How effective internal communications can help leaders to build a culture of diversity, equity and inclusion

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Diversity, equity and inclusion is on the wish lists of many company CEOs. Three things to remember include:

1. The CEO and leadership have a major role to play
2. Internal communications, or lack of it, can make, or break any programme
3. DEI (diversity, equity and inclusion) is not a set of initiatives but a culture

A quote by the late Maya Angelou illustrates this.

“People will forget what you said, people will forget what you did, but people will never forget how you made them feel.”

At its heart, DEI isn’t about programs, it’s about people. And the key driver for success of any DEI programme has to do with the leadership and how it communicates with their people.

As a leader, you will do well to remember that DEI matters because it creates a space where everyone, bringing together the strength of various backgrounds, feel they belong and have the same chances to succeed.

Plus, companies with inclusive cultures are more likely to:

•  Reduce turnover rates: A 2020 report by Accenture revealed that American companies lose $1.05 trillion annually by not having inclusive work cultures.
•  Enhance organisational reputation: According to research, 75% of leaders saw their DEI investments as having a very positive impact on their business’s competitive advantage, and 68% saw a positive impact on brand perception.
•  Attract and retain top talent: A Glassdoor study found that 67% of job seekers consider diversity an important factor when considering companies and job offers.
•  Boost creativity and innovation: Companies with diverse management teams generate innovation revenue 19 percentage points higher than companies with less diverse leadership.
•  According to Deloitte, “recognition is highly correlated with improving employee engagement, which, in turn, improves job performance. In fact, employee engagement, productivity and performance are 14% higher in organisations with recognition programmes than those without.”

How can Internal Comms support DEI?

The success of a DEI communication programme rests for a large part on three pillars:

•   Continuity
•   Creativity
•   Credibility

Building up the DEI culture means employees need to see how workplace inclusion is a positive energy for the organisation. Here are a few suggestions for DEI communication strategy:

•  Leadership messaging: The Internal Comms strategy needs to include leadership communication. Senior leaders can share personal stories and show commitment to DEI initiatives.
•  Celebrating diversity: Internal Comms teams need to find creative ways of sharing stories of employees from diverse backgrounds, especially on topical days.
•  Embedding DEI in daily practices: Comms teams can support DEI awareness by sharing Inclusive Language Guides with tips and resources on using inclusive language in emails, meetings, and documents.
•  Focused DEI campaigns: The Internal Comms strategy can include campaigns that address DEI challenges, such as unconscious biases, workplace safety, gender agnostic policies, affirmative action, etc.
•  Multi-format content: Communication will get better reach if DEI content is created in a range of formats –
• - Infographic emailers for easy reads
• - Stories featuring employees and beneficiaries
• - Video bytes from people across units and functions
• - Podcasts from leaders
• - HR newsletter that tracks successes and achievements
• - Progress dashboard on the intranet home page to amplify DEI initiatives and track metrics
•  Induction kits: New hires need to understand the organisational culture; adding DEI as a part of the onboarding kit will serve to align all newbies

Ultimately, DEI should serve as a strategic initiative that enhances the workplace environment and bolsters business health, benefiting all stakeholders.

To be sure, there are some barriers to DEI progress. Here are some common barriers and how your organisation can overcome these.

1. Ineffective Communication

When DEI initiatives aren’t effectively communicated, employees may not understand the purpose or importance of DEI efforts, leading to disengagement or misalignment with organisational objectives.

2. Unconscious Bias & Lack of Awareness

Unconscious or implicit biases can lead to unfair treatment of employees based on their race, gender, age, sexual orientation, disability, or other characteristics.

3. Outdated Policies

Deeply rooted organisational cultures and structures can perpetuate inequality, and sometimes we don’t even realise it’s happening.

4. Resistance to Change

If employees resist change, improving or implementing DEI initiatives in the workplace will be tough. Resistance can stem from a fear of the unknown, perceived threats to power or control, misconceptions, or discomfort with new norms and practices. It can also stem from uncertainty in the organisation’s commitment to change.

5. Inadequate Leadership Commitment

Without solid backing from leaders, DEI initiatives may lack the necessary resources, attention, and authority to be successful. It is vital for leaders to ‘walk the talk’ when it comes to implementing change.

6. Limited Resources

DEI programmes require significant investment to be effective. Without adequate resources, initiatives may be poorly implemented or fail to sustain long-term impact.

7. Lack of Accountability

Without accountability, there is little incentive for sustained effort or improvement in DEI practices. Establish clear goals, metrics, and responsibilities at every organisational level.

8. Not Listening

Not listening to employees, especially those from underrepresented groups, can significantly undermine DEI efforts. Encourage open dialogue and listen—but really, really listen.

9. Provide the channels for communications

For this to be successful, make sure there are accessible channels for sharing feedback. Then, acknowledge the input received and openly communicate changes made due to the feedback so that employees understand their voices are valued.

For any queries or information, do call TIC to see how we can add value to your DEI programme. Not only is TIC a great workplace for diversity in action, we have been supporting clients with multimedia DEI communication for years.

 

To get in touch for our services or any other communication requirement, please contact + 91 842 581 4016 / 17 or simply drop an email at solutions@ticworks.com.