Last year (was it already a year?), I committed to blogging about Belonging, Diversity, Equity, and Inclusion (BDEI = 52 weeks of BDEI) every week and what an experience it has been! What began as an ambitious commitment to dive deep into the nuances of BDEI has not only been a learning experience but has also provided a foundation for actionable insights that organizations can implement. It laid the groundwork for what comes next.
52 weeks of discovery
Throughout this journey, the Good Comms blog delved into topics such as the art of inclusive communication, strategies for designing effective BDEI programs, and the global ripple effects of political events on diversity efforts. It also highlighted the challenges organizations face when embedding BDEI into their workplace culture and how consistent, intentional engagement can transform sporadic efforts into meaningful change.
Each post was a small building block contributing to a larger structure: a framework for understanding how BDEI can evolve from buzzwords to measurable and impactful workplace practices.
The biggest discovery: the ALLIES framework
Perhaps the most significant milestone in this journey was the creation of the ALLIES framework. ALLIES—standing for Accessibility, Language, Live sessions, Imagery, Engagement, and Stories—emerged as a holistic tool to guide organizations in making their communication and leadership practices more inclusive.
The framework became a cornerstone for understanding how each aspect of communication impacts inclusion. It’s a reminder that the power of inclusion often lies in the small, overlooked details: the imagery used in campaigns, the words chosen in a message, and the accessibility of communication platforms. And not unimportant, that communication, inclusive communication is much more than gender-neutral language! Communication, to be effective, must be seen using a holistic lens.
The role of inclusive leadership
As the year progressed, another truth became increasingly clear: BDEI efforts can only thrive with inclusive leadership at the helm. Leaders play a pivotal role in setting the tone, modeling inclusive behaviors, and ensuring that equity is not just a goal but an integral part of the organization’s DNA. They are the culture drivers of an organization!
Inclusive leadership isn’t about perfection. It’s about creating brave spaces, amplifying diverse voices, and being intentional in addressing systemic inequities. It requires emotional intelligence, vulnerability, and a commitment to listen, learn, and grow. The journey this year underscored that fostering BDEI is not just about programs and policies—it’s about people, and leaders are at the center of this change.
Looking ahead: a focus on inclusive leadership
As we move into a new year, the focus sharpens on inclusive leadership. It’s clear that this is where the greatest potential for transformation lies. It is only appropriate then that this year’s content will explore the actionable steps leaders can take to embed inclusion into their decision-making, behaviors, and team dynamics.
Expect to see a continuation of frameworks like ALLIES and ACES (Authenticity, Care, Empowerment, Support), alongside new tools like BELONG (Brave space, Equity, Listening, Our language, Noticing, Good at repair). These tools will provide leaders with practical guidance on how to create workplaces where everyone feels valued and can thrive.
In other words
2024 revealed the immense potential of inclusive communication and leadership to drive BDEI efforts forward. The ALLIES framework stands as a testament to the impact of thoughtful, inclusive practices, and the focus on inclusive leadership sets the stage for even greater progress in the coming year.
As we step into a new chapter, the message is clear: inclusion starts with leadership. Here’s to a year of leading with intention, courage, and equity in mind. Follow this blog for more!
