Words can be powerful, but companies will ultimately be judged by the actions they take inside and outside their walls. This report will help you change the DNA of your organization.
Still reeling from COVID-19 and its economic aftershocks, organizations are now grappling with how to address their own entrenched, pervasive racial inequality brought into sharp focus by the death of George Floyd and the Black Lives Matter movement.
Many companies have good intentions on this issue, but statements of support and social media posts aren’t enough. Organizations have to become the change they’re advocating. Words can be powerful, but companies will ultimately be judged by the actions they take inside and outside their walls.
The stakes are high. In a recent Edelman survey, 60% of consumers said that how brands respond to this call to action—and how quickly—will determine if they buy or boycott them in the future. And 60% of employees said that companies with inclusive cultures will attract and retain them.
Communicators should be in the middle of this change.
This guide will cover some important steps to take now that will help change the DNA of your organizations for the long term:
- Diversity and inclusion assessment: Asses the current state of diversity, equity and inclusion in your organization.
- Create an inclusive language toolkit: This toolkit is as necessary as an organizations’ code of conduct, employee handbook or brand guidelines.
- Virtual or in-person leadership roundtables: Employees need to see, hear and talk with their leaders.
- Employee and leadership training: Help your employees and leaders hone their DE&I skills through workshops and webinars.
- Ongoing measurement: DE&I is not a one-off initiative but a work in progress. Continually measure and adapt.
Download the guide right now.