Diversity and Inclusion for Communicators Master Class

Unleash the power of communications to create a culture that welcomes all employees and motivates them to do their best work

Nov. 8: San Francisco

AGENDA PRESENTER WHO ATTENDS LOCATION REGISTER

AGENDA

9-11 a.m.

Understanding the context and business imperatives for diversity and inclusion

A professor once said, "You have to know the conventions first, so you know how to break them." Historically, businesses in the U.S. have been homogeneous in their hiring practices. We'll look at the rise of organizations investing in diversity and inclusion to help us and our organizations shift to a 21st-century "future of work" approach. Plus, we'll take time to hear from you and learn what your organizations are doing as part of the work.

We'll cover:

  • The what and the why around the business imperative for diversity and inclusion efforts in organizations, with examples and data to help make your case back at the office with your executives
  • Our pre-event survey results connecting the dots between where we are now and where we want to be
  • Diversity and inclusion terms
  • Unconscious bias awareness and the call for us to get comfortable with the uncomfortable
11-11:15 a.m.

BREAK

11:15-12:30 p.m.

First steps in building your communications plan: Key trends shaping workplace diversity and inclusion—what's working and what's not

Although the majority of organizations are investing in diversity and inclusion programs, research still shows that two-thirds of underrepresented employee populations are not feeling the benefits. We'll look at examples and define what most great places to work do to make employees feel seen, heard and valued, fostering belonging and driving engagement. We'll also identify why many programs and efforts fail and what we can do about it as communicators.

You'll learn how to:

  • Create a vision for diversity and inclusion efforts in your organization
  • Identify your role in helping efforts become more effective and succeed
  • Spot efforts that work at the organization, business unit, team, manager, and individual level—and the efforts that don't work
  • See what's next so you can get to the leading edge and stay there
12.30-1:30 p.m.

LUNCH

1:30-2:45 p.m.

Leaders and application lab

We'll look at the role of our leaders and the common reasons why they balk at being fully involved in diversity and inclusion work. Then we'll use design thinking exercises to build or adjust our internal communications strategy to integrate what we've learned so far from other organizations and others in the workshop. You'll be able to focus on your individual situations, opportunities, challenges and goals, and envision what's possible in using communications to make your diversity and inclusion strategy real, personal and meaningful.

We'll cover: 

  • The role of leaders and how to help them build their confidence
  • Talking through executive and stakeholder buy-in and overcoming obstacles
  • Best practices for integrating your communications strategy with your diversity and inclusion ideas
  • Identifying the internal communications tone, personality, language and other factors that reflect an inclusive and welcoming employee experience
  • Letting your imagination go using design thinking approaches
2:45-3 p.m.

BREAK

3-4:30 p.m.

Final steps: Action plan for implementing your D&I communications strategy

We'll wrap up the day combining what we've learned from benchmark organizations, incorporating our design thinking ideas into a strategy and making an action plan. We'll support each other in facing any challenges we anticipate when we get back to the office. We'll make sure we have a clear understanding of our business case and the profound impact communications has on how employees feel about the organizations they work for, the teams they work with and their ability to bring their whole selves to work every day.

You'll learn how to:

  • Forge a clear connection and understanding of communications' role and impact on diversity, inclusion and belonging
  • Identify what's under your immediate control so you can start immediately
  • Identify areas for meaningful measurement opportunities and tie them to your goals