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attribute: Internal Communication

Diversity and Inclusion Survey: Building a More Inclusive Future

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ATTRIBUTES
  • Baseline Assesment
  • Internal Communication
  • Intersectionality
  • Organizational Culture

SOURCE
  • Culture Amp

TYPE OF RESOURCE
  • SSurvey

TARGET AREA
  • Implementation

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Diversity and Inclusion Survey: Building a More Inclusive Future

Culture Amp
This survey was developed as the result of a collaboration between B Corp Culture Amp and consulting firm Paradigm. This survey has been recognized as an industry leader when it comes to measuring the employee experience of all groups of people.

This survey allows you to:

  • Measure how inclusive your organization is
  • Use heatmaps to highlight disparities between groups
  • See how your results compare to other companies with the Inclusion benchmark
  • Ensure your team is equipped to take action based on the applied experience of our most successful customers and research-driven interventions that offer promising results

To learn more, click here here.

Textio Hire App

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ATTRIBUTES
  • Internal Communication
  • Marketing and Advertising
  • Recruitment, Retention and Promotion

SOURCE
  • Textico

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Implementation

TARGET UNIT
  • Human Resources

LINK TO RESOURCE

Textio Hire App

Textico
This app has been identified as an effective tool to analyze language in job descriptions to attract a more diverse applicant pool. The app uses real-world hiring outcomes from millions of job posts and recruiting mails to suggest changes to the wording of your job posts. Johnson & Johnson is an example of a company that utilizes Textio. When the company piloted the app, they found a 9 percent increase in the number of women applying, which equates to approximately 90,000 additional women each year.

To learn more, click here.

Communicating Your Gender Pay Gap

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ATTRIBUTES
  • Closing Gender Wage Gaps
  • Internal Communication

SOURCE
  • AON

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Implementation

TARGET UNIT
  • Communications, Corporate Reporting, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Communicating Your Gender Pay Gap

AON
This report aims to help companies effectively communicate and disclose their gender wage gap by describing an action plan and demonstrating a real commitment to act. The document lists “traps” to avoid and effective ways to communicate the gender wage gap.

 Things to avoid:

  • Quantity does not mean quality – overly-long narratives might signal insufficient thought.
  • Do not lose focus on the purpose – provide value to the audience, not simply share any output.
  • Help those writing to succeed– responsible team must have sufficient knowledge on the topic.
  • Avoid action-plan cherry-picking – gather inspiration from others but do not duplicate actions.

 

Things to do:

  • Take your time – invest appropriate time to develop a relevant, tailored plan.
  • Think about your audience – consider the needs of internal and external audiences.
  • Be action oriented – defining and implementing an action plan is a priority.
  • Be realistic and transparent – credibility of actions and commitments is paramount.

 

To learn more, click here.

Gender Inclusive Language Guidelines – Promoting Gender Equality Through the Use of Language

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ATTRIBUTES
  • Internal Communication
  • Marketing and Advertising

SOURCE
  • UN Women

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Implementation

TARGET UNIT
  • All Units, Communications

LINK TO RESOURCE

Gender Inclusive Language Guidelines – Promoting Gender Equality Through the Use of Language

UN Women
This UN Women resource provides guidance on how to use gender-responsive language in communications, outlining strategies that can be adopted to encourage gender equality through language.

The three primary strategies outlined in this resource include:

  1. Use gender-neutral expressions (e.g. people, women and men, we)
  2. Use inclusive language (e.g. avoid using “he” or “his,” use “their”)
  3. Use both feminine and masculine forms as separate words or through the use of slashes (e.g. use “leader” instead of “he”)

To learn more, click here.

Diversity Primer – Communications and Marketing

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ATTRIBUTES
  • Internal Communication
  • Marketing and Advertising

SOURCE
  • Diversity Best Practice

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Development

TARGET UNIT
  • Advertising, Communications, Diversity & Inclusion, Human Resources, Marketing

LINK TO RESOURCE

Diversity Primer - Communications and Marketing

Diversity Best Practice
This guide outlines why communication is integral when developing, implementing, and overseeing a diversity and inclusion program. To prevent these shortcomings, the guide provides recommendations on how to go about creating an effective communication plan.

