"Is there an opportunity to reposition here, to stay committed and continue the (DEI) work we are doing, but do it under a slightly different banner?" - Iris Farley

Repositioning DEI as a Strategic Business Driver
This dynamic roundtable gathered top HR and talent leaders to explore how DEIB initiatives can evolve to support business priorities directly. Here's a glimpse of the key takeaways, along with actionable next steps:

Here are key takeaways from the discussion:

• Embedding DEI in Business Strategy – ERGs as Strategic Partners
  → Action: Review your organization’s strategic plan and identify 2-3 priority areas where ERGs and DEI initiatives can contribute measurable impact. Draft an engagement roadmap with key objectives.
• Building Inclusive, High-Performing Teams
  → Action: Partner with L&D to integrate inclusive leadership training into core business programs. Explore how ERGs can facilitate peer learning and executive mentorship.
• Empowering Leaders to Drive Change
  → Action: Engage executive sponsors in a strategic dialogue. Work with ERG leaders to co-create a business-aligned DEI vision that resonates with leadership priorities.
• Reimagining DEI for 2025 & Beyond– Develop strategic DEI playbooks for Executive Sponsors.
  → Action: Join us on April 10th for the ✨AI Practical Lab: From Vision to Action, Co-Creating DEI Playbooks That Drive Business Impact | ELE Group to explore next-gen DEI strategies and business integration.

This roundtable wasn't just a discussion—it was action. Participants collaboratively developed strategic playbooks to transform current DEI practices into robust strategies driving innovation and competitive advantage.

Looking ahead to 2025, HR leaders must reimagine DEI not as a separate initiative but as a core business driver. By prioritizing inclusion and empowering leaders, organizations can cultivate a more engaged, innovative, and committed workforce, positioning themselves for future success. These strategies enable senior HR talent leaders to not only adapt to evolving demographics and expectations but to lead the way in building truly inclusive, high-performing workplaces.