Navigating the multifaceted landscape of diversity and inclusion, businesses are actively rewriting the rulebook to foster a more equitable environment. This article delves into compelling real-world examples, enriched by the expertise of seasoned professionals who have made significant strides in the field. From gender balance to the value of human translators, explore the tangible strategies that are setting new standards for diversity and inclusion in the workplace.
- Promoting Gender Balance in Marketing Imagery
- Multilingual Support Enhances Family Engagement
- Tailoring Coaching to Cultural Backgrounds
- Bilingual Communication Builds Community Trust
- Human Translators Improve Campaign Authenticity
- Rejecting Tokenistic DEI Approaches
Promoting Gender Balance in Marketing Imagery
As a C-Suite job board serving many C-level candidates and clients, it’s essential that we present ourselves as inclusive—for the better of boardrooms and companies as a whole. With female representation in the boardroom often being a topic of debate, we’re mindful that we need to strike a balance with the images and language we serve on our website and social media platforms so as not to exclude or alienate audiences.
While in the western world there are more male CEOs than female, there could be a tendency to weight our marketing imagery more to men. In other markets, targeting communications towards your key audience is normally perfectly acceptable, but when it comes to recruitment and leadership, this puts fuel on an already blazing fire.
However, we make a conscious effort to have an even split of male and female business leaders in our marketing graphics. Similarly with ethnic minorities. The result has led to a healthy weighting of male to female ratios when it comes to account sign-ups and resume uploads, and ultimately, more diverse leaders being placed into roles.
In our earlier days we ran a LinkedIn advertisement that depicted a male CEO with the heading, “Are CEOs born or made?” We also ran a second version with a female leader in the graphic. The male version drew negative comments from females in the recruiter market, one commenter said, “We get it, male CEOs are more likely to succeed because they are born male.” The female version received no negative engagement.
This hit our social media team hard and since then we’ve continued to mix up our genders and ethnic backgrounds in our marketing imagery to promote diversity and inclusion and the result has been positive, looking at the online engagement and the variety of candidates and backgrounds uploading their resumes and apply for leadership roles on a daily basis.
Simon Fabb
Founder / CMO, ChiefJobs.com
Multilingual Support Enhances Family Engagement
Diversity and inclusion are at the center of how we engage with and serve our families and students. Serving active learners from every continent, it’s conscious that this diversity must be reflected in its external communications and interactions.
One important addition would be our capability and concern for multilingual support, meaning the admissions manager who can speak a number of languages professionally, hence helping to connect with us and the family coming from different cultural and linguistic backgrounds more effectively, which lets them feel seen, understood, and supported from the very first interaction.
We also want to highlight some stories of student success, meaning the diversity of the learners we serve. One that came to my attention lately is students who come from traditional settings and adapt incredibly well to our program. This serves as an example of how flexibility caters to different needs in learning and to personal situations.
That has really been the difference. The families often let us know how impressed they are with what they see, not only in our communication but by the way we approach them face-to-face. It means there is a sense of belonging, and it’s something on which one could build trust—which is invaluable in building relationships.
Vasilii Kiselev
CEO & Co-Founder, Legacy Online School
Tailoring Coaching to Cultural Backgrounds
One of the ways my business promotes diversity and inclusion in external communications is by tailoring our coaching approach to honor the cultural, personal, and professional backgrounds of our clients. For example, when working with business owners in the UAE, I recognized the importance of aligning my strategies with local customs and values. This involved extensive research and direct engagement with Emirati entrepreneurs to truly understand their challenges, goals, and the dynamics of their market.
In the US, I’ve adapted my approach to address diversity in leadership styles and the increasing focus on inclusive workplaces, which has become a central part of modern business strategy. My background, including my MBA in finance and years of experience across Australia, the UAE, and the US, equipped me with the skills to identify these nuances and ensure that every interaction—whether through coaching, content creation, or public speaking—reflects respect and inclusivity.
The impact of this has been profound. By prioritizing inclusivity in external communications, I’ve seen a significant improvement in the trust and rapport I build with clients. Many clients feel seen and valued because they know their unique perspectives are respected and factored into the coaching process.
This approach has not only led to successful business transformations but has also generated a growing community of clients who advocate for my services globally. It’s also helped strengthen the businesses I work with, as they adopt similar inclusive practices within their own customer bases, which often results in increased customer loyalty and engagement. Diversity and inclusion aren’t just buzzwords for me; they’re principles that shape how I communicate, interact, and deliver results.
Ronald Osborne
Founder, Ronald Osborne Business Coach
Bilingual Communication Builds Community Trust
Promoting diversity and inclusion begins with how we communicate and engage with our community. One example that stands out is how we actively ensure bilingual communication in both English and Spanish to better serve the diverse population in the Dallas-Fort Worth area. As someone who grew up in Houston and worked alongside my father in this industry from a young age, I saw firsthand how important it is to connect with people from all backgrounds. My qualifications as a certified arborist and TRAQ certification allow me to approach each project with professionalism and expertise, but it is our ability to make every client feel understood and valued regardless of language or cultural background that truly sets us apart. Whether it is explaining the nuances of tree health in Spanish to a first-time homeowner or providing clear and detailed proposals in English, our approach has fostered trust, inclusivity, and repeat business.
The impact has been significant. By embracing diversity in our customer interactions, we have built a reputation as a company that genuinely cares about the people we serve, not just the services we provide. Clients often express gratitude for the clarity and respect we offer, which has led to countless referrals and long-term relationships across a wide range of communities. This approach has not only strengthened our customer base but also reinforced the idea that good service is universal, no matter who you are or where you come from. Our success over the past 20 years is proof that inclusivity is not just the right thing to do, it is also a foundation for sustainable growth in any business.
Amaury Ponce
Business Owner, Ponce Tree Services
Human Translators Improve Campaign Authenticity
One of our most impactful initiatives has been adding a “human translator” layer to our digital brand communications—in other words, we partner with members of underrepresented communities to translate our campaigns into authentically local messages, not just literal text conversions.
For example, when rolling out our new product in multiple languages, instead of relying solely on AI translations, we brought in a group of bilingual customers and cultural advisors to adapt the content. Their role went beyond just language accuracy: they also suggested culturally resonant visuals, stories, and social references that made our campaigns more relatable and inclusive.
What’s different here is the human feedback loop we’ve created: every time we do this, our translators share insights about cultural nuances that even the best machine-learning models tend to overlook. As a result, our external communications feel more like genuine dialogues—customers see themselves represented, and that’s driving higher engagement and trust.
We’ve noticed a measurable impact, with more than a 30% increase in click-through rates and positive social media sentiment in communities that previously felt overlooked. This approach isn’t just about speaking multiple languages; it’s about speaking to people’s true selves and acknowledging their cultural identities in a meaningful way.
Derek Pankaew
CEO & Founder, Listening.com
Rejecting Tokenistic DEI Approaches
I advocate for DEI management as a business strategy that cuts costs and drives growth. Companies have saved millions by reducing turnover and generated billions in revenue by leveraging authentic DEI management practices. What I reject is the hollow, virtue-signaling, tokenistic DEI PR approach some companies like Meta have taken, which they are now ending. Good riddance.
Joseph Santana
CEO, Joseph Santana LLC