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D&I management is a long-term process of change. As such it must be accompanied by communications – especially by internal communications.
So how can communication specifically contribute to D&I management? Which strategic goals and channels should communication experts implement to succussed? And what role plays interpersonal communication?
The communication strategy should be aligned with the D&I strategy and is aimed at gaining acceptance and support for D&I initiatives at all organizational levels:
“It is essential that all employees are respected in their individuality, because then if you manage to do that, you can also give them the security of knowing that ‘it’s okay to speak up!’
And that’s why, in my opinion, diversity management has a lot to do with corporate culture, and only open communication and leadership can create an inclusive culture.”
Julia Valsky, Head of Group Diversity Management, Erste Group Bank AG
The D&I communications strategy should be authentic and aligned with the needs and desires of employees in terms of communications design, type, and channel:
Effective internal communication on D&I topics requires a strategy that is aligned with both corporate goals and the goals of D&I management.
To establish an inclusive organizational culture, interpersonal and (fully) mediated communication channels should be used, and their application should always be aligned with overall corporate communications.
The context in which interpersonal communication takes place influences the extent to which employees feel included:
The research project was led by Prof. Dr. Sabine Einwiller and Daniel Wolfgruber, University of Vienna. It is divided into four sub-studies:
Companies that participated in the semi-structured expert interviews – a selection:
The research project was conducted by Dr. Sabine Einwiller and Daniel Wolfgruber at the University of Vienna from 2020 to 2021: