External communications and data transparency

Public-facing communications should be inclusive, complement real actions, represent the workplace honestly, and be supported by transparently shared data and benchmarks (e.g. regarding diversity), otherwise the organization risks pushing away potential hires and diminishing employee trust.

How external messaging and transparency can advance dignity

Public facing communications should be dignity and inclusion-focused, complement real actions being taken organizationally, be honest in their representation of the workplace, and be supported with data and benchmarks (such as around diversity) that are shared transparently. Failing to visibly showcase organizational commitments, actions and goals around dignity-related matters both pushes away potential hires and degrades employee trust about the values that underlie such matters.

The key organizational functions that play a role

  • Operations

  • Events

  • Community affairs/foundation/philanthropy

  • Communications and marketing teams

  • Policy/legal

  • Executive/senior leadership teams

  • HR/people analytics teams

  • Inclusion and diversity teams

What the organization can do: Actions

1. Use public-facing communications to advance transparency, diversity, and other dignity-related commitments.

2. Transparently share data relating to workforce diversity and inclusion or other dignity drivers.

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