A communications plan should consider the following:

  • Define need/opportunity: What are the aims of the communication plan?
  • Intended audiences: Who will read or view this message?
  • Goals and objectives: Recommended to define three to five objectives.
  • Define how to implement the plan: Include vehicles of communication, spokespersons, and timeline.
  • Challenges: Anticipate and devise potential solutions.
  • Budget: Anticipate and calculate costs as accurately as possible.
  • Measurement and evaluation: Numerical goals and impact assessment.

Communications plans should be devised and executed with the cooperation of multiple departments or persons. This guide recommends engaging the support of the following functions, including:

  • Internal Communications: Develop, design, and write internal materials.
  • External Communications: Create and edit press releases and manage media requests.
  • Marketing/ Consumer Products: Help develop ideas for articles, partnerships for collaboration, and advice on best practices for advertisements.
  • Legal: Review written materials on complicated topics to avoid risk and controversy.
  • Human Resources: Provide feedback on materials to ensure HR policies are not violated.
  • Employee Network GroupLeaders: Contribute to articles, provide story leads, and serve as resource or subject matter experts to represent the company internally and externally.

The guide also includes a diverse list of appropriate communications materials, including:

  1. Advertisement (in-house and external)
  2. Annual Report
  3. ERG Handbook
  4. Website (with database of diversity resources)

To read the guide in full, click here.

Gender Mainstreaming – Institutional Transformation

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ATTRIBUTES
  • Internal Communication

SOURCE
  • European Institute for Gender Equality

TYPE OF RESOURCE
  • TTool

TARGET AREA
  • Development

TARGET UNIT
  • Communications, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Gender Mainstreaming – Institutional Transformation

European Institute for Gender Equality
This toolkit provides a 13-step guide to institutional transformation on gender, with step seven focusing on communication.The European Institute for Gender Equality defines institutional transformation as a profound change in basic values and beliefs within an institution that, as a consequence, extends to the outside environment as well.

The guide points out that internal and external communication are both essential to embedding gender equality within an organization’s culture, establishing a corporate reputation based around equality, and creating company-wide accountability.

Key aspects of internal communication include:

  • Transparency of reasons, aims, and planned activities.
  • A defined concept of gender equality and a stringent strategy.
  • Rely on channels of communication customarily used, but also make gender equality a regular agenda item of team meetings and employ new methods to generate extra attention.

Key aspects of external communication include:

  • Review and adjust all public relations activities to ensure gender-sensitive language and images.
  • Train staff responsible for public relations, marketing, advertising, and communications on all matters of diversity and inclusion.

To learn more, click here.

Gender Equality Strategy Guide: Embed and Communicate the Strategy

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ATTRIBUTES
  • Internal Communication

SOURCE
  • Workplace Gender Equality Agency (Australia)

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Strategy

TARGET UNIT
  • Communications, Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Gender Equality Strategy Guide: Embed and Communicate the Strategy

Workplace Gender Equality Agency (Australia)
This guide provides organizations with guidance and recommendations about how to communicate a gender equality strategy to stakeholders. This resource recommends that several considerations are incorporated within the strategy’s communication plan, which include:

  • Social media: Types of channels, selection of audience, etc.
  • Networks: Whether there are any internal networks that should be contacted.
  • Language: Type of language to best communicate the message.
  • Content: Whether there is a certain event, milestone, or strategic goal that should be emphasized.
  • Further communication: Strategy to handle further engagement from stakeholders.
  • Incentives: Types of rewards or remuneration and recognition programs, or other benefits offered.

To learn more, click here.

Intersectionality Toolkit

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ATTRIBUTES
  • Capacity Building and Awareness Raising
  • Internal Communication

SOURCE
  • International LGBTQ Youth and Student Organization

TYPE OF RESOURCE
  • TToolkit

TARGET AREA
  • Strategy

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Senior Leadership

LINK TO RESOURCE

Intersectionality Toolkit

International LGBTQ Youth and Student Organization
This toolkit was designed to provide more information on intersectionality to organizations and activists, and to explore practices that improve inclusiveness.The toolkit was developed after the International LGBTQ Youth & Student Organization held a series of roundtable and conference discussions and found that intersectionality is not a passing fad; it needs be permanently embedded in organizations.

