check if your organization communicates inclusively

If organizations get this right, employees will start to feel seen.

Perhaps you wish that someone told you this before, I’ve certainly heard clients say that.

So I’m offering you today some of these bold but caring 💙 truths that I share with organizations before I audit their internal communication.

Your organisation may have swapped the “chairman” with the “chairperson” in every single document but if:

🖊 a non-binary person needs to choose “I prefer not to say” in an employee survey because that’s the only third option that is provided

🖊 you still put people on “white“ or “black” lists

🖊 you use idioms and references that non-natives rarely get

🖊 employees use gestures that are culturally insensitive to their collegues

🖊 CEO greets people with a “Good morning” at a town hall even though for half of the employees it’s rather a “Good evening” and they skip family dinner to connect for this…

…then the inclusive communication in your organization may not be as inclusive as you assume it is. You are not building the feeling of belonging for all your employees as you could.

And it shows: it impacts their mental health, engagement and performance.
It doesn’t attract new talent to your organization neither.

There is no inclusive communication without:

⭐ accessibility
⭐ representation
⭐ cultural awareness
⭐ de-colonization of the language
⭐ room for self-identification

Language is a very powerful tool to express your true commitment to DEI.

If you need support in getting your organization and your employees to truly start communicating inclusively – let me know, I’d be happy to get you started.