Issue 18: Today’s Brew: What Happens When “Inclusion” Gets Rebranded?
☕ Brewed for Leaders Who Care
Espresso & Empathy — Issue 18
By: Shannon Foster
Founder & Senior Consultant, Martin & Foster Consulting
July 01, 2025
SHRM’s recent decision to rebrand its long-standing Inclusion Conference as “Blueprint”—with the tagline “Compliant. Connected. Competitive.”—has sparked significant conversation in the HR community. And not all of it is applause.
This week, we’re pausing to reflect on what this shift means for the future of DEI in our profession—and why language, intention, and trust still matter more than polished slogans.
What’s the Issue?
SHRM’s Inclusion Conference has long been a space where HR professionals gathered to elevate conversations around diversity, equity, and inclusion. By changing the name to Blueprint and shifting the focus to compliance, connectivity, and competitiveness, some HR leaders fear the heart of the message has changed too.
And that matters—because inclusion isn’t just a topic. It’s a value.
The Problem Isn’t Just the Name—It’s What It Suggests
1. Shifting Focus Away from Inclusion
When the word “Inclusion” disappears from a conference title, it doesn’t go unnoticed. Many in the HR community are concerned that this change could downplay the importance of inclusive practices and send an unintended message: that inclusion is no longer front and center in our professional priorities.
2. Words Set the Tone
Language shapes perception. And when an organization trades a term rooted in equity and belonging for one focused on compliance and competition, it can feel like a step away from people-centered leadership. It’s not just a name—it’s a signal. And that signal may leave some questioning the values behind the change.
3. From Commitment to Checklist?
There’s growing concern that reframing a conference in corporate-friendly buzzwords might shift DEI work from a transformational effort to a transactional one. If we start prioritizing metrics over meaning, we risk reducing inclusion to a policy—rather than a practice embedded in our culture and leadership.
What It Means for HR Leaders
If we want to lead with integrity, we must be mindful of the messages we send—even unintentionally. Removing words like “inclusion” may seem like a rebrand, but for those who have fought to bring diverse voices to the table, it can feel like a quiet retreat.
And when trust is fragile in so many workplaces, perception matters.
At Martin and Foster Consulting, we believe this isn’t about blaming—it’s about being brave enough to ask better questions:
Are we still leading with empathy?
Are we prioritizing people in our policies?
Are we modeling inclusive leadership—or just messaging it?
Our Take: Inclusion Should Never Be Optional
Rebranding can be strategic. But if it sacrifices clarity of values, it misses the point.
Inclusion is not a trend. It’s not a buzzword. It’s a belief system that should be evident in everything we do—how we hire, how we lead, how we listen, and how we evolve.
And if we’re going to lead the future of work, we can’t lead it backward.
Final Thoughts
We’re not anti-change—we’re pro-accountability.
Let’s not forget: progress isn’t made by avoiding discomfort—it’s made by embracing it. And that includes the discomfort of asking whether we’re living up to the values we claim to hold.
Let’s not sidestep inclusion. Let’s double down on it.
Because compliance doesn’t inspire. Compassion does.