental. Key takeaways include:
Practical integration: Align I&D with talent systems, leadership development, and core values.
Real-world tools: Discover how to enhance organizational performance through sustained, sensible changes.
Case studies: Learn how organizations in a variety of industries are solving for the same problems you’re facing.
Why attend: You’ll come away with a plan to change how I&D is perceived and be ready to reimagine what it can do for organizational performance.
Turning Insights into Action: Your Blueprint for Success
To maximize your time at BLUEPRINT 2025, consider these three commitments:
- Come prepared to take action: Identify a legal challenge to address, a management behavior to change, or a program to pilot so you’re ready to transform your organization’s approach to inclusion.
- Bring a manager along: Invite a people manager to a psychological safety or civility session to accelerate adoption of new practices.
- Document and share learnings: Convert your session notes into a one-page “what we will change and why” summary to present to leadership within two weeks.
BLUEPRINT 2025 is your opportunity to align defensible policies, daily team life, and business results. By focusing on these three pillars, you’ll leave equipped to drive meaningful, lasting change in your organization.
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