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I would suggest the creation of an inclusive language manual. The manual should begin with a clear definition of what is meant by inclusive language, explaining why it is important in the workplace. It could include sections on:   - Terms and Phrases to Avoid: a list of potentially offensive or discriminatory expressions, with explanations of why they should be avoided.   - Inclusive Alternatives: suggestions on how to replace exclusive language with more inclusive phrases or words.   - Respect for gender identities: guidelines on how to correctly address people, including the use of appropriate pronouns and respecting individual preferences regarding gender identity.

Ensure messages reflect the company's commitment to diversity and inclusion. Highlight and celebrate different perspectives and voices. Make communication inclusive and accessible to all employees. Encourage open dialogue about diversity and inclusion. Show that diversity is a priority, starting with leadership/senior management.

Championing DEI through executive communications always starts with leading by example. Executives should consistently communicate their commitment to DEI with clear, authentic messaging that reflects the organization’s values. Share specific DEI goals, progress, and initiatives transparently to show it’s a top priority. Use platforms like town halls, newsletters, and videos to highlight diverse voices and success stories, showcasing DEI in action. Encourage open conversations, invite feedback, and listen to concerns, fostering an environment where everyone feels valued. Again, executives must model inclusive behaviours, ensuring their actions align with their words.

D&I have no place in the corporate world. D&I are part of the psycho babble that libs have forced into the lexicon. Your role is singular - make sure that everything you do points toward returning a fair return to your shareholders. That's it! There is no other goal. Hire the best and brightest person for the job regardless of D&I.

Leaders who support diversity and inclusion through executive internal communications should regularly stress these principles in messaging, emphasizing how crucial they are to the success of the company. This can be achieved through presenting narratives that showcase a range of viewpoints, endorsing inclusive programs, and fostering candid conversation. In addition, leaders should show their dedication by tying diversity and inclusion objectives to the organization's vision, recognizing success in this area, and holding themselves accountable by providing open and honest updates on their progress.

Lembrar-se sempre do lugar de fala, se eu não domino uma causa, o primeiro passo é ouvir quem tem vivência no assunto. Assim é possível comunicar com empatia e respeito!

A diversidade vai muito além da contratação de pessoas diversas, é imprescindível que todos se sintam incluídos em seus ambientes de trabalho, tendo um tratamento igualitário onde consigam ter as mesmas oportunidades de crescimento e aperfeiçoamento. Por isso os treinamentos devem ser realizados constantemente, e devem ser ministrados para todos os funcionários e principalmente para a alta liderança, com os treinamentos, é possível desenvolver habilidades e expandir a visão sobre assuntos importantes que devem ser debatidos dentro da empresa, além de combater comportamentos discriminatórios. Um líder bem treinado consegue lidar com as adversidades na empresa, além de criar ambientes seguros para todos.