Creating A Communication Plan That Supports Diversity Initiatives

If you want to know how to legally communicate your work to create more inclusive workplaces, read this! Leaders from the Meltzer Center for Diversity, Inclusion, and Belonging at NYU School of Law clarify when DEI communications are at legal risk: “...when a statement suggests that the organization engages in what we call the “three Ps” by conferring a *preference* on a *protected group* with respect to a *palpable benefit*.” The article provides practical examples of how to move from legally risky language. As an example: 🚫 Risky: “DEI uplifts historically disadvantaged groups to ensure equal outcomes.” ✅ Better: “DEI removes unfair barriers that prevent disadvantaged groups from competing on a level playing field.” Instead of shying away from communicating your commitment to a more diverse, equitable and inclusive workplace, use a growth mindset approach. Gain the skills and competencies of speaking your commitment without wandering into the "three Ps". They suggest: 💡 Engage your public affairs or communications team. In addition to forging a closer bond between the DEI team and the office of general counsel, engage your public affairs or communications team. 💡 Document your organization’s approach to DEI in writing. An internal charter or similar document could set out why the organization supports DEI, how it defines the letters of that acronym, and how that commitment influences its practices relating to outreach, recruitment, onboarding, retention, and promotion. The charter could also explain what the organization does and doesn’t approve with respect to data collection, diversity targets, diversity training, and other policy areas. 💡 Train managers on how to communicate around DEI. They are on the ground and without training, will be the ones likely to make mistakes. While the landscape is shifting, the need for DEI remains as important as ever. Try these communication approaches to limit your legal risks and support the longevity of this important work. Article by Kenji Yoshino, David Glasgow and Christina Joseph. Published in Harvard Business Review. #DEI #Communications

To the many #communicators who aren't in a position to advise and influence leadership to get their #diversity, #equity and #inclusion positioning proactively and strategically together right now, let's focus on what IS in your control. When you're working with your employee resource group for Black History Month, Women's History Month, etc., when you're putting together the weekly newsletter, when you're putting together the Town Hall agenda, when you're posting about a product/service/marketing win, every communication has the opportunity to have a conscious communications lens on it that teaches employees about DEI in forms and ways that they may not connect. We have the power to educate, inform, and move people to action. Executive Orders are using inflammatory, inaccurate definitions and language about DEI. Fairness, access, inclusion and representation (FAIR) are all very popular but employees may not differentiate between the harm in the "woke" rhetoric and the positives of what they take for granted. Employees are more likely to trust their leader and company and we need to handle that responsibility with care and commitment. Look at that thing you're working on right now and see where you can add value that helps people get a clearer picture not just of the words, but more importantly the experience of the benefits of the work: Determine clear communication objectives - what problem is this communication/plan solving for? What does success look like and for whom? What can we do in these communications that educate employees, help them connect the dots about diversity, equity, and inclusion work positively impacting their employee experience and their colleagues' experience? How can this build trust, how can this close the gap between what is said and what is done? How can this opportunity be used to amplify the work that every employee benefits from? What's the call to action? Can you integrate wider representation so all employees can see themselves in the work and know what to do? What events do you have for employee group communities and events for all employees (it's an "and", not an "or")? If you're not sure what is in your control or what your next steps could be to feel like you're making the most positive impact you can right from where you are as a communicator, then I hope you'll join me for my final comms planning session tomorrow Fri Jan 31. Bring your questions, and be in community with other communicators. Let's get you headed in the strong direction. Register: https://lnkd.in/gfyP4dCm #LetsGoCommunicators #InternalCommunications #EmployeeCommunications #Communications

We had a great session with DEI thought leaders from across the US on Encouraging Allyship and Advocacy with CEO Action. A big part of a successful DEI strategy is to evolve with the times and stay connected with your employees. People work, learn, and communicate in very different ways. It is important to recognize that as you plan inclusive engagement opportunities. CIBC US is a proud partner of CEO Action for Diversity and Inclusion. Below are a few take-aways from our group discussion. I hope you find this helpful! Takeaways and Ideas : ·      Execute segmented trainings, create a series, allows for follow-up and retention of topic ·      Give employees time to Learn and Think over things to really retain training concepts ·      Partner with Creative Diverse Strategic Partners i.e. : Second City, Center on Hasted, Humanity Rising ·      Have a Ted talks with discussion groups on DEI Topics ·      Host ERG Fairs to educate employees and to join as Allies ·      Host Diversity Partner Fairs to educate on external engagement opportunities ·      Encourage Allyship through cross ERG events i.e. : Honoring Asian Women Leaders during Asian America and Pacific Islander Heritage month Women’s ERG + Asia ERG ·      Balancing: Hybrid, In-person, and Virtual events=Inclusive Audience ·      Encourage break-out rooms during virtual events to share thoughts and stories ·      Quarterly Book Club Series on DEI Topic, provide books and host an open discussion ·      Playing Kahoots with various DEI topics at Town Halls , keep it short ·      Connect ERG strategy to Business organizational strategy ·      Connect Executive Sponsors to ERG’s through Allyship vs Identification ·      Empower ERG’s with a  budget to leverage resources from their networks and communities; helps create more inclusion for organization ·      Collaborate with external diversity partners on speakers, trainings, and networking events ·      Suggested Topics: Gender Equity, Implicit Bias, Unconscious Bias Training , Imposter Syndrome, Intersectionality, Psychological Safety, Mental Well Being, Neurodiversity ·      Resources and Speakers Shared: LeanIn , Employee Resource Group Excellence, Dwinita Mosby Tyler