Management Principle 3

Engage in authentic, inclusive communication

Inclusive communication is both accessible and recognisable for as many people as possible. In other words, an inclusive organisation tailors its internal and external communication (internal emails, presentations, newsletters, social media, etc.) to reflect the similarities that connect people. And it is important that the communication is always authentic. Don’t present the SME as being more diverse or inclusive than it really is.


Tips for authentic, inclusive communication

  • Use ‘inclusive language’ and emphasise what is shared.
  • Base communication as much as possible on the goals and successes people share.
  • Use clear, plain language and avoid culturally coloured metaphors as far as possible.
  • Display the (life philosophy) diversity of your team on the company website and in newsletters, brochures, presentations, and so on.
  • Pay attention to differences, in a sensitive way – celebrate Christmas as well as Ramadan and Eid al-Fitr (the Sugar Festival).

More tips?
Download the publication or attend the webinar for more tips.



A case in point

Fruit Vanhellemont communicates honestly and inclusively

‘We recruit and select new people for their talents and for their worth as individuals, regardless of nationality, race, colour, etc. We’ve been doing this for more than 15 years and as a result have a diverse workforce. This diversity is clearly visible in both our internal and external communication. ‘

Our onboarding brochure is also very simple and accessible. It contains mostly pictures with short, clear explanations, in plain language.’


a talk with

Hanan Challouki

Inclusive communication specialist, founder of Inclusified and author of ‘Inclusive Communication’.

According to Hanan, every SME should communicate inclusively, because this also helps in reaching diverse target groups more efficiently.

‘Try to approach life philosophy issues in your communication as inclusively as possible. Mention, for example, that employees have the right to take breaks and that they can use this time as they like. Don’t focus purely on ‘permission to pray on the shop floor’. By separating the matter from life philosophy issues or a specific request, you open up the subject and create more understanding among all employees.’

Take reality into account

‘If you have significant philosophical diversity in your workplace, acknowledge this in your communication and policy. And avoid stereotyping. Everyone practices differently, is differently made up, and experiences religion differently. Groups are not homogenous. Make this noticeable in your language and communication.’

More insights on inclusion, from this expert?

Read the full interview


Tools to boost inclusive communication

Recruit, select and onboard inclusively

Strengthen inclusive competencies and broaden knowledge

Recruit, select and onboard inclusively

Strengthen inclusive competencies and broaden knowledge