5 Ways to Approach Diversity, Equity and Inclusion

Over the past few years, the perception and involvement of companies in Diversity, Equity and Inclusion (DEI) has shifted throughout the globe.  While some attitudes toward the movement have seen a decline, there has been growth in the awareness of DEI.

In addition, companies have been putting DEI programs into action and seeing the benefits of integrating these programs not only for internal management, but to encompass external audiences as well.

Re-invigorating a diversity program or integrating it into public relations and marketing is something that Worldcom’s Global Partners have been doing for years.  We have gathered insights, examples and strategies to help you craft your approach and be inspired by some of the great work done by companies around the world.

5 Ways a Company can Approach DEI

A thoughtful Diversity, Equity, and Inclusion (DEI) strategy is more than a checkbox exercise—it’s a transformative process that improves workplace culture and drives business success. We have put together five ways you could integrate DEI into your corporate framework.

Assess Current State

You can’t improve what you don’t measure.  The best place to start is with a clear understanding of your organization’s baseline. By using tools like employee surveys, focus groups, and demographic reviews, companies can identify gaps in representation, inclusion, and equity.

By having an honest measurement, you will have benchmark data to help create targeted and meaningful initiatives. Those initiatives not only help internal teams, but also can impact the approach to advertising and media. We found some insights that talk about the beginning of the process and the consideration for DEI.

• Why Ignoring Accessibility Hurts Your Brand
• Humanity, Agility, AI and Culture Clashes Rule in Today’s Chaotic Retail World
• The importance of accessibility in digital communication: How companies can create inclusive content
• Inclusive Communication in Spanish language: Reasons to Integrate It into Your Public Relations Strategy
• Worldcom’s Diversity Map Indicates Local Attitudes Are Critical To Effective Diversity Policies

Set Clear Goals and Metrics

Once you have a baseline, it is time to establish measurable DEI goals.  That means it is important to align them with your company’s values and long-term vision. These could range from increasing representation in hiring pipelines to creating a workplace culture that increases employee engagement scores.  It also involves understanding the diverse nature of your workplace and the challenges of multicultural communications.

There are different ways to evaluate what you are doing. Some are based on the trends in the market, and other involve understanding other initiatives.

• 5 trends on Diversity, Equity and Inclusion in business and communications for 2024
• Successful Multicultural Communication: Overcoming Challenges and Leveraging Differences
• Aufmerksamkeit schaffen für Vielfalt: Kommunikation zu Europas größter Karrieremesse (Raising awareness for diversity: Communication about Europe’s largest career fair for black professionals)
• Public Relations & Multiculturalism: Insights From a Boricua @Coyne
• DEI Initiatives: Best Practices for Engaging Employees
• Why DEI cannot be seen as a tick box exercise – Advice from the Women of Worldcom

Secure Leadership Buy-In

To be successful, DEI initiative requires visible support from top leadership. CEOs and executives should support, and even champion, efforts through active participation and resource allocation. With involvement from senior leadership, these programs will become part of the brand and the daily execution of business.

It is also important to understand the developing DEI skills might be needed for your leadership team as well.

• Tools to Help Leaders Talk About Race
• he Power of Diversity: Benefits for a Comms & PR Agency
• Leading the Conversation on Health Equity

Evaluate Your External Messaging

Reviewing and applying DEI to external marketing and messaging can help your brand authentically reflect its commitment to diversity, equity, and inclusion.

By using inclusive language, imagery, and storytelling, your brand resonates with diverse audiences and reflect your corporate values.

In addition, your company can highlight initiatives supporting underrepresented communities, partnerships with diverse organizations, and stories of real employees or customers.  Make sure these are genuine to avoid creating ‘token’ stories.

There are several cultural moments on the global calendar where a company can participate.  Make sure your company approaches these thoughtfully and only when it aligns with an authentic messaging. This approach will help you build trust and strengthen your connection with a broader, more diverse audience.

• See Us, Show Us: 6 ways to re-think inclusive imagery in your next design project
• Pride Beyond June: Supporting the LGBTQ+ Community During Challenging Times
• Social Justice – Is Engaging Right for Your Brand
• The Rewards and Risks of Aligning Your Brand to Key Social Issues

Continuously Adjust Your DEI Approach

DEI is an ongoing effort, not a one-time project. Once you have started a program, it is good to regularly review your program.  You can determine the DEI program effectiveness through survey metrics, feedback, and audits.

It is also important to celebrate wins. That will help to sustain momentum.  It is also a great time for feedback that allows you to adapt to evolving employee and market expectations. A great way to keep on track it constantly be evaluating what is happening in the market and look for great examples.

• 3 key practices for a more inclusive and accessible organization
• Nurturing Diversity and Professional Growth: Reflecting on PCI’s DEI Summer Internship Program
• LF Cares:  An ongoing effort from LF Channel to highlight DEI success in internal, client and external examples