How to practice inclusive employer branding

As the Great Resignation becomes the Great Reshuffle, companies are increasingly leaning into employer branding as a strategy for attracting and retaining talent.

While competition for top talent is fierce, promoting your organization as an attractive, inspiring and inclusive workplace requires well-planned communications.

But above all, it requires authenticity, vision and a genuine inclusion strategy.

Here are five tips to ensure your employer branding welcomes everyone:

There’s no such thing as employer branding. The term itself implies this segment is, or should be, separate from a company’s overall branding. This follows the dated logic that external and internal communication should be treated as two distinctly different activities. An organization, and its employees, have little to win by making these distinctions.

Quite the opposite – there’s a lot to gain by having a more holistic view of branding and communication. An organization’s branding includes everyone and everything inside the organization, including its outreach to prospective employees.

We’re way past trying to sell inauthentic services, products, and brands. This goes for workplaces too.