Inclusive communication strategies for your workplace
How to write inclusive content that engages employees
Employee engagement is on the decline. According to a Gallup survey, 48% of the working population in the United States is actively job searching, which means only half of the workforce feels emotionally connected to their workplace. As employers are searching for new ways to engage employees, communicators can help by adopting inclusive communication strategies in the workplace.
Implementing inclusive language in internal communications is a cost-effective and meaningful way to increase employee engagement. It shows employees that your company cares about them, especially employees from historically marginalized groups.
In addition to creating a culture where employees feel valued and included, inclusive communication also has clear benefits for a business’s bottom line. Gallup found that business units with engaged employees are 22% more profitable than employees who aren’t engaged.
Inclusive language also socializes diversity, equity, and inclusion (DEI) topics into company culture, which has long-term positive effects on innovation, brand loyalty, and talent recruitment.
Embedding culturally-competent language into internal communications takes a well-vetted DEI style guide, commitment and humility. But the work will pay off in happy and engaged employees.
If you need help crafting a DEI style guide for your business, reach out to us.
Here are four tips for writing inclusive communication at your workplace:
1. Always ask for self-identification
It is so important to let people tell you who they are. Self-identification is a powerful tool to empower employees and create community. If people feel they can bring their authentic selves to work, they will be more connected and engaged.
Self-identification includes:
Standardizing the practice of asking for pronouns.
Using employees’ requested terminology.
Being specific when describing people.
A DEI style guide can help you fill in the gaps and share the company’s preferred terms but only use it if you cannot ask the person directly.
Self-identification should be employed every time you communicate about an employee or group of employees and not just when discussing DEI topics.
Tip: Start asking everyone to use their pronouns in their Zoom names as the standard process.
2. Use person-first language
Adopting person-first language describes the human and not their condition. This is particularly important for creating workplaces that seek to be inclusive of employees with disabilities or who have been diagnosed with certain conditions. For example, try using “person with depression” versus “depressed person.”
Tip: Some Deaf and Autistic people prefer person-first identities. See rule #1 and always ask for a person’s preferred terminology.
3. Skip the slang, jargon, and idioms
Not everyone has the same cultural background, and some words and phrases can be unclear, leaving people feeling excluded, especially those from different regions or countries. Be inclusive by using precise, universally understood terms. For example, try “I paused the project” rather than “the project is on the back burner.”
Tip: Tech companies in particular love jargon. Having exclusive sayings can help build organizational culture but may leave some employees feeling isolated or disenchanted. Take a look at your company’s terms for things like meetings or processes (stand-ups, white lists, master/slave, TL;DR, etc.)
4. Add content warnings where appropriate
Storytelling can create community and a sense of belonging. It is one of the best tools for creating inclusive communications. Sometimes this content can be sensitive and includes topics that might be disturbing to some. Consider all of your audiences and include a trigger or content warning. Some topics that warrant a content warning include:
Child abuse
Eating disorders and body dysmorphia
Homophobia
Pregnancy, abortion, and miscarriage
Racism and racial slurs
Self-harm and suicide
Sexual assault
Violence or death
Tip: Include the keyword in your content warnings, but not so much information that the warning becomes a trigger, for example: “Content warning: this article contains mention of child abuse.” Warnings are not meant to be a form of censorship. They are a way to share stories while still allowing people to take care of themselves and their mental health.
Like everyone, employees want to feel seen and understood. They want to celebrate their differences, not feel like they have to hide them. Acknowledging their humanity and focusing on diversity is not only trendy but the right thing to do. Consistently using inclusive language in internal communications is one way to build trust and credibility amongst your workforce. It creates a sense of belonging and allows people to bring their whole selves to work, all of which leads to happier humans and more engaged and productive employees.
