Consistent and reinforced gender equality messages
A communications plan outlining your organisation’s commitment to gender equality and the supporting strategy helps raise awareness and ensures a consistent message is disseminated to the workforce. It also highlights to whom employees should direct any questions and/or concerns.
Ideally, gender equality messages should be integrated into regular business communications, reinforcing why gender equality is important and how it is linked to the organisation’s vision, strategy and performance.
A communications plan should ideally establish:
- the different stakeholder groups and their communication requirements (e.g. leaders, women, managers, employees, directors)
- what information will be communicated, including the level of detail (which may vary for each stakeholder group)
- the format of the communications, such as formal mechanisms (e.g. newsletters, emails, posters) and informal avenues (e.g. updates in team meetings, leaders providing feedback as a part of catch-ups with employees)
- the frequency of the communication
- how any sensitive or confidential information is communicated
- who is responsible for communicating information, including responding to any questions
Questions for reflection: