How to make DEI part of your organization’s DNA
In this time of national reckoning around racial and gender inequity, doing what we say matters more than ever. As companies struggle to make substantive DEI work part of their cultural DNA, communicators must work with leadership to engage employees, tell authentic stories that represent a diversity of lived experiences and close the gap between words and action.
Join Ragan on Tuesday, June 8 for a can’t-miss virtual workshop to help you vision a holistic DEI program, craft content with inclusive language and design, and turn the page on your DEI work to ensure your company lives its values.
This workshop will feature real-world tips and tactics from leading communicators. Our speakers will share how you can effectively make an internal and external case for DEI, craft responses to stakeholder criticisms that are rooted in reality, measure your DEI work to encourage accountability, design an inclusive hiring practice that attracts and retains top talent, and more.
Whether you’re looking to improve your DEI communications or design a program from the ground up, join us for a virtual workshop that will help include a diversity of perspectives and talent in your communications strategy, measure your progress to hold leadership accountable and help tell your brand’s story in more inclusive ways.
At this Ragan DEI Virtual Workshop, you’ll learn:
- How to make a case for investing in diversity, equity and inclusion—inside and out
- Strategies to coach your leaders to be transparent and truthful in their messaging
- Ways to tie your social statements to your organization's vision and values
- Tactics for engaging your employees in conversation, in an open and authentic way
- How to respond to stakeholder criticism without backpedaling from reality
- How to gather input from the right groups and determine proper guidance and language to include and educate those using it
- The overall production process to follow to ensure all your content represents and supports an inclusive culture
- What to measure, and how to use those metrics to drive accountability.
- Essential education from microaggressions to unconscious bias to psychological safety
- How to move beyond heritage months and practice inclusive storytelling year-round—including holding events like listening tours and sharing panels.
- How to support and partner with ERGs, DE&I councils and task forces, on effective communications
- Ways to find the errors in an organizational message and re-write it to be more inclusive.
- How to Design a process to create communications for a real-life social injustice scenario (Asian hate, BLM, etc.)
Exclusive Bonuses for Attendees:
- An essential guide to making your organization more diverse, equitable and inclusive
- 3 ways to make a real shift in your organization’s DNA
- Inclusive language guide
- Social media inclusivity guide
Your customers, employees and community are looking to your business – and your leaders – to shine the light on injustice and take a clear stand. Edelman's Trust Barometer showed that 54% of U.S. respondents trusted business more than nongovernmental organizations, government or media. Nearly three-quarters of the U.S. respondents said their employer, in particular, was a mainstay of trust. Doing nothing is no longer a viable option.
This panel will discuss how to:
- Make a case for investing in diversity, equity and inclusion—inside and out
- Coach your leaders to be transparent and truthful in their messaging
- Tie your social statements to your organization's vision and values
- Engage your employees in conversation, in an open and authentic way
- Respond to stakeholder criticism without backpedaling from reality.
With so much to do, it's hard to know where to begin. Changing your organizational culture will take time, requiring a multi-year strategic plan. Communicators play a pivotal role in this journey. You're positioned to be more intentionally inclusive—which in turn helps increase innovation, recruitment and employee engagement. During this session, Kim Clark of Ragan Consulting Group will guide you through all the elements of a holistic DEI communications strategy, including:
- Inclusive Language Guide: How to gather input from the right groups and determine proper guidance and language to include and educate those using it.
- Inclusive Design Principles: The overall production process to follow to ensure all your content represents and supports an inclusive culture.
- Measurement: What to measure, and how to use those metrics to drive accountability.
- People leader guidance: Essential education from microaggressions to unconscious bias to psychological safety—the complete guide to manager DE&I development.
- Storytelling: How to move beyond heritage months and practice inclusive storytelling year-round—including holding events like listening tours and sharing panels.
- Employee Support Groups (ERGs): How to support and partner with ERGs, DE&I councils and task forces, on effective communications
Goodwill serves a diverse population spanning all types of cultural backgrounds. That means DE&I is in Goodwill’s DNA. The organization intentionally meets with community organizations and build relationships to ensure employment, training and support, equitable opportunities and economic mobility for everyone.
In this session, we'll hear about Goodwill’s DE&I strategy from Lauren Lawson-Zilai, senior director of public relations for Goodwill Industries International and Angela Adams, chief communications and chief diversity officer for Goodwill Industries of Southeastern Wisconsin and Metropolitan Chicago. You'll hear how they:
- Developed a DEI toolkit that incorporates their roadmap, policies, measurement plan and best practices for all areas of the business
- Dealt with community and media backlash regarding in-store employee relations
- Developed a DEI task force and Conference of Executive DEI Steering Committee to drive diversity efforts
- Focus on fostering diversity and inclusion from within to retain and grow talent and build it into the overall strategic plan—not a one-off initiative
It's time to apply what you've learned throughout the day. We’ll break into several small groups to work together on the following hands-on exercises:
- Find the errors in an organizational message and re-write it to be more inclusive.
- Design a process to create communications for a real-life social injustice scenario (Asian hate, BLM, etc.)
- Outline the key elements for a CEO message as part of the communications
We'll then have an open discussion and share each of the group's final products before wrapping up the workshop.
Top 5 reasons to attend this workshop
- You’ll listen to and learn from some of the nation’s top communicators.’
- You’ll be able to ask questions and interact with other attendees
- You’ll receive all presentations and bonus materials.
- You’ll get access to an on-demand recording of workshop for 12 months.
- You’re guaranteed extensive, how-to instruction that you can use immediately.
WHO SHOULD ATTEND?
You should attend if you spend at least a quarter of your time in any of these areas:
Internal Communications• Employee Engagement• Diversity, Equity & Inclusion Communications Public Relations • Digital Marketing • Brand Storytelling • Content Marketing
Community Management • Crisis Communications • Executive Communications
Corporate Communications • Social Media • Strategic Communications •
|Early Bird Rates
|Ragan Insider Registration||$400||$475|
Phone registrations and group pricing: For group orders please contact our customer service team at 800-878-5331 or firstname.lastname@example.org