Why Diversity in Communications Matters and How We Can Do Better
“It is time for parents to teach young people early on that in diversity there is beauty and strength.”— Maya Angelou.
In the communications industry, words are our tools. We know how to craft narratives, shape perceptions, and build brands. However, when it comes to diversity, equity, inclusion, and belonging (DEIB), the conversation has changed, and we must also change.
Amid political shifts, new legal restrictions, and corporate retrenchment, many organizations are scaling back their public DEI commitments or reframing their language regarding merit, fairness, and equal opportunity. But the truth is this: building belonging, trust, and authentic connection has never been more critical.
Diversity in communication is not about checking a box or posting a photo once a year. It is about consistently, transparently, and sincerely engaging with the audiences and employees who need to see it most, even when the external environment makes it more challenging.
Why Inclusive Communication Still Matters
Belonging Drives Engagement
When individuals see themselves reflected in leadership, messaging, and actions, they are more likely to trust, engage, and remain. Inclusive communication builds bridges that sustain organizations through change in today’s climate, where skepticism is high, and promises are scrutinized.
Language Shapes Culture
Words hold power. Microaggressions, stereotypes, and empty promises cause real harm, especially now, when language is closely examined. Clear, intentional communication supported by genuine action fosters cultures where individuals feel seen, valued, and safe.
Trust Requires Transparency
Audiences and employees are paying closer attention than ever. Legal challenges may cause some companies to hesitate in discussing DEI openly, but silence isn’t neutral—it erodes trust. Organizations must seek ways to communicate authentically about inclusion efforts, even as the framing evolves.
How We Can Communicate Better in 2025
Be Specific, Strategic, and Compliant
Replace vague statements with specific commitments that align with today’s legal realities. What are your goals for inclusion? How are you measuring progress? Who is accountable? Transparency is non-negotiable.
Tell Inclusive, Data-Driven Stories
Stories connect people, but in 2025, they must be supported by evidence—pair personal narratives with measurable outcomes. Authenticity and accountability must go hand in hand.
Make Inclusion Easy to Find
Avoid concealing your inclusion efforts in footnotes. Establish visible, accessible hubs—focused on leadership development, workplace fairness, or belonging—that employees, candidates, and partners can easily engage with.
Invest in Diverse Communicators—and Responsible AI
Representation behind the scenes shapes the message. Build diverse communications teams and evaluate AI-driven tools for bias to ensure your outreach reflects the full richness of your audience.
Train for Resilience and Emotional Intelligence
Effective communication regarding identity, equity, and belonging requires skill. Invest in ongoing training that develops awareness, resilience, and practical tools for navigating complexity with care.
Move from performative to integrated.
DEI cannot be a side project or a seasonal campaign. By 2025, it must be integrated into leadership, strategy, customer experience, and daily conversation. Authentic inclusion is built from the inside out.
Final Word
Diversity in communication is not a trend; it is here to stay. It involves building trust, creating opportunities, and establishing connection systems that endure even during uncertain times.
Inclusive communication fosters stronger teams, better decisions, deeper trust, and a lasting impact. The question for communicators in 2025 is not whether to continue advocating for inclusion but how to do so smarter, stronger, and more courageously than ever.
References:
Murray, C. (2025, April 11). Here are all the companies rolling back DEI programs. Forbes. https://www.forbes.com/sites/conormurray/2025/04/11/ibm-reportedly-walks-back-diversity-policies-citing-inherent-tensions-here-are-all-the-companies-rolling-back-dei-programs/
Trump, D. J. (2025, January 29). Executive Order 14151: Ending radical and wasteful government DEI programs and preferencing. Federal Register. https://www.federalregister.gov/documents/2025/01/29/2025-01953
Trump, D. J. (2025, January 31). Executive Order 14173: Ending illegal discrimination and restoring merit-based opportunity. Federal Register. https://www.federalregister.gov/documents/2025/01/31/2025-02097
