Navigating the evolving landscape of Diversity, Equity, and Inclusion (DEI) and external communications can be challenging for organizations. We sat down with NYC Pride's Chris Piedmont, Kevin Kilbride, and Matthew Şenız-Cheng for an exclusive panel discussion to explore how brands can show up with purpose and authenticity, even in challenging times. Keep reading to discover some of our key takeaways from the discussion. 

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Actions Speak Louder Than Words

• Year-Round Support is Crucial: Brands should aim to show support for the LGBTQI+ community beyond Pride Month. Year-round initiatives demonstrate a deeper commitment to the community.
• "Call In" Not "Call Out": When navigating negative press or challenges, New York City Pride aims to "call in" companies rather than "call out". This means maintaining a dialogue and providing space for brand partners, even with disagreements on certain positions, to continue fostering brand support.
• Focus on Impactful Actions: Instead of just writing a check, consider how your organization's resources can genuinely support the community. This could include in-kind support, donating products, or providing expertise.

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Managing Strategic Communication in a Volatile Media Landscape

• Proactive Planning for Pushback: In the current climate, it's essential to anticipate and plan for potential backlash to DEI initiatives. Resources like GLAAD can help organizations prepare for marketing campaigns and statements.
• Leverage News Cycles: Unexpected media attention, such as a New York Times story, can be an opportunity to launch related campaigns or provide funding updates, effectively shaping the narrative and generating support.
• Empower Spokespeople: Identify subject matter experts within your organization and provide them with thorough preparation and support to communicate authentically and effectively with the media.
• Align with Organizational Values: In times of uncertainty, refer back to your organization's brand, mission, vision, and corporate values. These can serve as a "litmus test" for decision-making and communication strategies, ensuring authenticity and consistency.
• Prioritize Internal Work: External communication is strengthened by internal actions. Ensure HR departments are reviewing policies to support minority employees. This internal work provides a solid foundation for any public messaging and may even create a team of employees willing to advocate for your brand.

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While the current media landscape is volatile, a thoughtful, authentic, and proactive approach to DEI, external and internal communications can lead to meaningful engagement and support.

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Watch the full webinar discussion:

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