Diversity and inclusion is an increasing priority for internal communicators. The #BlackLivesMatter movement has quite rightly brought the issue of systemic racism to the fore and is demanding change. The Gender Recognition Act, if passed, will discriminate against trans people. And we are seeing more and more cases of sexism and homophobia reported in the press.
Now is not the time for inaction. But how do internal communicators respond to the urgent need to put these sensitive topics on the agenda?
In our Q&A webinar, we were joined by internal communications professionals who’ve been doing just
this, throughout Covid and before. In this deep-dive session, they share their advice, tips
and guidance on how to communicate diversity
and inclusion with authenticity and impact.
We were delighted to be joined for the session by:
00.00 Welcome and introduction to the session
05.00 Panel introductions
11.50 What do you think the role of internal communicators is in the space of D&I?
18.25 Looking back at the response to the Black Lives Matter protests, what changes have we seen made for the better in the long-term?
32.08 Where do you start? And how do you turn up the volume on one topic without excluding another?
36.13 How do internal comms teams ensure fair representation of all characteristics of diversity on their channels and talk about it with authenticity?
44.51 Which structures create the best conditions for positive, lasting change?
51.47 Is it our job to translate the language of D&I?
57.55 When we‘re faced with pushback from employees who believe D&I messages are irrelevant to them, what‘s the more compelling case - moral or business?