Counter anti-DEI rhetoric.
DEI has been weaponized, we're feeling pressure to re-brand or stop talking about DEI altogether. We're in unchartered territory and the stakes are high. We know.
But re-branding or stopping isn't going to cut it.
We have options, several options. Where there are options, there is hope.
Communicators, this is our time to shine and take back our story.
Download: A Conscious Communicator's Guide to Expanding Our DEI Vocabulary
Guidance and compiled content from thought leaders.
We can help you to tell your story from your own LENS
The guide is only the beginning of what we can do to help you navigate the anti-DEI rhetoric battle we're in.
Those interested in making DEI an enemy to defeat and something to be afraid of are interested in dividing our employees. Not on our watch.
They do not care about our employees, customers, or revenue growth. You do.
As a communicator, we can defend our work, people, and organization by owning our story.
Things are moving very fast. Contact us right now.
Let's talkThe Conscious Communicator LENS
The Conscious Communicator's LENS is how we've been able to help communicators all over the world navigate how to talk about DEI–with and without using the acronym or terms.
We can help you, too.
Language
Language the promise
It's important to understand that language is intricately tied to behavior. Our objective goes beyond mere political correctness; it's about fostering inclusivity and actively acknowledging and validating individuals, especially when we're experiencing an anti-DEI crisis that stems from a PR battle of narratives. While language is just the beginning, it paves the way for behavior. What conditions need to be created so that we set everyone up for success to live our organizational values?
Engage
Engage the people
We must engage leaders and employees when creating an effective communications strategy. Collaborating closely with leaders involves embedding DEI principles into the core of the decision-making processes, fostering a culture where inclusion is not an option but a fundamental aspect of leadership and standard across teams. Simultaneously, our strategic communication campaigns must resonate with our diverse workforce. By intertwining leadership commitment with active employee involvement, we pave the way for a comprehensive DEI strategy that goes beyond rhetoric, creating an environment where everyone feels heard, valued, and empowered to contribute their unique perspectives.
Navigate
Navigate the power
You didn't ask for these threats against DEI, but here they are. Navigating challenges and resistance requires not only a well-defined roadmap but also the ability to adapt and communicate effectively during these periods of chaos, change and not knowing what the future holds. Expanding our vocabulary, embracing the DEI is change management and reinforcing the strategic importance of DEI work are key components of an effective approach. By acknowledging and proactively navigating turbulence, we can transform challenges into opportunities for growth, ensuring that our DEI strategy remains resilient and continues to drive positive change within the organization.
Strategize
Strategize the process
Strategic planning has to align with an organization's values and goals in order to be impactful. DEI can't be something separate from the business and be successful. The work can benefit every team and every role. We can show you how. Equally critical is the provision of unwavering support. Your commitment to DEI work should be able to pass the test when there's pressure. You're not a fair-weather fan, but an organization that understands that DEI is the lifeblood to the sustainability of your business.
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