The acceptance of inclusion is complex; marginalized employees have faced racism and discrimination that have affected them physiologically and psychologically. How you show up internally needs to match how you show up to the world. When you focus on removing the barriers to success for everyone, your employees become your advocates, and a community starts to form around your brand. Your brand reputation becomes a catalyst for others to shift their behaviors or join you in your journey. Read below for actions to create a community of inclusion.
- Review, track, and share hiring and promotion data
- Ensure you have a clear and transparent DEIB statement
- Ensure you have the ability to accommodate people with disabilities when designing roles
- Provide remote work opportunities where applicable
- Focus on the optics, but focus more on removing barrier to success for all
- Encourage cross-collaboration
- Create a robust mentorship program for employees at all levels
- Build a culture that supports community outreach and service will not only have a positive impact on your community, but it will drive employee engagement and boosts morale.
- Encourage employees to volunteer and give back to the community
- Be mindful of how verdicts, events, and political decisions can affect your most marginalized employees and be proactive around crafting messages of support
- Be mindful of how isolating being “one of the only” in the workplace can be. Just because you embark on a DEI journey does not mean the daily reality for marginalized employees changes. Seek ways to amplify, empower, and ally for those most marginalized in your workplace
- Normalize prioritizing mental health. Implement check-ins and conversations that support your employees’ mental health, and work to normalize conversations around mental health and support
- Include pronouns in email signatures & in meeting introductions
- Be open and willing to being corrected should you make a mistake when addressing someone
- Replace gendered language with gender-inclusive language wherever possible in everyday conversation
- Update existing documents, policies, and procedures to remove gender specific language
- Consider converting single restrooms to all-gender facilities
Diversity in External Communications
- Be transparent with DEI data and create a space on website to highlight impact
- Ensure equal representation is shown across all marketing materials
- Create a regular cadence of content that supports unrepresented groups outside of national holidays
- Lift and elevate voices inside and outside your organization that may be a part of underrepresented groups
- Go beyond the surface level social media post and support non-profits and communities by donating, volunteering, etc.
- Create a Corporate Social Responsibility (CSR) plan
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