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What do you do if your Strategic Communications team lacks diversity?

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When your strategic communications team lacks diversity, it can lead to a narrow perspective in messaging, which may not resonate with a broad audience. Diversity in a team brings a wealth of experiences and viewpoints, essential for creating inclusive and effective communication strategies. If you find your team is not as diverse as it could be, it’s crucial to acknowledge this gap and take proactive steps to address it. Not only is it the right thing to do, but it also strengthens your team's ability to craft messages that resonate with a wider demographic, fostering a more inclusive brand image.

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Pitamber Kaushik

Consultant @ EY Parthenon | Nat. Winner: Dabur Verve | GRE 336, XAT 99.9, CAT VA 99.98 | Limca Book Record | 700+…

1 Assess Gaps

To address the lack of diversity, start by conducting a thorough assessment of your current team's composition. Look beyond just racial and gender lines; consider diversity in age, socio-economic background, education, and even thought processes. Understanding where your team is homogeneous allows you to identify which perspectives may be missing. This self-awareness is the first step toward creating a strategic plan to broaden the range of voices within your team.

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Rishu Anand Mridula

“Communication is a Superpower—Only a Few Possess It!” | IIT Bombay | Open to Connections and Collaborations | Curating a Network of Innovators | Offering Free Consultations on Communication Strategies and Generative AI
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When your Strategic Communications team lacks diversity, it's crucial to assess gaps in representation and perspectives. Here are effective approaches: 1. Demographic Analysis: Conduct a thorough demographic analysis of your team to identify underrepresented groups. This analysis should include factors like gender, ethnicity, age, and background to pinpoint diversity gaps. 2. Skills and Experiences Inventory: Evaluate the range of skills and experiences within your team. Look for gaps in expertise that diverse perspectives could fill, such as multicultural communication skills or specific industry insights.

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ANIRUDDHA CHATTERJEE

Strategic Communications | Public Relations | Public Affairs | Advocacy l Crisis Management | Stakeholder Management l Government Relations | CSR | 30K+ LinkedIn Network |
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A diverse Strategic Communications team is crucial for a comprehensive perspective. If your team lacks diversity, it’s time to act. Start by acknowledging the gap and understanding its impact. Implement hiring practices that promote diversity and inclusion. Encourage different viewpoints and create a safe space for open dialogue. Invest in training to address unconscious biases and foster a culture of respect and understanding. Diversity isn’t just about ticking boxes; it’s about enriching your team with varied experiences and perspectives that drive innovation and growth.

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2 Set Goals

Once you've identified the gaps, set clear, achievable goals for diversity within your strategic communications team. These should be specific, measurable objectives that align with your overall business strategy. For example, you could aim to increase representation from underrepresented groups in certain positions or ensure a variety of viewpoints are considered in campaign planning sessions. Remember, these goals should promote inclusivity without compromising on the quality or performance standards expected from your team.

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3 Recruit Diverse

With goals in place, shift your focus to recruitment. Craft job postings that appeal to a wide range of applicants and avoid language that might inadvertently deter certain groups. Leverage different platforms and professional networks to reach a diverse audience. When interviewing candidates, ensure your panel reflects the diversity you aim to achieve and that unconscious biases are minimized. This can help attract individuals with varied backgrounds and experiences to your team.

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Pitamber Kaushik

Consultant @ EY Parthenon | Nat. Winner: Dabur Verve | GRE 336, XAT 99.9, CAT VA 99.98 | Limca Book Record | 700+ articles / 80+ nations | Flipkart Maximiser | Thinker, Teacher, Mentor, Writer, Poet, Storyteller
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Ensure that your entire recruitment flow from search to onboarding is culture fair. Incentivise novel backgrounds and perspectives through appropriate weightages in each evaluation process. Moreover, ensure that your recruitment team is diverse. Finally, collect feedback and suggestions from all candidates at each stage of recruitment to make the recruitment process more inclusive.

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4 Foster Inclusion

Hiring for diversity is just the beginning. To retain talent and ensure all team members feel valued, you must foster an inclusive environment. This means creating a space where different perspectives are not only heard but are also acted upon. Encourage open dialogue, provide equal opportunities for professional development, and implement policies that support a work-life balance for all. Inclusion goes beyond numbers; it’s about making every team member feel they belong and can contribute meaningfully.

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Rishu Anand Mridula

“Communication is a Superpower—Only a Few Possess It!” | IIT Bombay | Open to Connections and Collaborations | Curating a Network of Innovators | Offering Free Consultations on Communication Strategies and Generative AI
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When your Strategic Communications team lacks diversity, fostering inclusion is essential for maximizing team effectiveness: 1. Promote Open Communication: Establish platforms that encourage open dialogue, such as anonymous feedback tools or regular team meetings focused on diverse perspectives. Address microaggressions promptly to maintain trust and inclusivity. 2. Inclusive Decision-Making: Involve diverse team members in decision-making processes. Seek input from individuals with varied backgrounds and experiences to ensure that strategies and communications resonate with diverse audiences.

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5 Expand Training

To further enhance your team's diversity, invest in training that promotes cultural competency and awareness of unconscious biases. This can include workshops or seminars that educate your team on the importance of diversity in communications and the potential pitfalls of a homogeneous perspective. Training should be ongoing, not a one-time event, to continuously improve your team's ability to engage with diverse audiences effectively.

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6 Measure Progress

Finally, it’s important to regularly measure and evaluate your progress towards a more diverse strategic communications team. Set benchmarks and review them periodically to ensure you’re moving towards your diversity goals. This not only keeps the team accountable but also allows you to celebrate successes and identify areas for further improvement. Remember, achieving diversity is an ongoing process that requires commitment and constant attention.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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What do you do if your Strategic Communications team lacks diversity?

1

2

3

4

5

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7

1 Assess Gaps

2 Set Goals

3 Recruit Diverse

4 Foster Inclusion

5 Expand Training

6 Measure Progress

7 Here’s what else to consider

Strategic Communications

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What do you do if your Strategic Communications team lacks diversity?

1

2

3

4

5

6

7

1 Assess Gaps

2 Set Goals

3 Recruit Diverse

4 Foster Inclusion

5 Expand Training

6 Measure Progress

7 Here’s what else to consider

Strategic Communications

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