The Importance of Both Quiet & Loud DEI Initiatives

I wish I could remember where I saw it, but when I was brainstorming the topics and points I wanted to include in my blog post for this month, the term "quiet leadership," jumped out at me from an article and, while I am sure that how I am applying it here is likely not the way the original author intended, it really resonated with me in terms of how I would describe my approach to EDIB (Equity, Diversity, Inclusion, and Belonging) in the marketing department at Stratford.

Don't get me wrong, when it comes to allyship, it should not be silent and yes, we do some outward-facing work that is important and impactful in our overarching efforts to be a more inclusive and diverse company. For example, we have an EDIB committee that works to make sure we are making progress in our efforts to be a more inclusive and diverse company and to hold us accountable to those initiatives, we host quarterly Communities of Practice for our colleagues, I share recommended reads in our weekly internal newsletter to expand our knowledge and experience different perspectives. What I mean when I say "quiet allyship" is that I think there is real importance in ensuring that allyship exists not only out loud but is embedded in the company itself.

To expand a bit on that before going into the ways that I try to embed our EDIB values into our marketing and internal materials is that there is a crucial difference between loud allyship and the quiet, subtle allyship that exists in the everyday actions of the leadership team.

What I would call "loud" allyship are things such as participating in Pride events or publicly supporting social causes, which are vital for visibly demonstrating commitment to inclusivity. It signals to the world that your company is a safe space for all and stands in solidarity with marginalized communities. However, quiet allyship and quiet leadership are equally important. These are the day-to-day practices and decisions that create a genuinely inclusive culture from within. They are the unspoken, everyday actions that show rather than tell about your commitment to being a workplace where everyone feels seen, valued and respected.

Here are some of the ways that I try to embed our commitment to equity, diversity, inclusion and belonging into our internal marketing materials and processes:

1. Offer Pronoun Options

In our email signature templates we've provided the option to include pronouns. This entirely optional detail is a simple way for colleagues to share their identities comfortably and to prevent unintentional misgendering. 

As a cisgender person, adding my pronouns to my email signature may seem like a small gesture, but by including them, my goal is to help normalize the practice for others in the company and create a safer environment for those who might not otherwise feel comfortable. We've made it optional to respect each individual's choice and mitigate any fear of judgment, discrimination, or feeling forced to 'come out.'

In any templates or documents that include pronouns, we provide non-binary options for individuals to choose from to acknowledge the diverse range of gender identities within our team. By offering non-binary pronoun options, we strive to ensure that all individuals feel seen and represented in our internal communications. 

2. Use Inclusive Language

As we work through updating our existing collateral and resource materials, we are trying to avoid gender-specific terms like "chairman" or "salesman" opting instead for gender-neutral alternatives such as "chairperson" or "salesperson."

In templates, proposals, webinars and client facing deliverables, it's important to be mindful of the language you use to ensure that it reflects the diversity and inclusivity of your team and audience. We are working through

I want to add that clients and peers are an invaluable resource of lived experiences to guide your inclusivity initiatives. I can think of a few instances where we were provided with valuable learning moments during client engagements about terms or practices that our privilege may have unintentionally blinded us to. For example, when presenting a deliverable to a client, they informed us that the term "stakeholder" had problematic roots. We are now working to replace this term with more inclusive language as we find it in our documents.

3. Create Diverse Visuals

When selecting images for presentations, newsletters, or website, we are very intentional to include people of different ages, races, genders, and abilities to ensure everyone can see themselves represented in our materials. Choose visuals that reflect the diversity of your team and audience. 

In another example of incorporating client feedback, during a presentation, a colleague let us know that a client they were working with preferred using images that did not contain people as that was the action they were taking towards inclusivity. As a result, we now have template options that do not include people, not only for when we engage with that particular client, but for anyone who wishes to follow suit in a similar initiative.

4. Be Intentional with Accessibility Options

Make sure documents, presentations, and online content are accessible to everyone. When selecting our fonts and corporate colours, we were mindful of readability and contrast. We are working through our image library to offer alternative text for our website and social images. Accessibility is a crucial part of inclusivity.

In our PowerPoint template, we have instructions on how to check the accessibility of the presentation. This includes guidance on how to check for colour contrast to ensure readability for those with visual impairments, as well as instructions on how to add alt text to images. 

5. Encourage Feedback

Create a safe space for feedback where team members can share their thoughts on inclusivity and suggest improvements. This could be an anonymous suggestion box or regular open forums. Listening to your team shows you value their input and are committed to continuous improvement.

Throughout the tips above, I've shared ways that we have incorporated feedback we have received into those specific practices. It's gratifying to know that we've cultivated relationships with our colleagues and clients where they feel comfortable sharing with us ways that we can be and do better.

Final Thoughts

Quiet leadership isn’t about making grand gestures; it’s about integrating inclusive practices into your daily routine until they become second nature. By implementing these small steps, we can all contribute to a more inclusive and respectful workplace. Allyship starts from within, and together, we can create a space where everyone feels they belong.

Both forms of allyship are essential for indicating that your company is a safe and inclusive space. It’s an ongoing journey where we continuously listen to our clients and peers. This process of listening, learning, and moving forward is integral to fostering an environment where everyone feels valued and respected.

This post is part of our ongoing EDIB Perspectives series offering insights and reflections on equity, diversity, inclusion and belonging (EDIB) topics from a business perspective, brought to you by leaders and colleagues at Stratford. Through this series, we aim to share experiences, challenges, and successes in fostering an inclusive corporate culture. 

With a more personal tone, the goal of these posts is to offer diverse perspectives on how individuals at Stratford authentically live and embody the principles of EDIB in their daily lives and work.