SHRM Blueprint Conference: When Two Opposing Forces Meet on a Stage

At the recent SHRM Blueprint conference, a panel discussion titled “Listening Across Lines” explored differing viewpoints on Diversity and Inclusion (D&I) in the workplace. The panel featured Van Jones, CNN host and founder of workbettertogether.ai and DreamMachine.org, and Robby Starbuck, Head of Capital Markets for the Heritage Foundation. The session was moderated by SHRM President and CEO, Johnny C. Taylor. 

Background 

The conference aimed to provide HR and D&I professionals with opportunities to deepen their knowledge and strengthen connections in a rapidly evolving landscape. The event’s rebranding as “Blueprint” reflects the need to map D&I strategies for both present and future states. 

The announcement of the panel generated varied reactions among HR practitioners, primarily due to the inclusion of Robby Starbuck, who’s publicly stated views have challenged common D&I practices. SHRM clarified that the session’s purpose was to foster dialogue across differing perspectives. 

Due to significant interest, SHRM streamed the discussion on LinkedIn for those unable to attend in person. Originally scheduled for 90 minutes, the session extended to approximately 2.5 hours with Q&A. Taylor opened with guiding principles: 

1. Discuss the undiscussable 
2. Reserve judgment and remain curious 
3. Practice civility 

The conversation included prompts from Taylor, followed by questions from both in-person and virtual audiences. While the discussion was not intended to resolve major D&I issues, it demonstrated that individuals with opposing views can engage respectfully, share perspectives, acknowledge missteps, and identify areas of potential collaboration. 

Key Themes from the Discussion 

• Common Ground Exists: Despite differences, both panelists agreed on the importance of skills-based hiring and mentorship for all employees. Looking for areas of agreement and building on that is important for moving forward.  

• Humility Enables Understanding: Each panelist acknowledged times when their assumptions or comments were incorrect.  

• Definitions Matter: Progress in D&I will require better standardized terminology. The discussion highlighted ambiguity around concepts like “equity” versus “equality”. When examples such as providing ASL interpreters and accommodating dietary restrictions were mentioned, there was consensus that these were appropriate supports, by whatever name you give it.  

Why Conversations Like This Matter 

While such discussions may not change established opinions, they help professionals understand perspectives beyond their own. As Berkshire Associates Co-President Beth Ronnenburg, who attended the conference as a Cohort Facilitator, noted, “You don’t have to agree with the other side, but it helps to understand their perspective.” 

For HR leaders, the takeaway is not about shifting ideology—it’s about operationalizing D&I in ways that are compliant, resilient, inclusive, and future-ready. Skills-based hiring, mentorships for all, standardized definitions, and civil dialogue are practical steps to strengthen workplace culture and performance. 

The session modeled how professionals can engage across ideological lines without hostility. In a field that has seen much upheaval and uncertainty in the past year, this type of dialogue can help HR leaders anticipate challenges, refine approaches, and avoid blind spots. 

The full recording of the event is available on LinkedIn.