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In corporate communication, there have always been pitfalls that should not be stepped into. And diverse and inclusive communication in particular offers some stumbling blocks. But gendering or representing different perspectives reflect society. And companies that close their minds to this have to reckon with a s***storm. Diverse and inclusive communication encourages creativity and can catapult a company into the media spotlight. We have collected three tips for inclusive communication for you.

1. storytelling made easy: let people have their say who often don't get a hearing.

A Core element of good storytelling are extraordinary stories and sometimes a story comes from the mouth of a person you would not expect at first glance. Nowadays, anyone who has a message that needs to be proclaimed can make it "simply diverse" by letting people have their say who often do not get a hearing in this context. In this way, we automatically promote our creativity, as we have to imagine ourselves in completely new roles. You can ask children about adult issues, have Buddhists evaluate events in Christianity, or have staff make an evaluation of the new board.

2. linguistic innovation: opportunities in change

Our language is constantly evolving - it is a mirror of our society. As a company, you should use new language elements to address individual groups directly or no longer exclude them. With a few simple adjustments, you can send a positive signal in speech and writing:

  • Gender: Avoid using the masculine form for all genders (generic masculine) and use the masculine and feminine forms equally. Who you name first is of secondary importance. Sometimes a gender-neutral formulation can also help.
  • Disability: Generally formulated in a positive way: inclusive language shows possibilities and does not focus on limitations. In this way, people, their role and their needs come to the fore. So instead of talking about "care case" or "disability-friendly", you should talk about "people with assistance needs" and "barrier-free".
  • Sexual orientation and national origin: Think fundamentally about how important sexual orientation, national affiliation or skin colour is in the context of your message and avoid stereotypes and generalisations.

3. expressing diversity in images

In a world full of images, our subconscious decides within seconds how much we feel picked up by an image - and accordingly are eager to buy. More than ever, consumers want to feel represented by companies. Therefore, diversity must also find its place in the visual language of a company. And nowadays, it is no longer enough to simply depict a woman in a leadership position. It is best to banish all forms of stereotypes from visual communication. It must reflect diversity (gender, skin colour, age, etc.). It is important to consider not only who is in pictures, but how the people are depicted (Which person is in the foreground in the picture? Is a typical distribution of roles depicted?).

With more diverse and inclusive communication, companies can proactively project a positive image to the outside world and attract new customer groups. What must not be forgotten, however, is that diversity and inclusion must be authentic and must run through all channels - internal and external. Today, consumers notice more quickly than ever if communication is not meant seriously.

Our mission for more diversity in communication

Swiss Diversity is committed to more diversity and better inclusion in Switzerland. We are also committed to this goal and work together with the platform to make the organisation's messages and measures known to a broad public. To kick off the cooperation, Ferris signed the "Declaration of Diversity and Inclusion in Switzerland", which was developed on Monday, 21 March, in a workshop in Bern with around thirty participants. We are excited to see how we can continue to shape Switzerland as a place of diversity within the framework of this cooperation!

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