In today’s evolving corporate landscape, diversity and inclusion (D&I) are not just checkboxes, but fundamental elements of an organisations success.
Research supports this. For example, Professors Samia Belaounia, Ran Tao, and Hong Zhao from NEOMA Business School found that firms with higher female board representation exhibit higher overall performance.
The researchers found that this is even stronger in countries with greater gender equality, such as those in Scandinavia, where female directors’ presence significantly improves board efficiency.
However, simply having D&I initiatives is not enough—how an organisation communicates them is equally important. Effective communication fosters trust, engagement, and genuine progress.
This is even more crucial during today’s hostile political climate. In America under Trumps new administration, D&I policies are being removed within organisations. This is why it is more important than ever to continue championing D&I in your business school, to encourage it at every level, and to not let the backlash diminish previous progressive efforts.
As such, here’s how business schools can successfully share D&I strengths in today’s world.
Continue to be authentic
Those within the higher education community and beyond can quickly spot performative actions. Therefore, when communicating D&I policies and initiatives, avoid generic statements and instead communicate real commitments backed by measurable actions. Highlight concrete steps your school is taking and provide evidence of progress.
Business School leaders must speak out
When leaders within your business school such as Deans and senior faculty members actively participate in D&I conversations, it sends a powerful message. Leaders should openly discuss why diversity and inclusion matter, share personal experiences, and demonstrate their commitment. They could talk about programmes at the school that have a focus on D&I, workshops and events that encourage inclusion in the community, and other actions that their school is taking to show their commitment to diversity.
Use inclusive language in your communications
Language matters, and when communicating to your business school community the language used should be thoughtful, respectful, and representative of diverse identities. Avoid jargon or terminology that may exclude or alienate certain groups. Instead, opt for words that reflect openness and respect for all communities.
Engage everyone in the conversation
Internal communication is just as crucial as external messaging. Involving everyone in conversations and decision making is so important to create a culture where everyone feels included.
Encourage employee participation through open forums, feedback channels, and resource groups. Showcasing diverse voices within the company empowers employees to be active contributors to change.
Highlight real stories in the media for impact
Sharing research is important, as is sharing news about programmes and rankings success. But as well as this, sharing personal, real-life stories can bring D&I efforts to life. Pitching to the media student and alumni who have benefited from inclusion initiatives at business school is an engaging way to show how your school is committed to D&I, and how it’s having a positive impact. People remember stories, and a compelling interview or article will leave a long-term impression.
If you merge D&I within the ethos of your school, tell people about it
D&I should not be seen as a separate initiative, but rather integrated into the business schools overall ethos, mission and strategy. Therefore, it’s important to communicate how diversity and inclusion contributes to your schools innovation, employee satisfaction, and success. When D&I is embedded into the company’s core values, it resonates more deeply with all stakeholders.
Be proud of your diversity and inclusion - showcase why it matters and how it’s making an impact. Publicly sharing updates on your commitments builds trust and shows that your school is dedicated to continuous improvement.
Effectively communicating diversity and inclusion initiatives is more than just words—it’s about action, authenticity, and ongoing engagement. By taking a thoughtful, transparent, and strategic approach, your business school can create a culture of belonging that benefits faculty, students, and alumni.
In today’s world, this is even more crucial. Despite the changing political climate, meaningful communication around D&I is even more essential. Business Schools are hubs of diverse opinions that should be championed, shared, and developed for continued long-term success.
Olivia is experienced in delivering targeted media visibility for her clients through her relationships with key journalists and editors, from important dedicated trade press such as Global Education Times, BusinessBecause, HR Director and Finance Monthly to major international media like The Financial Times, VICE and Forbes. This helps her to consistently understand trends in the media agenda and effectively capitalise on them for her clients.
