Effective Language for Leaders When Speaking Publicly About Increasing Diversity

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💥 This is #IncreaseDiversity, a weekly newsletter + monthly workshop series sharing best practices for employers who want to implement effective diversity recruitment programs. To see previous editions, visit JenniferTardy.com. | IG: @IncreaseDiversity 💥

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The more I get to explore reasons why leaders resist talking openly and publicly about increasing diversity, the more I learn that there is this deeply rooted fear. This fear can look like:  

·      Using the wrong words and doing harm

·      Sharing the wrong messaging and experiencing backlash

·      Unintentionally admitting liability on behalf of the company *(I hear this one most often)*

So rather than lean in on topics about increasing diversity or inclusion, many leaders shy away from the topic all together. And this is also one of the reasons that leader-messaging and leadership accountability is a primary area we address when consulting with companies.

As a matter of fact, I recently had a call with a client asking for a smidge of guidance on effective language they can share with leaders to help them get started. It was such a good conversation, I thought I’d share some of these tips with you today too.

When you are truly doing the work to increase diversity, I don’t want you to be in a situation where you say something during an interview or on social media that causes backlash and reverses all your hard work to move the needle forward to increase diversity because at the end of the day, we are trying to empower people to feel included with the language we are using. That means executives and representatives of your organization need to be focused on both effective and intentional language, especially around increasing diversity through recruitment.

 Here are a few examples of effective statements that leaders can make publicly about your workplace’s initiative to increase diversity:

  1. As an organization, we recognize (and acknowledge) that we are underrepresented among [NAME SPECIFIC UNDERREPRESENTED GROUP(S)] populations.

  2. Our organization has an initiative to increase diversity in areas where we are underrepresented, like among [NAME SPECIFIC UNDERREPRESENTED GROUP(S)], for example.

  3. Increasing diversity is important to our workplace, to our business units, our departments, and even our individual teams.

  4. We have put programs and initiatives in place like [NAME OF INITIATIVE] to help accelerate our ability to increase representation among [NAME SPECIFIC UNDERREPRESENTED GROUP(S)] populations.

  5. We are working hard to create an environment where everyone feels safe to choose to bring their whole self to work and where untapped voices also get heard.

  6. We are working to create an environment where everyone, including [NAME SPECIFIC UNDERREPRESENTED GROUP(S)] populations, feel valued, want to stay, and have access to grow.

  7. We believe in the value that results from increasing diversity and the value of different lived experiences.

  8. We are working to identify and disrupt biases that have been historically found in standard processes like hiring and promotion so that there’s more equitable access for all employees.

 Communication matters. And it holds a lasting impact.

 Those of us holding space to increase diversity and create an inclusive and equitable hiring system must remember that and lead by example.

 Join in on the conversation: What other statements you can make publicly that effectively and intentionally support your initiative to increase diversity?

 
 

✅ We will use the weekly #IncreaseDiversity newsletter platform to do five things:

  • Challenge organizations to dig more deeply when it comes to diversity recruiting and retention programs

  • Clarify misconceptions or demystify complex topics related to diversity recruiting

  • Share best practices in diversity recruiting and retention

  • Answer frequently asked questions related to diversity recruiting and retention

  • Build a safe learning community for hiring professionals

 
CJennifer Tardy