Many organizations still struggle to talk about and address issues around D&I: particularly as it inherently involves conversations about gender, race, sexual orientation, physical and mental ability, and more.
Communication is sometimes considered a risk: opening us up to scrutiny, showing where you’re failing, increasing the chances of being called out for discriminatory attitudes or practices, or even being perceived negatively as a PR ploy. It’s a fine line to walk.
Rather than risk getting it wrong, many organizations choose to shy away from talking about D&I altogether.
However, it’s a topic too important to ignore, especially in these current times, and companies can’t afford to be silent.
Devising a D&I strategy for both internal and external communication is critical for today’s workplaces.