In today’s global economy, embracing diversity, equity and inclusion (DEI) isn’t just ethically right; it’s a business imperative. According to a McKinsey report, companies in the top quartile for diversity are 35% more likely to have financial returns above their respective national industry medians. Yet, a parallel finding from the Center for Talent Innovation suggests a gap: Only those individuals who feel genuinely included will fully contribute their innovative potential. The bridge to inclusion hinges significantly on communication.
This article explores how companies can develop their employees’ communication skills to better support DEI in the workplace and the role learning and development (L&D) leaders play in this ongoing journey.
The Role of Effective Communication in Diverse Workplaces
Communication is the basis for any team, but it gains added importance in diverse workplaces. With employees hailing from multiple backgrounds, communication styles can clash, leading to misunderstandings that, in turn, result in reduced productivity, lower morale and even a less inclusive environment. To foster a truly inclusive workplace, organizations must prioritize and nurture effective communication.
The Foundations of Effective Communication Skills
1. Leaders set the tone.
Successful communication strategies for DEI start at the top. Leaders must model open, transparent and inclusive communication that fosters an organizational culture where people feel psychologically safe and free to share their experiences. It’s also essential that leaders communicate the “why” behind DEI initiatives. Are there issues that your organization struggles with in particular? Being transparent about any shortcomings shows accountability and sincerity. This is key, as employees may otherwise be quick to assume that the organization is simply fulfilling obligations rather than trying to drive real change.
2. Invest in tools and additional training.
DEI-focused training programs are pivotal in refining communication skills. Innovative training platforms are leading the way by offering interactive scenarios that challenge unconscious biases and foster inclusive dialogue. For optimal impact, training sessions should simulate real-life scenarios within a safe, non-judgmental environment. This empowers individuals to practice and enhance their communication skills freely, paving the way for more inclusive interactions in their daily engagements with colleagues and managers.
3. Promote inclusive language.
Language can either foster inclusivity or inadvertently exclude certain groups. Encourage the use of inclusive language that doesn’t marginalize anyone. For instance, by adopting gender-neutral language — the difference between “Hello everyone” and “Hi guys” — can make all employees feel more included and respected. Create a set of standards or best practices for language use and ensure everyone in the organization is aware of them, especially managers and leadership.
Facilitate Better Conversations About DEI
Once the foundations and tools for how to communicate effectively are in place, it’s essential to provide opportunities for employees to put these skills into practice. Here are two ways to do so:
1. Create safe spaces.
Regular forums or meetings where all employees are encouraged to openly talk about their thoughts and experiences can promote better conversations about DEI. The act of creating psychological safety is a critical prerequisite to building agile and innovative workplaces.
Safe spaces enable employees to discuss their concerns, share ideas and gain a deeper understanding of their colleagues’ experiences. L&D leaders should set a positive example by being open about their own learning experiences and encouraging others to share as well.
2. Encourage feedback.
Improving communication won’t happen overnight. Constructive feedback is needed to help employees continuously improve. This is where anonymous surveys can be helpful by allowing employees to share their thoughts and experiences of communication in the workplace while providing companies with the data they need to improve. Additionally, feedback from peers and superiors can help individuals further refine their communication skills. Remember that recognition is a crucial part of giving effective feedback. LinkedIn research shows that feeling recognized at work — for one’s achievements, opinions and identity — contributes significantly to employees’ feelings of belonging and inclusion.
The Role of L&D Leaders in Shaping the Way Forward
As companies learn to embrace DEI, L&D leaders will be the drivers of change, helping embed a culture of diverse and inclusive communication throughout the organization.
When developing and implementing training programs for DEI, L&D leaders should focus on helping employees see the true meaning and value of diversity and inclusion — in terms of how it impacts behavior as well as the outcomes of a supportive workplace. With an overarching view of the organization, they can also act as coaches who get to the root of unconscious biases at play in the culture and foster the authentic conversations needed to dispel those limiting beliefs.
The path ahead is clear: To thrive in a global marketplace, companies must not only embrace diversity but weave it into their organizational DNA. L&D leaders, armed with the right communication training programs, are poised to lead this transformation. Successful companies of the future will be those that not only embrace diversity but also understand how to integrate it into the very fabric of their culture.
By leveraging communication skills and training on DEI, companies can increase their problem-solving capacity, improve decision-making and ultimately gain a competitive advantage.
