The inclusion and organizational culture space has evolved significantly over the decades, shaped not only by research and practice, but by the legal frameworks that have defined what inclusion must or cannot look like in the workplace. Foundational and emerging research has clarified the dynamics of bias, belonging, and organizational outcomes related to inclusion, while real-world application has revealed both the opportunities and challenges of translating theory into action.
At the same time, the legal landscape has continuously redefined the boundaries within which this work occurs. From the landmark protections established by Title VII of the Civil Rights Act of 1964, through pivotal rulings such as Bostock v. Clayton County (2020) and Students for Fair Admissions, Inc. v. President & Fellows of Harvard College (2023), to evolving executive orders and shifting EEOC enforcement priorities, the legal developments have shaped, and often constrained, how research insights and organizational practices are applied.
Academics and practitioners alike are working to make sense of how these three forces intersect to define the current state of inclusion and its future direction. In this session, we will review the past, present, and future of inclusion through three interconnected lenses: the evolving legal landscape, the research that informs our understanding, and the experiences of organizations in practice. Attendees will leave with a clearer, more integrated perspective on how we got here, where things stand today, and how to anticipate and navigate what comes next.
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Presenters
Joanna Colosimo, M.A., SHRM-SCP, is Vice President of Workforce Analytics & Compliance Strategy and Principal Consultant at DCI Consulting Group. With nearly 20 years of experience advising federal contractors and Fortune 500 companies, she specializes in equal employment opportunity (EEO), workforce analytics, and diversity and inclusion strategy. Her work encompasses EEO barrier analysis, adverse impact analysis, affirmative action compliance, and DEI risk assessment, providing organizations with data-driven frameworks to identify and address systemic inequities. Joanna earned an M.A. in Industrial and Organizational Psychology from Radford University and a Bachelor of Business Administration and Psychology from Roanoke College. She is an active member of SIOP and SHRM, a frequent presenter at national conferences, and serves on the Board of the Washington DC Metro ILG. Her research and commentary have been published in JD Supra, Law360, and SHRM news outlets.
Sertrice Shipley is the CEO & Founder of Plan to Action, a culture and inclusion consulting firm and the co-author of Inclusalytics: How Diversity Equity and Inclusion Leaders Use Data to Drive Their Work. Prior to leading Plan To Action, she made significant contributions as Co-Owner & Chief Consulting Officer of Mattingly Solutions. Her dynamic consulting has benefited clients like the National Association of Women Business Owners, Koppers, and American Humane, delivering solutions ranging from strategic planning to employee listening assessment to learning and development. A respected inclusion and culture thought leader, Sertrice has been invited to speak at prominent events like the Society for Human Resource Management, the Society for Industrial and Organizational Psychology, and various city Chamber events across the US. Sertrice has her master’s in industrial organizational psychology from Radford University. She is located in Raleigh, NC with her husband Abraham and dog Winston.
Activity
Workshop
Intended Audience
Introductory: Little knowledge of the basic concepts covered in this learning program. Intended for someone new to the area with little to no background experience in the content area.
Level
Beginner
Learning Objectives
- Trace the evolution of workplace inclusion law — Participants will be able to identify at least two key legislative and judicial milestones shaping workplace inclusion, from Title VII of the Civil Rights Act of 1964 through present-day executive orders and EEOC enforcement shifts.
- Gain an overview of the relevant research — Participants will be able to cite at least one key theory, empirical finding, or shift in scholarly understanding associated with inclusion practices and organizational culture strategies.
- Anticipate and navigate the emerging legal landscape — Participants will be able to describe at least one current and one predicted legal trend affecting organizational inclusion efforts.
- Describe at least one action that can be taken to improve inclusion in today’s organizations.
Topic
Inclusion
Date
June 3, 2026
Time
11:00 a.m. - 2:00 p.m.
Cost
$159 Members: $189 Non-Members; $170 Affiliates
Delivery Type
Live, On-Demand, Online
Certification Type
American Psychology Association (APA), HR Certification Institute (HRCI), Society for Human Resource Management (SHRM)
Number of Credits
2.75
Workshop Coordinator
SIOP Committee
Workshops and Learning Programs Committee
