Aspire to Inspire ERG Conference

Arriving to Des Moines the night before the conference? Kick off the Aspire to Inspire experience by mixing and mingling with fellow attendees at our welcome mixer! This lively evening sets the stage for the conference, offering you a prime opportunity to build connections and start networking early with like-minded professionals.

“Diversity” and “inclusion” have become buzz words. They’re used in casual conversation by CEOs and world leaders alike. But what do these words mean, why do they matter, and how are they going to impact your ability to operate?  

It is undeniable that a focus on IDEA (inclusion, diversity, equity and accessibility) is a necessity for every employer, but can every employer articulate the infamous “business case” as to why IDEA is critical to their success?

The Smart IDEA: Inclusion, Diversity, Equity and Accessibility is Good Business is an engaging and witty look at the business case for why any organization should be applying an IDEA lens to everything they do. Based on his best-selling and award-winning book Birds of All Feathers: Doing Diversity and Inclusion Right, Michael presents a clearly articulated business case for IDEA, based on data and research, that shows why any employer not only should have a focus on IDEA, but must in order to ensure success in the future.

Learning Objectives
Participants will come away with a clear understanding of:

1. The terminology commonly used, such as “inclusion”, “diversity”, “equity” and “accessibility”.
2. The people imperative: looking at the massive demographic shifts that are driving the need for change.
3. The research that shows the positive impacts an IDEA focus can have on the top and bottom line of an organization. 

"Imposter syndrome" has become a buzzword in the recent years, but what is it, how do I know if I have it, and how can we overcome it? This session will talk through what this phenomenon is, the different types of imposter syndrome, as well as providing tools for how to overcome it. We will also discuss the difference between imposter syndrome and a lack of belonging.  

During challenging times, employee resource groups (ERGs) can be either a source of resilience or an untapped resource. This workshop will provide a roadmap for ERG leaders to align their efforts with business priorities, secure leadership support, and implement programs that enhance both employee engagement and company performance—without resistance.

Recognizing and empowering ERG leaders is central to driving meaningful change and maintaining momentum in workplace culture and employee engagement. This workshop will provide a behind-the-scenes look at how organizations can successfully implement the Rolling the D.I.C.E. framework—Developing, Incentivizing, Celebrating, and Encouraging—to transform leadership engagement and drive organizational success.

Participants will learn how to apply this holistic strategy to their own inclusion efforts by focusing on leadership development, creating meaningful incentives, celebrating contributions, and fostering an inclusive, encouraging environment. The session will feature real examples, tools, and strategies that attendees can immediately adapt to reinvigorate their ERGs.

By the end of this session, participants will be able to:
1.Understand how to implement the Rolling the D.I.C.E framework to develop and recognize ERG leaders.
2.Identify key methods for creating a leadership pipeline within ERGs, ensuring sustainability and growth.
3.Establish both non-monetary and professional incentives that enhance ERG engagement.
4.Apply strategies for celebrating ERG milestones and contributions in ways that build momentum and company-wide recognition.
5.Foster continuous encouragement through structured feedback, senior leadership support, and cross-ERG collaboration.

Join Vicente Rico, a seasoned ARG/ERG leader with over 15 years of experience driving Culture and Inclusion initiatives at Nationwide Insurance. In this session, Vicente will share his journey through navigating the complexities of ERG leadership, from balancing organizational goals with employee needs to advocating for inclusivity at all levels of the company.

Attendees will gain practical strategies to address challenges like budget constraints, sustaining ERG momentum, and fostering genuine connections within and beyond the workplace. Vicente's expertise in ERGs and his passion for creating inclusive environments make this session a must-attend for anyone looking to amplify their ERG's impact and navigate the challenges of evolving workplace dynamics.

Employee Resource Groups (ERGs) are more than just business and networking spaces — they are vital sources of community care, support, and empowerment. In this session, we’ll revisit the foundational purpose of ERGs, exploring how they foster belonging, well-being, and advocacy within organizations. Participants will gain actionable strategies to center care in ERG initiatives, ensuring these groups remain a powerful force for connection and inclusion amidst a quickly changing socio-political climate. Whether you’re new to ERGs or looking to revitalize your group’s impact, this session will provide the tools to reinforce community-driven support in your workplace.

In today's complex social and political landscape, championing inclusion can feel challenging. Yet, Gen Z's arrival in the workforce has made it clear: building a truly inclusive workplace is no longer optional; it's a talent imperative.
 
This session empowers leaders to move beyond hesitation and confidently champion initiatives that foster belonging and opportunity for all. We'll explore the compelling business case for creating inclusive workplaces and equip you with actionable strategies to make it a reality. Leave with the tools and the courage to inspire your organization to become a leader in building a truly inclusive future.

This roundtable will explore how ERGs can extend their impact beyond company walls and into local communities. The conversation will center around best practices for building meaningful partnerships, advocating for underrepresented groups, and creating sustainable change.

• What are some ways ERGs at your company have engaged with the local community?
• What challenges have you faced when trying to secure corporate support for community-based initiatives?
• How can ERGs balance internal employee support with external advocacy efforts?
• What partnerships or organizations have you found valuable in expanding ERG impact?
• How do you measure success when it comes to ERG-led community engagement?

This roundtable will focus on how executive orders at the state and federal levels impact corporate DEI efforts and ERG initiatives. The goal is to explore how policy changes shape the work of ERGs and what ERG leaders can do to remain effective in shifting political climates.

• How have recent executive orders (or broader legislative changes) influenced your ERG’s work?
• What challenges have you faced in maintaining momentum for DEI initiatives in times of policy uncertainty?
• How can ERGs effectively communicate with leadership when external policies threaten internal DEI efforts?
• What strategies have worked for sustaining ERG engagement when external forces create resistance or fear?
• How can ERGs support employees who may be personally impacted by policy changes?

This roundtable will examine how ERG leaders can balance advocacy with corporate policies and legal considerations. The conversation will explore the risks and opportunities ERGs face when pushing for meaningful DEI initiatives within the constraints of corporate structures and legal guidelines.

• How do corporate policies shape the scope of ERG activities at your organization?
• What are some common legal or compliance-related challenges ERGs face?
• How can ERGs collaborate with HR or legal teams to ensure their initiatives align with company policies?
• What strategies have been effective in pushing for change while maintaining positive relationships with leadership?
• How can ERGs advocate for more inclusive policies within their organizations without overstepping compliance boundaries?