Member-only story
Defining a diversity and inclusion messaging strategy
A definitive guide to getting your tone in writing right — right now

60 percent of Americans say that brands must take a stand and publicly speak out on racial injustice.
60 percent of Americans say that they will buy or boycott based on a brand’s response to current protests.
— Source: Edelman Trust Barometer flash poll (June 5–7, 2020)
Many companies are staring these stats in the face as they think about changing how they run their businesses, develop their products and services, and communicate with their employees and customers.
If you’re reading this, chances are you’ve done the important work of recognizing that you need to make a change. You realize that discrimination based on race, national origin, ability, and sexual orientation is not only against the law, but it’s also bad for business.
If you want your communications to be inclusive and bias-free, but are unsure about where to begin, start where you are. You probably already know you can’t put a messaging band-aid on the need for systemic change. You’ll need to invest time into learning about key issues, talking openly with your team and colleagues, thinking about the impact your organization can make, and formulate next steps.