How do you adapt and update internal communications to reflect changing D&I needs and expectations?

Marketing & external communications have always been about best trying to represent your brand & business to a broad range of consumers - we haven't always called it DEI but trying to understand the nuances of different consumer groups is a key part of that. You don't have to always specifically talk about DEI in your comms, you can live it and show it in the stories you tell, people you feature, media channels you use etc. I wrote the book 'Inclusive Marketing' precisely to talk about the steps in the process where you can open your minds to inclusion and as a result better reach a broader range of consumers. All of that skillset and thinking about how you can be more inclusive internally... apply it internally as well!

The communications department has a huge responsibility and I feel it should drive the D&I as strongly as HR. The strategies implemented sometimes turn into greenwashing without the organisation even realising that. On one hand the organisation may be receiving awards and accolades but on the other hand, the employees may contest that the organisation is not true to D&I. Something just goes wrong even though the intentions may be right. This is when the communications department should really play it strong and instead of relying on automated feedback research, one should start talking to people and get to the real pulse and sentiment. It's useless to call yourself a champion in D&I when your people don't actually feel it.

When auditing your organization’s communications, you have to be able to articulate D&I in the organization. Have ready to discuss the existing initiatives, programs, and how they are currently being advertised in the workplace. During these conversations, set your expectations based on your industry’s rate of success.

é fundamental, entender o cenário atual, para isso, precisa ter intencionalidade e uma escuta ativa, tente: - Criar e participar de grupos de afinidades - Levantar temas relevantes e de fato, se interessar pelas dores do publico - Revise a comunica??o para n?o ter conteúdo capacitistas ou enviesado - Promova uma pesquisa periódica nos grupos, principalmente em quem chegou recentemente ou que está na empresa a muito tempo Isso lhe permitirá estar atento e aberto a mudan?as e proporcionar um ambiente mais inclusivo.

During the audit also consider the link between ESG and DEI becasue eventhough they are two distinct but interconnected concepts that are becoming increasingly important in the business world. ESG refers to Environmental, Social, and Governance factors that companies consider when making business decisions. These factors include things like a company's impact on the environment, their treatment of employees, and their overall ethical practices. ESG and DEI linked initiatives often align with employees' personal values and beliefs, providing a sense of purpose and meaning to their work. Employees are more likely to be engaged and committed when they feel their work has a higher purpose.

Absolutely, SMART goals are the cornerstone when setting objectives. BUT, take a moment to envision your workplace as a space where everyone feels valued and included. Exciting, isn't it? Then, set sincere objectives that center around embracing diversity and inclusion. This involves understanding team needs, nurturing warmth, raising awareness and measuring progress collaboratively. And now the message. Tailor messages with empathy for everyone. From entry-level to leaders, ERGs, HR and external partners. It matters. Communicating the vision effectively is vital for building a workplace that's inclusive and understanding for everyone.

Employee communications doesn't own D&I and isn't responsible for it. Everyone is. You are a major player in helping to execute D&I - but this must be in collaboration with leaders and communities across your organisation