Strategic Communication Methods for DEI

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Do your diversity, equity, and inclusion initiatives have buy-in from your CEO or president? Is DEI a part of your organization’s business plans for growth? In this episode, Dr. Karen Lindsey is sharing how DEI should be embedded into your organization’s overall growth strategy, and what businesses can do better to improve long term.

Dr. Karen Lindsey is a scholar, mentor, speaker, and leadership consultant. She is currently an assistant professor of strategic communication at Elon University in Elon, North Carolina. She is the owner of Lindsey Consulting Group where she provides keynotes, workshops, and advises university presidents, corporate executives, and non-profit leaders on brand/reputation management and inclusive leadership practices.

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Links mentioned:

• The Sum of Us by Heather McGee

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Some key takeaways from this episode include:

• Strategic planning for diversity, equity, and inclusion needs to come from the very top of the organization. Your CEO and/or president of the company should be involved, and DEI efforts should not be left to a separate committee or human resources.
• Don’t be afraid to set quotas in your hiring practices to support diversity and inclusion. As Dr. Lindsey says, quotas do not mean lesser talent or lesser qualifications, and having this metric will allow you to evaluate your ongoing DEI efforts.
• Just like with any other efforts in your business, and your business as a whole, DEI is a long game. If it feels like your efforts aren’t working after 2.5 years, don’t give up. Our world is changing so rapidly, we need to focus on short term goals that will add up to long term success.
• Remember, you are not “giving a voice” to the BIPOC team members and partners in your organization. They already have a voice. Your role is to amplify their voices and elevate their stories. 

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