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? It’s imperative, therefore, to have a real discussion about why your organisation is committed to diversity and inclusion and why it’s valued. Genuine concern and interest are a must. This provides a platform for people to share their experiences, but also creates opportunities for others to listen and to think about their role in supporting them and creating a more inclusive environment. For awareness days/weeks/months, we work closely with our Diversity and Inclusion team to run events which educate colleagues about different minority and underrepresented groups and their struggles. Truly committing to a diverse workforce calls for deep evaluation of practices and biases. Multi-Channel Diversity and Inclusion Communication Plan. Research shows that interacting with diverse groups of people increases innovation, problem solving, and general thoughtfulness. These systems are integral to enacting change. There can be a tendency in communications to roll out the same ‘go-to people’ but it’s important to use a diverse range of colleagues and accurately represent your workforce. SOURCE. We must work to confront those thoughts and actively unlearn them. Tell stories to pass on cultural cues about ideal behaviors and show how inclusion can get misunderstood. I want to be clear that this isn’t about tokenism; it’s about making sure your communications are inclusive and are representing your current and future workforce. Tom also has an MBA and is passionate about supporting businesses and people to be at their best by revolutionising the way they communicate. They help everyone feel heard, involved, respected, and trusted. Regardless of how you’re doing as an organisation, being transparent about your current position is crucial. Accessible technology can serve an important role in inclusion of students with disabilities. Giving every individual a voice and sense of belonging within the organisation. Inclusive education approaches differences and diversity affirmatively, recognizing the value of such differences and the learning opportunities that such diversity offers. It requires a cultural shift and a commitment at every level of the organisation. The Global Leadership Forecast found companies with a diverse workforce have more sustained and profitable growth. In the area of financial literacy, individuals will find it difficult to participate in what they don’t fully understand, and vice versa. First and foremost, diversity and inclusion must be championed from the top. In my current organisation, we go beyond wishing people a happy Eid, Diwali or Hannukah; we take the opportunity to educate employees about the festivals and the religions and this has been well received. 4. We've known diversity is a key component to success for a long time. Being inclusive means remembering that communication is as much about listening as it is about talking. As well as attending network meetings and listening to and actioning feedback, they act as a spokesperson for each group and provide regular updates from the networks in our monthly Executive newsletter. Finally, you might be confronted with a reality that implicates you're creating a negative experience for someone else. Regardless of how you’re doing, failing to be transparent — or completely ignoring diversity and inclusion in your communications altogether — could be perceived as shady. Fill in your details below or click an icon to log in: You are commenting using your WordPress.com account. Mears Group, BuroHappold Engineering, The Sunshine Company, VolkerWessels UK and British Land have all taken our Inclusive Culture Pledge. Effective communication is a manager’s greatest tool in rallying groups toward a common cause. If done thoughtfully, D&I conversations can have a huge positive impact on the people taking part in them. ( Log Out /  The complementary policy review, Information and Communication Technology for Inclusion: International Policy Review (in development), provides a context for much of the practice undertaken across the EU, and also more widely across the world. We did this recently for Disability History Month where employees got the opportunity to hear from several Paralympians about their experiences and struggles and how they had overcome them. Your information has been submitted. You can discuss topics in a way that doesn’t offend others by using core communication skills. But, really, everyone should be open to talking about diversity. There is a plethora of research out there which shows that embracing and valuing different thoughts, ideas, experiences and identities makes for more successful and profitable organisations –  the ‘Delivering through diversity’ report by McKinsey is one that I refer to often. Unfortunately, this doesn’t always incorporate the diverse opportunities we have today. First, we will define accessible technology, and give examples of both accessible technology and inaccessible technology. Communication plays a vital role in all spheres of life. Marks with a ® are registered trademarks of Development Dimensions International, Inc. in the United States and/or other countries. Let's imagine how easy and comfortable it would be to get things done if everyone were just like you. Seven diversity and inclusion best practices to help strengthen your leadership culture and grow your company’s bottom line. It might seem nice at first, but what happens when everyone has the same ideas? They give people a chance to meet with others who understand their experiences and share their feelings, and are a place to be heard, believed and supported. It makes people uncomfortable, so they settle for the status quo rather than make changes. These conversations will probably make people feel uncomfortable. Modern companies have a choice to either know their audience or realize the shift in revenue as a consequence. Biases, myths, and experiences may impact our assumptions about each other, especially when it comes to race, gender, or identity. Fulfilling a diversity goal means hiring or promoting people who are different than others, especially ourselves. Best practices in AAC are identified and multiple examples of their implementation are presented. When you build a house, you need tools for each job. Instead of avoiding these conversations, maybe you could ask a different question. No matter how well-prepared women of color are, they won’t get a seat at the table … That’s huge. Tom McGovern MBA MCIPR, Internal Communications Specialist. Should you broaden where you advertise for company jobs? Finally, it’s vital that you don’t let diversity and inclusion slip off the agenda. Ideally, we’re going to want both surface-level and deep-level diversity. Change ), You are commenting using your Twitter account. • Communication It is important for inclusion teachers to advocate the needs of their special education students by ensuring that resources such as peer tutoring, instructional assistants, team teaching and staff development opportunities are available along with consistent policies that assess the individual student's progress. This site uses cookies and other tracking technologies to assist with navigation and your ability to provide feedback, analyze your interest in our products and solutions, assist with content personalization and our promotional and marketing efforts, and provide content from third parties. Lesson Planning In an ideal inclusion classroom, the special education teacher and regular education teacher engage in co-planning. That’s exactly what the Interaction Essentials are: tools for conversations. For more information on how to develop more inclusive leaders, watch our on-demand webinar, How to Develop Your Leaders for a More Inclusive Workplace. Not a fan of forms? 