Most companies that engage in consumer marketing acknowledge an established DE&I cultural calendar that includes Black History Month, Pride, Juneteenth, Women’s History Month and other significant observances.
But it’s too often C-suite employees and staff in corporate HQs—who are statistically more likely to be white, cisgender and heterosexual—who benefit from brand internal communications efforts. For DE&I marketing and communications to truly create change, workers in other sites such as factories and retail, which statistically comprise more Black and brown individuals, need to be integrated.
Here are five ways brands can ensure that workers of every identity at every level of the organization benefit from DE&I initiatives:
Include all workers—including hourly, contractors and freelancers
A significant number of workers in large-scale corporations are not salaried home-office employees. Because they don’t fall within traditional HR streams, they might be excluded from company-wide DE&I efforts and activations. Include everyone on every level of the company in all DE&I efforts, even if it means you have to reframe from the ground up how you communicate with staff.