Which one is most likely to get a successful solution? To help foster a diverse and inclusive culture, internal communication should assume two key responsibilities within all organisations: Informing, educating and supporting all employees to adopt inclusive attitudes and behaviours in all aspects of their working lives. Diversity and inclusion (D&I) means more than just recognizing and appreciating—and dare we say embracing—our differences. But one of the big barriers? ©Development Dimensions International, Inc., 1970-2021. Teacher-parent or teacher-student communication is necessary for dealing with teaching issues. Diversity in America is on the rise. The Importance of Communication and Inclusion Published on ... are team building and communication. They should also consider compensation and total reward systems, product and service development systems, and external partnership systems. We're surrounded by prominent images and experiences of violence against marginalized people, which can be triggering and traumatizing. This has not only helped to raise the profile of these groups and any issues they are facing, but it has shown that the organisation and its leaders are fully committed to diversity and inclusion and to making a difference. But remember, it’s also a positive sign that you are learning, growing, and becoming a more inclusive colleague. Effective communication is a manager’s greatest tool in rallying groups toward a common cause. The widest impact comes at a system-level. How can you address each of the points above? Encourages, supports and enables people to use whatever ways of understanding and expressing themselves which they find easiest. Restoring the leadership role of the state through a national narrative also requires a redefining of the concept of political opposition and the societal roles of all actors. These systems are integral to enacting change. As mentioned above, being transparent is incredibly important and this includes not misrepresenting your workforce and using things like stock images to appear as something you’re not. This has made me reflect a lot recently on the role that internal communication has to play in this and what we can do as communicators to help create more diverse and inclusive organisations. Truly committing to a diverse workforce calls for deep evaluation of practices and biases. It is your role to create a bully-free space. Using just one channel to reach employees that may be used to … Affinity groups, such as the staff equality networks I referenced earlier, are a common way of creating these spaces. Research shows that interacting with diverse groups of people increases innovation, problem solving, and general thoughtfulness. These conversations will probably make people feel uncomfortable. You should celebrate your strengths, but you also need to own your weaknesses, communicate your challenges and present a clear plan for improvement. The Global Leadership Forecast found companies with a diverse workforce have more sustained and profitable growth. Communication has been derived from the word ‘communice’ which means ‘to share or to make common’. This is where we should ask ourselves, “What is the role of communication in promoting workplace diversity?”. SOURCE. Recognize bias. For diversity and inclusion to become a strategic business driver, leaders must understand which functions must embrace diversity and inclusion—and then work to … Instead of avoiding these conversations, maybe you could ask a different question. Don’t forget that it’s appropriate and necessary to ask for permission before engaging in a diversity and inclusion conversation. To highlight the role of information and communication technologies (ICT) in fostering the social inclusion of persons with disabilities in all aspects of life. This will help to demonstrate your inclusive culture and enable employees to see others from similar backgrounds within the organisation. In my experience, this is often down to confidence, but it’s mostly due to a lack of clarity. In my current organisation, we recently launched a diversity and inclusion advocacy programme for our Executive Team. Should you broaden where you advertise for company jobs? View more posts. That’s huge. Informing, educating and supporting all employees to adopt inclusive attitudes and behaviours in all aspects of their working lives. ( Log Out /  Get in touch and let me know! As part of this, each member of the Executive Team is now a sponsor of one of our staff equality networks, which are affinity groups that aim to give diverse groups a voice within the organisation. Highlighting the business benefits of diversity and inclusion is one of the most effective ways of securing support and commitment across the organisation. ©Development Dimensions International, Inc., 1970-2021. So, once you’re prepared to talk with your team about diversity and inclusion, be sure to use Key Principles. Being inclusive means remembering that communication is as much about listening as it is about talking. Each of these changes start with meaningful conversations. Now that we’ve talked about why it’s so hard to talk about, let’s get down to the juicy parts. How about, “What is the role of communication in promoting workplace diversity?”. Giving every individual a voice and sense of belonging within the organisation. Multi-Channel Diversity and Inclusion Communication Plan. They help everyone feel heard, involved, respected, and trusted. If it makes someone uncomfortable, come back to a space where you share common ground. Remember, your reality can be very different from others, even on the same team or in the same environment. Without taking a deep dive into each system, companies should consider looking at their hiring and talent management systems, and leadership development systems. We should be facilitating regular opportunities for collective learning and dialogue around diversity and inclusion issues, which are aimed at everyone in the organisation, not just those directly impacted. Take the Inclusive Culture Pledge for 2021. Most companies today are working hard to get these benefits of diversity. This includes some major areas, like sex, race, age, visible disabilities, or religion or culture, which we’ll call surface-level diversity. ( Log Out /  Define what diversity means to you – and the ‘WHY’ It’s easier to tell a coherent story when you fully … Without a sense of safety, people waste energy worrying about what will or won’t be accepted instead of being productive. We'll be in touch soon. Maybe refuse to begin the interviewing process until obtaining a sufficiently diverse applicant pool? Many organisations claim they are diverse and inclusive and talk a lot about diversity being a priority, including it in corporate strategies and on company websites, but how many truly are diverse and inclusive? Change ), You are commenting using your Facebook account. It makes people uncomfortable, so they settle for the status quo rather than make changes. First and foremost, diversity and inclusion must be championed from the top. It’s imperative, therefore, to have a real discussion about why your organisation is committed to diversity and inclusion and why it’s valued. Compelling story championed from the word ‘ communice ’ which means ‘ to share thoughts... Julie Yoon partners closely with organizations to build a safe space for employees share., so role of communication in inclusion settle for the benefit of educating others could ask a question. 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