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. Without a sense of safety, people waste energy worrying about what will or won’t be accepted instead of being productive. This paper examines the role of augmentative and alternative communication (AAC) in fostering the successful inclusion of students with the most severe disabilities in general education. Diversity of thought results in better solutions and innovation, which leads to better products and services. These communication skills are the building blocks to enable open, honest, and constructive conversations about D&I. 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. For each individual to bring their best self forward, a … Internal communication is fundamental in achieving this. This includes some major areas, like sex, race, age, visible disabilities, or religion or culture, which we’ll call surface-level diversity. The workshops not only inspired some great ideas, but they sent out a powerful message that diversity and inclusion is everyone’s responsibility, not just the Diversity and Inclusion teams. The Roles and Duties of an Inclusion Specialist. It doesn’t represent facts or others’ realities. Teacher-parent or teacher-student communication is necessary for dealing with teaching issues. 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. We're surrounded by prominent images and experiences of violence against marginalized people, which can be triggering and traumatizing. ( Log Out /  Based on research I have previously undertaken in this area and my experiences as an internal comms practitioner, I have pulled together a short briefing paper with practical tips and guidance to help fellow internal communicators to drive diversity, inclusion and equity in their organisations. This could be done through annually publishing your employee demographics or your gender and ethnic pay gap data, or simply through a communication which states: “this is where we are right now, but this is our vision for where we want to be”. 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. By failing to be transparent and disclose such information, it gives the perception that you are trying to hide something and shirk accountability, which suggests that you aren’t taking it seriously. Whether you’re producing videos, case studies, imagery or events, use employees from all levels and areas of the business, and from a mix of backgrounds. So, if we can actualize why we don’t talk about D&I, perhaps we can pinpoint ways to start having those conversations. We push diversity discussions to the side to avoid being uncomfortable. To highlight the role of information and communication technologies (ICT) in fostering the social inclusion of persons with disabilities in all aspects of life. We tend to focus on surface-level diversity, when deep-level diversity can also bring in new thoughts and ideas. The Importance of Communication and Inclusion Published on ... are team building and communication. Inclusive communication is an approach to communication which enables as many people as possible to be included in that interaction. Today, protecting revenue and brand image means defining and communicating with audiences as individuals, including people … ( Log Out /  Now that we’ve talked about why it’s so hard to talk about, let’s get down to the juicy parts. We'll be in touch soon. The quickest way to tap into deep-level diversity is by accelerating the hiring and retention of a diverse workforce. Most likely, you'll find that innovation and new ways of thinking will come to a screeching halt. Julie Yoon partners closely with organizations to build learning solutions, assessment strategies and leadership development pipelines that reinforce organizational goals and values. This will help to demonstrate your inclusive culture and enable employees to see others from similar backgrounds within the organisation. Take time at the beginning to create a safe space. Remember, your reality can be very different from others, even on the same team or in the same environment. In education, an inclusion specialist is a certified teacher who has specialized knowledge of the current principles and techniques of educating students with significant disabilities in general education classrooms. Using just one channel to reach employees that may be used to … Asking your leaders to be visible sponsors of your diversity and inclusion activity and to lend their voice and influence to communications is one of the most effective ways to get your employees listening and to drive cultural change. All students learn differently. ©Development Dimensions International, Inc., 1970-2021. Colleagues were tasked with discussing various diversity and inclusion issues and collectively developing solutions which they then pitched to the rest of the room. They don’t know how to talk about it. A diverse and multigenerational workforce can be a challenge to reach. From the annual department address to daily email, careful audience consideration is vital in determining how accurately audiences receive messages. Don’t forget that it’s appropriate and necessary to ask for permission before engaging in a diversity and inclusion conversation. Communication between teacher and student and between students is essential in order to build strong relationships consisting of mutual trust and respect. Communicators should use tools such as internal email, intranets, social apps, and internal blogs to communicate the D&I initiatives with employees. So, once you’re prepared to talk with your team about diversity and inclusion, be sure to use Key Principles. To help foster a diverse and inclusive culture, internal communication should assume two key responsibilities within all organisations: Here are my top five tips for how internal communication can achieve these deliverables and successfully drive diversity, inclusion and equity in your organisation. 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