{"id":208,"date":"2022-07-19T16:00:06","date_gmt":"2022-07-19T16:00:06","guid":{"rendered":"https:\/\/theconsciouscommunicatorbook.com\/landing-page-1-cloned-at-2022-08-01-153054\/"},"modified":"2022-08-17T14:08:27","modified_gmt":"2022-08-17T14:08:27","slug":"landing-page-2","status":"publish","type":"page","link":"https:\/\/theconsciouscommunicatorbook.com\/landing-page-2\/","title":{"rendered":"Landing Page 2"},"content":{"rendered":"
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Words can hurt, or they can heal<\/h2><\/div><\/div><\/div>
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Language has the power to cultivate mutual respect among co-workers. Developing a process that supports unity instead of division should be a priority.
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Here's how
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Let's dismantle, not reinforce, the status quo<\/h2><\/div><\/div><\/div>

Words are not to be weaponized \u2014 language that\u2019s inclusive avoids stereotypes, subtle discrimination, and judgment<\/p>

But without the right process in place, you risk losing opportunities to be inclusive in your daily work.<\/p>

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Your DEI strategy is executed at every layer of the organization<\/h2><\/div><\/div><\/div>

Enrolling all employees into these efforts is what makes them effective<\/p>

From the CEO and external stakeholders to middle managers, your DEI program relies on the entire organization\u2019s participation. Creating a process for DEI communications is necessary to equip every person with the power to use their words wisely. <\/p>

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Communicators, you direct DEI implementation<\/h2><\/div><\/div><\/div>

Why? Attitudes and behavior are influenced through language <\/p>

From establishing a code of conduct and creating an employee handbook with HR policies, to directing branding, marketing and sales materials, language and communications set the expectations of how employees will relate to and treat each other.<\/p>

Creating an Inclusive Communications Guide that informs your organization\u2019s experiences, and registers your company\u2019s intent, effort, and accountability is the place to start.<\/p>

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learn how
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Conscious Communicators Before It Was Cool<\/h2><\/div><\/div><\/div>

As a former communicator, Kim has been where you are:<\/b><\/p><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div>

Knowing the challenges \u2014 and wanting to do something about it \u2014 but unsure how to incite intentional DEI communications action.<\/p>

Instead of keeping quiet in fear of saying the wrong thing, or trying to maneuver through DEI from a place of being right, Kim leaned into meeting people where they are and letting them know they can stay that way if they want to grow their careers and have a lasting positive legacy on their teams.. <\/p>

Now, she\u2019s an advocate for systemic change with communicators leading the way. \u201cShock\u201d and \u201csolidarity\u201d aren\u2019t enough \u2014 we\u2019re asking you to become a change agent.<\/span>
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Start here
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What Your Inclusive Communications Guide Needs to Cover
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To actually<\/i> be inclusive<\/h2><\/div><\/div><\/div>

In this guide:<\/h2><\/div><\/div><\/div>
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Why an Inclusive Communications Guide is necessary for the efficacy of your DEI strategy<\/div><\/div><\/div><\/div>
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The do's and don'ts you need to include to help people of different perspectives recognize how their communications impact others<\/div><\/div><\/div><\/div>
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Implications of working at a global company and how to leverage communications for international inclusivity<\/div><\/div><\/div><\/div>
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How language impacts internal and external perception of a company's commitment to inclusion and diversity<\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div><\/div>
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