Authenticity & Diversity, Internal Communication for Young Staff

2 – Diversity as a Pillar of Internal Communication

Moving Beyond Tokenism

Diversity in internal communication should transcend mere compliance and instead authentically reflect an organisation’s core values and culture. Young employees increasingly seek workplaces that prioritise diversity and inclusion, recognising the immense value in diverse perspectives and experiences. To many young professionals, diversity is not just an organisational goal but a lived experience that shapes their work environment and personal growth.

Holvino and Ferdman (2022) highlight the dangers of tokenism, where diversity efforts are superficial and fail to capture the richness of diverse perspectives. Tokenism can result in a lack of genuine inclusion and may even alienate the very individuals it aims to support. Nour Nashed, a Cumberland Lodge Fellow (2022), notes that tokenism significantly undermines true diversity, urging organisations to cultivate an inclusive workplace culture that genuinely respects and incorporates diverse voices. This shift from tokenism to authentic inclusion involves recognising diversity as a fundamental aspect of the organisational culture, not just a box to be ticked [Open University].

Young employees prefer companies that demonstrate a genuine commitment to diversity and inclusion, and such companies often attract a wider pool of talented individuals from various backgrounds. By integrating diversity into their communication strategies, organisations can signal their dedication to inclusivity, thus enhancing the overall employee experience. This commitment not only enriches the workplace environment but also drives innovation and creativity by fostering a culture of diverse thought and perspectives. The diverse range of ideas and insights that come from an inclusive workforce can lead to more innovative solutions and a dynamic workplace atmosphere that benefits everyone [National Library of Medicine].

Cultural Representation

For young workers, a diverse workplace means more than just the presence of different ethnicities and genders; it represents an environment where varied voices are heard, respected, and valued. They want their workplace to mirror the diversity of their everyday lives, where cultural representation is evident and celebrated. Incorporating cultural representation in communication efforts is crucial to achieving this goal, as it involves highlighting diverse employee stories, showcasing cultural events, and promoting initiatives that celebrate diversity. By doing so, organisations validate employees’ experiences, fostering a sense of belonging and engagement that enhances their connection to the company.

Ferdman and Deane (2014) argue that sharing diverse stories and ideas within organisations helps young employees feel included and valued. This sense of belonging can significantly enhance their performance and creativity, leading to a more productive and harmonious workplace. When employees see their identities and experiences reflected in the workplace culture, they are more likely to feel engaged and motivated. This cultural validation not only improves individual performance but also contributes to a more cohesive organisational identity [5].

To achieve genuine cultural representation, organisations must actively seek and showcase diverse voices in their internal communications. This may involve creating platforms for employees to share their stories, recognising cultural achievements, and ensuring that communication materials reflect a wide array of backgrounds and perspectives. By embracing this approach, companies can build a workplace that truly values diversity, paving the way for a more inclusive and innovative future [Hofhuis et al 2024].

Creating a Culture of Continuous Learning

Younger employees thrive in environments that encourage continuous learning and professional growth. Organizations should invest in developing programs that cater to this need, enabling young staff to expand their skills and knowledge.

Learning and Development Programs

• Skill Enhancement: Offering training programs and workshops that focus on skill enhancement aligns with the desires of Millennials and Gen Z to continuously grow and learn.
• Career Advancement Opportunities: Providing clear pathways for career advancement and development helps young employees envision a future within the organization, increasing their engagement and loyalty.
• Mentorship and Coaching: Implementing mentorship and coaching initiatives allows young employees to learn from experienced colleagues, fostering a collaborative learning environment.

Building an Inclusive Workplace Culture

Fostering an inclusive workplace culture is key to attracting and retaining young talent. Companies must prioritize initiatives that promote diversity, equity, and inclusion, creating a welcoming environment for all employees.

Inclusive Practices

• Celebrating Cultural Events: Highlighting cultural events and holidays within the organization acknowledges and celebrates the diverse backgrounds of employees.
• Employee Resource Groups: Encouraging the formation of employee resource groups (ERGs) allows young staff to connect with peers who share similar interests and experiences.
• Inclusive Leadership: Training leaders to be inclusive and empathetic ensures that diversity and inclusion are embedded in the organization’s culture and decision-making processes.