Many Ways Internal Communications Can Promote Diversity, Equity, And Inclusion At Work

By Author: ImPerfect
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Diversity, Equity, and Inclusion (DE&I) are more than corporate buzzwords. From a psychological perspective, they directly impact how employees feel about safety, belonging, and recognition at work. Research shows that ethnically diverse companies perform 33% better than average, and organisations with gender-diverse leadership are 21% more likely to achieve above-average profitability. Beyond numbers, DE&I fosters a culture where employees can show up authentically, reducing stress, identity conflicts, and the emotional toll of exclusion.

Why Representation and Equity Matter:
Representation alone is not enough. While diverse hiring practices may bring in varied talent, equity and inclusion ensure that those individuals feel valued and supported. Studies highlight that women still earn 84 cents for every dollar men earn, and racial pay gaps persist despite advanced qualifications. These inequalities shape psychological experiences at work, fueling imposter syndrome, disengagement, and attrition. A DE&I strategy rooted in fairness reduces these stressors and nurtures a sense of purpose and commitment. ...
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The Role of Internal Communications in Building Inclusion:
Internal communications (IC) act as the nervous system of an organisation. When used intentionally, IC can create a psychologically safe environment where all employees feel heard.

Promoting Employee Voice: Digital Platforms can encourage employees to share their stories and perspectives. For example, forums or company feeds give underrepresented groups a chance to feel seen and validated. This storytelling reduces isolation and strengthens belonging.
Encouraging Open Dialogue: Discussion boards and team meetings provide space for sensitive conversations around bias, mental health, or systemic challenges. When employees feel invited to participate without judgment, it reduces anxiety and builds resilience.
Recognition and Appreciation: Acknowledging achievements through IC platforms fosters self-worth and collective pride. For instance, celebrating cultural milestones like Pride Month or Black History Month, beyond token gestures, signals true validation of identity.
Breaking Barriers of Access: Multilingual communication and mobile-friendly platforms ensure employees from different geographies, abilities, or roles are equally included. This reduces cognitive and emotional fatigue that comes with feeling “left out.”

Leadership as a Psychological Anchor:
Leaders shape the culture of belonging. When leadership models inclusive behaviour, curiosity, empathy, and courage, it creates a trickle-down effect. Employees perceive fairness, reducing the mental load of navigating biases. For example, Gartner reports that diverse leadership teams generate 19% higher innovation revenues, reflecting not only economic but also psychological empowerment.

Making DE&I a Living Practice:
Diversity initiatives cannot remain one-off campaigns. Continuous communication, regular surveys, and transparent sharing of progress ensure accountability. From a psychological lens, consistency reassures employees that inclusion is not just “corporate talk” but an evolving commitment.

Building Inclusive Workplaces Together:
At ImPerfect, we believe that fostering DE&I in workplaces is as much about mental well-being as it is about organisational success. Internal communications provide that bridge, helping employees feel safe, valued, and heard. Through our organisational training sessions and workshops, we support businesses in building psychologically safe spaces where equity thrives. What would your workplace feel like if every employee could show up as their true, unedited self?

By Krupa Abraham and Urveez Kakalia.

Reference:

https://staffbase.com/blog/diversity-equity-and-inclusion-at-work
https://www.peopleone.io/resources/blogs/6-ways-internal-communication-can-inspire-diversity-equity-inclusion/
https://www.interactsoftware.com/blog/diversity-inclusion-communications-strategy/
Further Readings:

Martell-Concepcion, N. (2024). “Baking Inclusion into Everything”: Internal Communication and Black and Latina Women’s Stories of Intersectionality.

Lee, Y., Li, J. Y. Q., & Tsai, W. H. S. (2021). The role of strategic internal communication in workplace discrimination: A perspective of racial minority employees. International journal of strategic communication, 15(1), 37-59.

Wolfgruber, D., Einwiller, S., & Brockhaus, J. (2021). Let’s talk about diversity & inclusion: Fostering an inclusive work environment through communication (No. 11). Communication Insights.