More than 60 DEI leaders from the world’s top organizations gathered in Chicago for the DEI Practitioner Summit — two days packed with candid conversations, powerful takeaways, and peer insights.
Hosted by the DEI Board, the Summit was exclusively for heads of diversity, equity, and inclusion at large enterprises where our members came together to share strategies, best practices, and solutions to today’s top challenges.
Here’s a look at the moments that mattered most and why our community continues to provide value for our members.
Peer-to-Peer Connections During Our Peer Advisory Roundtables
Traditional conferences lock attendees into predetermined topics chosen months in advance. The DEI Practitioner Summit flipped this model entirely through our signature “Unconference” format — fast-paced, peer-to-peer discussions where members suggested topics, voted for their favorites, and joined conversations that mattered most to them.
Picture a wall covered with topic cards, each marked with stars as members voted for the discussions they needed most.
Topics ranged from “How are you navigating ERG/BRG consolidation?” to “Strategies for mitigating risk without abandoning DEI.” No moderators, no presentations — just candid exchanges between leaders facing similar pressures.
One member asked simply: “What are you doing to handle the changing innovation?” Another questioned: “How are you engaging leaders who are resistant to DEI efforts?” These were real challenges that members wrestled with daily. The voting ensured that every discussion addressed genuine needs rather than assumed interests.
Show & Tell Talks on Productivity and Wellness, The Future of DEI, and More
While “unconferences” provided broad peer exchange, the Show & Tell sessions offered deeper dives into specific strategies. These weren’t polished presentations but honest walkthroughs of actual DEI strategies — complete with what worked, what failed, and what leaders would do differently.
Members shared everything from ERG restructuring approaches to innovative data collection methods. One leader walked through their journey consolidating twelve employee resource groups into six more impactful communities. Another detailed their approach to measuring inclusion beyond traditional metrics. These 20-minute glimpses behind the curtain, followed by Q&A, gave members tactical insights they could immediately apply at their own organizations.
The format encouraged vulnerability and authenticity. Leaders admitted to budget battles lost, initiatives that missed the mark, and unexpected resistance from stakeholders. This transparency created an environment where members could learn from both successes and setbacks without judgment.
Top Focus Areas for DEI Leaders Moving Forward
During the peer advisory roundtables, our members discussed their top challenges and topics. Unlike the pre-set agendas, this format allowed our members to build the agenda “on the fly” — making the topics both uniquely timely and relevant.
Some of the topics benchmarked included:
- Exploring the expansion of ERG/BRGs
- ERG Frameworks
- What’s your DEI data strategy?
- Planning for 2026 and beyond
- Making space for equitable actions and development needs
- Enabling business leaders to handle challenging conversations
- Engaging frontline workers in inclusion initiatives
- Global DEI strategies and adjusting things regionally
- How to build inclusive teams without representation goals
- And more!
Themed Meals as Strategic Working Sessions
DEI Practitioner Summit meals weren’t just networking breaks but integral parts of the program. Round tables became impromptu advisory sessions where conversations that started during formal sessions continued over breakfast, evolved during lunch, and reached resolution by dinner.
These unstructured moments produced some of the most valuable insights. Away from formal session constraints, members discussed sensitive topics like navigating executive resistance, managing team burnout, and protecting DEI funding.
Join Your Peers Leading DEI
The DEI Practitioner Summit demonstrated what happens when senior leaders start solving problems together. In an environment free from vendors, media, and prescribed agendas, DEI leaders gained honest answers from peers who understand the stakes.
For DEI leaders seeking this level of strategic peer exchange, the DEI Board offers year-round access to the same caliber of conversation and problem-solving.
This is your community — built to solve real-time challenges and provide strategies, frameworks, and solutions to your top challenges.
