The current social and political climate means that it is more important now than ever for organisations to share their efforts to promote diversity, equity and inclusion with their internal and external audiences. Being an employer of equal opportunity for all is no longer an organisational aspiration, but a requirement for modern businesses to succeed. In fact, according to PwC’s Global Diversity and Inclusion survey conducted across 25 industries in 40 countries by over 3,000 respondents, 76% of those interviewed value or prioritise Diversity and Inclusion programmes, and only 10% of business leaders do not communicate regularly about D&I. Despite this, only 42% of employees surveyed believe that their organisation makes information about diversity of employees and leadership teams available.
While implementing appropriate policies for diversity, equity and inclusion are important, as expressed by many organisations, survey findings suggest that there is a distinct disconnect between organisational practices and how employees view these. This is likely a result of ineffective communications between organisations and their stakeholders. To reconcile the disconnect with their stakeholders, organisations must analyse the impact of their internal and external communications.
Communicating Diversity, Equity and Inclusion Internally
In the first instance, organisations must consider their internal stakeholders understanding of DE&I and evaluate communications tactics that are most appropriate for creating an inclusive environment and mutual understanding. DE&I starts from within. In recruitment, organisations should aim to attract a diverse workforce. Not only does diversity drive organisational culture, it also contributes significantly to the profitability of organisations. According to a Harvard Business Review study, companies with greater diversity in the workplace earn up to 69% more in net income and revenue, and also showcase greater customer satisfaction.
Whilst adopting and communicating DE&I practices can be challenging, in order to be successful in the 21st century business landscape, it is essential to operate a fully inclusive organisation.
Organisations must also ensure that communications relating to DE&I are empathic and transparent in order to build trust, respect and a sense of belonging for all employees. Internal communications should facilitate a dialogue about topics that concern team members, and employees should be given the opportunity to evaluate their employers DE&I practices and provide feedback where possible. Organisations can engage employees by hosting regular discussions about inclusion and employee experience, creating a forum for individuals to discuss DE&I concerns. Information about the organisations approach to DE&I should also be made available to all employees, to ensure optimum transparency.
Internal communications tools should provide employees with a safe space to share thoughts. Platforms and forums for communications about DE&I must be free from oppressive opinions, instead enabling members to listen, ask questions and express viewpoints openly with the view towards educating or being educated.
Communication Diversity, Equity and Inclusion Externally
Once an organisation has adopted appropriate practices for the internal communication of DE&I, they must consider how their values are showcased to external stakeholders.
In a similar way to communicating DE&I to internal stakeholders, transparency is key to building trust with external stakeholders. Where possible, organisations should make information about DE&I policies and programmes readily available to external stakeholders. Regardless of performance and intentions, failure to be transparent can appear deceptive.
Making external stakeholders aware of aspirational DE&I goals and highlighting the outcomes of current practices also plays a key role in positioning your organisation as a provider of equal opportunities. Even if your organisation isn’t currently performing well in this space, showcasing aspirations indicates that the organisation is willing to implement changes over time to reach DE&I goals, whilst showcasing actions taken indicates that you are committed to working towards these goals, and have already begun the journey to becoming more inclusive. Any communication shared about DE&I must be fully transparent and accurate. In the first instance, employees should be made aware of DE&I within the organisation, prior to sharing information externally.
While adopting and communicating DE&I practices can be challenging, in order to be successful in the 21st century business landscape, it is essential to operate a fully inclusive organisation.
First published in Strategic Magazine
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