Inclusion networks have certainly grown up from the early days when they were conceived of as essentially support groups.
Nowadays, the groups often provide forums for education, celebration, and community, and they also support important initiatives, like recruiting and business development— all critical functions that will lead to systemic change in the years to come.
Still, many companies and law firms underutilize their inclusion networks, siloing their activities and limiting impact. When we work with clients, we encourage them to bring inclusion groups into operations and communications projects so that more representation happens at the strategy level, not just execution. Here are some examples:
1. Preview new organizational policies to flag any equity issues or unintended consequences that might affect certain groups.
2. Participate in the development of external facing communications campaigns can spark more inclusive, creative concepts. A final review of messaging and representation well before launch is a last check on bias.
3. Advise on public relations responses to current or market-specific events. Listening sessions and feedback loops can show commitment to learning and develop capacity for nuance.
4. Promote inclusion group leaders as surrogates for senior management at public-facing events to increase their experience and exposure.
Creating more opportunities for inclusion networks and their members to participate in strategic, firm-wide initiatives increases their influence and supports tangible, visible changes in leadership and day-to-day business.
Check out our DEI repost here
Three Furies is a certified woman-owned business, brand, and content strategy agency with deep experience in the legal marketing sector, including digital marketing analysis, brand and digital design, communications strategy, and advertising campaigns.