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Target Unit: Communications

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.