In order to adopt an intersectional approach, this toolkit recommends the following practical actions:

  • Conduct outreach and consultations with individuals, key groups, and organizations that support intersectional issues
  • Review internal policies while considering their inclusiveness
  • Encourage and support diverse representation in leadership positions
  • Examine whose voices are heard and valued, and whose are silenced and ignored
  • Review internal events to ensure accessibility
  • Work with human rights organizations
  • Form an advisory board to oversee issues of identity and inclusion
  • Provide equal access to intersectional training exercises for all level of the workforce

To read more, click here.

Gender Mainstreaming – Gender Awareness Raising

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ATTRIBUTES
  • Capacity Building and Awareness Raising
  • Internal Communication

SOURCE
  • European Institute for Gender Equality

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Strategy

TARGET UNIT
  • Diversity & Inclusion, Human Resources

LINK TO RESOURCE

Gender Mainstreaming – Gender Awareness Raising

European Institute for Gender Equality
This tool outlines the requirements for gender mainstreaming initiatives to be effective in increasing general sensitivity and awareness of gender (in)equality). Gender awareness aims at increasing general sensitivity, understanding, and knowledge about gender (in)equality. Awareness raising helps to facilitate the exchange of ideas, improve mutual understanding, and develop the competencies and skills necessary for societal change. This process goes hand in hand with gender equality training in order to transmit the necessary information and knowledge to take action.

For gender awareness raising to be effective, the following aspects have to be considered:

  • Target group: Consider the socio-demographic characteristics, level of education, industry, and any other relevant characteristics.
  • Content of the message: Design the message and the content of the activities according to the specific reality of the organization and its gender equality objectives.
  • Gender awareness-raising measures: Select the activities depending on the context and goals of the company’s gender equality strategy. A combination of the following activities can reinforce the message:
    • Communication initiatives to spread the message widely
    • Public events to address a specific target group
    • Social media and social networks to promote interaction
    • Static exhibitions and displays of relevant topics
    • Printed materials (e.g. brochures, pamphlets, posters, audio-visual resources)
  • Gender-sensitive language: Language plays an important role in how women’s and men’s positions in society are perceived and interpreted. Using gender-sensitive language can reduce sexist and biased thoughts, attitudes, and behaviours through:
    • Avoiding exclusionary terms and nouns that appear to refer only to men (e.g. mankind, businessman)
    • Avoiding gender-specific pronouns that refer to people who may be either female or male (use “he/she”, “him/her”, or “they/them”)
    • Avoiding stereotypes, gendered adjectives, patronizing, sexist terms and expressions (e.g. referring to women as “bossy”), and references to women’s marital status and titles

To learn more, click here.

Manager Guide to Gender Diversity: Plan and Implement Successful Gender Diversity Projects

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ATTRIBUTES
  • Career Development
  • Internal Communication
  • Leadership
  • Measuring and Evaluating
  • Recruitment, Retention and Promotion
  • Workplace Flexibility

SOURCE
  • German Cooperation

TYPE OF RESOURCE
  • GGuide

TARGET AREA
  • Strategy

TARGET UNIT
  • Diversity & Inclusion, Human Resources, Senior Leadership

LINK TO RESOURCE

Manager Guide to Gender Diversity: Plan and Implement Successful Gender Diversity Projects

German Cooperation
This guide provides an overview of how companies can better tap into the female talent pool. It aims to inspire senior corporate leaders to introduce or expanding Gender Diversity Management within their companies. The guide is divided into four chapters:

  1. Gender Diversity—Concepts and Business Case serves to create a joint understanding about Gender Diversity Management and its business rationale.
  2. Gender Diversity Management—Processes and Actions provides an overview and selected examples of corporate activities to create a gender-inclusive work environment. For example, removing criteria that penalize employees for being absent due to family obligations; involve managers by demanding their approval of a gender diversity action plan; revising the recruitment process through incorporating a four-eye principle (two decision makers) and training those decision makers; ensuring safe transport for commuters through corporate buses, carpooling, or reimbursement for taxis during late night hours.
  3. Gender Diversity Projects—Analysis, Project Design and Implementation outlines step-by-step how to introduce Gender Diversity Management at a company. It also provides insights on how to analyze the status quo of gender diversity and how to design a gender diversity project tailored to a company’s needs. For instance, an analysis of corporate gender diversity metrics, of existing gender diversity practices, and of gender diversity achievements.
  4. Gender Diversity in Practice—Successful Cases illustrates with the help of best practice examples what Gender Diversity Management looks like in reality.

 

To learn more, click here.