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How can you create a communication plan that promotes diversity and inclusion during change or uncertainty?

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Change and uncertainty are inevitable in any organization, but they can also create challenges for communication, especially when it comes to promoting diversity and inclusion. How can you ensure that your communication plan reflects and respects the diverse needs, perspectives, and experiences of your employees, while also providing clear and consistent information and guidance? Here are some tips to help you create a communication plan that promotes diversity and inclusion during change or uncertainty.

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1 Assess your audience

Before you design your communication plan, you need to understand who your audience is, what their concerns and expectations are, and how they prefer to receive communication. You can use various methods to assess your audience, such as surveys, interviews, focus groups, or feedback channels. The goal is to identify the different segments of your audience, their communication needs and preferences, and their potential barriers or challenges to receiving and understanding your messages. You should also consider the diversity of your audience in terms of culture, language, background, identity, and accessibility.

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Dr. Keith D. Dorsey

Board Member | NACD Directorship Certified | Author | Speaker | Executive Advisor | Founder of Boardroom Journey
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In my experience, crafting a communication plan that upholds diversity and inclusion during periods of change or uncertainty necessitates a comprehensive understanding of your audience. This means going beyond surface-level demographics to grasp the diverse needs, preferences, and expectations of different audience segments. Employing tools like surveys, interviews, and focus groups has proven effective in gaining deeper insights.

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Poonam Singh

Marketing | Marketing Strategy | Marketing & Corporate Communications | Public & Media Relations | Brand Building | CSR
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Since the plan is about inclusion and diversity, remember to get inputs from those who are seen as marginalized. Meet these groups of employees, via round tables, one on ones listen to what their challenges are. Make sure they have a voice in your comms plan. Stay in touch with them to assess ground realities.

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Felix Liao, DDS, MAGD, ABGD

Founder & Director, Airway Mouth Doctor (AMD?) Training ?? Pioneer of Painless Airway-Facial Epigenetics Helping Dentists Heal More | Earn More | Transform Health
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Creating a communication plan that effectively promotes diversity and inclusion, especially during periods of change or uncertainty, starts with a thorough assessment of your audience. It's vital to understand who they are, what their specific concerns and expectations might be, and how they prefer to receive communication. For instance, in a change management project I was involved in, we conducted surveys and focus groups to understand the varied concerns of employees from different departments and hierarchical levels. This helped us tailor our communication strategies to address specific needs and preferences.

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2 Define your objectives and messages

Once you have a clear picture of your audience, you can define the objectives and messages of your communication plan. Your objectives should be SMART (specific, measurable, achievable, relevant, and time-bound), and aligned with your organizational goals and values. Your messages should be clear, concise, and consistent, and address the key questions and concerns of your audience. You should also ensure that your messages are inclusive and respectful of the diversity of your audience, and avoid any language or tone that could be perceived as biased, discriminatory, or insensitive.

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3 Choose your channels and formats

The next step is to choose the most appropriate channels and formats for delivering your messages to your audience. You should consider the availability, accessibility, and effectiveness of each channel and format, as well as the preferences and needs of your audience segments. You should also aim to use a mix of channels and formats to reach a wider and more diverse audience, and to reinforce your messages through repetition and reinforcement. Some examples of channels and formats are email, intranet, newsletter, video, podcast, webinar, social media, or face-to-face meeting.

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4 Implement and monitor your plan

After you have chosen your channels and formats, you can implement your communication plan according to your timeline and budget. You should communicate frequently and transparently with your audience, and provide them with opportunities to ask questions, share feedback, or voice their concerns. You should also monitor the effectiveness and impact of your communication plan, using metrics such as reach, engagement, satisfaction, or behavior change. You should also collect and analyze feedback from your audience, and use it to improve your communication plan or adjust your messages as needed.

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Thais Nascimento

Culture & Marketing Manager at Qiado GmbH | Internal Communication | Employee Engagement
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In a context of uncertain/chance your plan will probably not work. More than tracking numbers, it’s important to track employees feeling s and how secure they feel, in order to adapt the message and make the team feel supported.

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5 Evaluate and report your results

The final step is to evaluate and report the results of your communication plan, using the objectives and metrics that you defined earlier. You should measure the outcomes and outputs of your communication plan, and compare them with your baseline and expectations. You should also identify the strengths and weaknesses of your communication plan, and the lessons learned and best practices that you can apply in the future. You should also report your results to your stakeholders, such as your management, your employees, or your clients, and acknowledge their contributions and feedback.

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6 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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Victoria Louvari

Building impactful bonds, one word at a time | Devoted to meaningful dialogues and conversions | Certified HR Professional
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Provide regular updates on the progress of the change or uncertainty. Highlight any specific efforts or initiatives related to diversity and inclusion.

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How can you create a communication plan that promotes diversity and inclusion during change or uncertainty?

1

2

3

4

5

6

1 Assess your audience

2 Define your objectives and messages

3 Choose your channels and formats

4 Implement and monitor your plan

5 Evaluate and report your results

6 Here’s what else to consider

Internal Communications

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How can you create a communication plan that promotes diversity and inclusion during change or uncertainty?

1

2

3

4

5

6

1 Assess your audience

2 Define your objectives and messages

3 Choose your channels and formats

4 Implement and monitor your plan

5 Evaluate and report your results

6 Here’s what else to consider

Internal Communications

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