A foundational element of building an inclusive and equitable organization is to ensure that the recruitment process free of implicit and explicit bias. This session aims to support the recruitment team in first identifying their own biases and provides a deepened understanding of how their own social identity can impact their decision-making. The session will conclude by discussing specific and tangible strategies, including developing inclusive role descriptions, skill-based interview approaches, understanding the value of diverse interview panels, and learning tools to encourage accountability and bias identification amongst the review team.

A vital element of creating meaningful and sustainable organizational shifts in equity, diversity and inclusion is ensuring that leaders are knowledgeable, engaged, and empowered to demonstrate inclusive approaches and behaviours in their roles. This session aims to guide leaders to understand what culturally responsive and inclusive leadership means, develop practical skillsets to enhance inclusive leadership competencies, and provide the language and confidence to facilitate conversations around equity, accessiblity, and inclusion.

Diversity, inclusion and equity in corporate settings represent both the most significant opportunity and the biggest challenge for many organizations. This session intends to inform participants of the significance of intersectionality, privilege, unconscious bias, in-group/out-group psychology and equity compared to equality, to name a few. Empowered with this knowledge, employees will leave the session better able to recognize, address and be an ally to remove systemic barriers for others in their corporate settings and communities.