Indigenous Inclusion in an Era of Truth and Reconciliation” focuses on providing strategies to enhance Indigenous inclusion and foster truth and reconciliation awareness within organizations.

Participants will explore topics such as:

• Setting measurable objectives for inclusion,
• Implementing cultural competency training and mentorship programs,
• Creating partnerships with Indigenous communities, and
• Integrating Indigenous perspectives into DEI programs and decision-making.

Workers with episodic physical and mental health conditions often struggle when deciding whether to seek support from their workplace and how to get support. This presentation highlights research and new resources related to:

• Worker decisions whether to disclose private health information in the workplace and the factors considered when making a decision.
• Employer perspectives on the challenges of support provision to workers with episodic and invisible disabilities
  Support needs and strategies.
• New resources, including the Job Demands and Accommodation Planning Tool (JDAPT).

• Implementing anti-racism training across Canada.
• Collaborating with the Canadian Centre for Gender & Sexual Diversity to expand the firm’s pro bono gender-marker and name-change initiative.
• Executing the firm’s Reconciliation Action Plan, launched in 2020.
• Helping the organization build the muscles to engage in sensitive conversations and face nuanced topics head-on.

As our societies strive for more inclusion and equity, it is crucial to understand how various layers of identity intersect and influence the ways an individual interacts with the world around them. Attendees will gain insights into navigating the various layers of identity and how to ask the right questions to understand the needs of our clients and colleagues.

Key Takeaways:

• Understanding the concept of intersectionality and its importance.
• Recognizing the impact of intersecting identities on individuals and communities.
• Practical strategies for promoting inclusivity and equity.

AI is a tool and its impact depends on how it is designed, developed, and deployed. To ensure AI’s positive impact on diversity and inclusion, it is essential to have diverse teams of developers and researchers working on AI projects and incorporating ethical considerations throughout the entire AI development lifecycle.

This session will help you understand how AI can:

• Address biases, promote fairness, and enable equitable opportunities.
• Create inclusive design solutions for disabled people and people with different cognitive abilities.
• Make digital products and services more inclusive for all users.
• Provide decision support tools that help reduce bias in human decision-making processes.
• Allow for better accountability and auditing of decisions made.
• Raise awareness about diversity and inclusion issues via Chatbots, virtual assistants, and educational platforms providing information, resources, and training.
• Create personalized experiences and recommendations.
• Auditing Human Capital: Reviewing Policies And Practices To Ensure Dei.

• What’s involved in a DEI Audit.
• Steps and goals.
• Review of policies, practices and procedures to ensure you do not unintentionally create barriers to your diversity, equity and inclusion goals.