I received the email from HR about the mandatory DEI workshop — and groaned. At the globally ranked business school where I worked part-time, urgent tasks awaited: grading two sets of executive MBA scripts. I didn’t have time for what I thought would be an inconvenience.
Unexpectedly, that workshop would reshape my understanding of what truly drives inclusion. It would also lead me to develop a simple yet powerful communication framework that every leader should use.
Across regions, DEI initiatives are gaining momentum as workplaces demand equity and fairness. And the systematic disadvantages minorities face should not be brushed away. Still, for me, sacrificing a whole workday to the workshop seemed excessive.
Or so I thought.
But the excellent DEI practitioner, Ms C, challenged my assumptions. She brought deep DEI expertise and the capacity to tailor global best practices to the unique values and culture of the business school. Her nuanced, context-aware approach elevated the entire workshop.
As the day progressed, I could clearly see how inclusive communication served as a natural anchor, not only for DEI considerations but also for leadership effectiveness.
Why DEI Matters Globally
The business case for DEI in organisations is well-documented. For example, McKinsey research revealed that organisations that prioritised ethnic and cultural diversity outperformed others by 36 per cent in profitability, and executive teams with 30 per cent women were more likely to outperform those with fewer women.
But for those DEI results to become embedded in the workplace where they yield results, leaders must commit to one mindset shift:
They must integrate inclusive communication strategies in their arsenal and view them as a strategic pillar in their effectiveness, not a good-to-have fad.
Even the best DEI programmes fail when the communication is weak.
So, here’s what to note:
Inclusive communication is not just a DEI tool — it is a leader’s superpower that inspires action and drives impact.
Inclusive communication isn’t just a DEI tool — it’s a leader’s superpower that inspires action and drives impact.
– LUCILLE OSSAI
What Inclusive Communication Should Entail
Of all the definitions of inclusive communication available online, including insightful submissions in this Forbes article, Ms C, the DEI facilitator, outlined three key traits. Her approach sparked a reflection that led me to adapt it into the CoReC Pillars™ of Inclusive Communication — a practical system that leaders can use immediately.
This system entails:
- Messaging that is Context-specific
- Messaging that is Respectful
- Messaging that is Clear
Why Leaders Should Adopt the CoReC Pillars™ of Inclusive Communication
In this system, each pillar reinforces the next to create a seamless delivery.
So, context sets the stage, respect ensures engagement, and clarity drives action. Together, they create communication that influences and converts.
Here’s how it works:
Context-specific messaging
Delivered in Respectful language (across nonverbal, verbal, and written contexts)
Ensures Clarity
Leads to positive outcomes
Now, let’s examine each pillar.
1) The Messaging Should Be Context-Specific
Tailor your communication to the situation
This is how context-specific messaging works in practice:
First, prioritise specificity, which ensures relevance.
Second, know your audience so that you can tailor your message accordingly.
Finally, focus on the message itself and the context to which it applies.
Compare the two scenarios below:
Scenario A (Inclusivity-poor and context-vague)
For a seamless migration to the new HR software, experienced staff are advised to upgrade to the latest version this week.
Immediate questions that will be asked:
Staff such as…? From which department?
Why should we comply? And what happens if we don’t?
When this week?
Scenario B (Inclusivity-rich and context-specific)
For a seamless migration to the new HR software, we’re implementing the phased approach below to ensure all departments are represented:
Phase 1: All staff in HR and IT should kindly migrate their department’s folders to x by y deadline.
Stage 2: All staff from the departments listed below should migrate their folders to x by the dates supplied
Operations…
Administration…
Sales, etc.
Please adhere to your department’s migration deadline before the 25th to enable the prompt payment of salaries.
With Scenario B, the messaging is context-specific, and the communication is inclusive (‘…all departments are represented’ and ‘…all staff’).
A bonus is a time-sensitive call to action that subtly highlights the consequence of inaction (e.g., delay in receiving your salary).
Context-specific communication eliminates confusion that causes apathy.
2) The Messaging Should be Respectful
Communicate with respect and dignity
Respectful communication reinforces psychological safety and coaxes engagement.
A critical facet of inclusive communication is ensuring that the messaging is professional and the tone is respectful.
A brash tone or insensitive message alienates. Whether it’s your unprofessional email tone or your biting remarks when chastising your team, being inconsiderate can reduce morale, trigger disengagement, and lead to poor performance.
Expressions of respect may differ by country, but the need for respectful communication remains a wise business decision. Inclusive leaders, therefore, ensure that their communication affirms dignity at every level.
Across regions, work teams need to feel safe and empowered to share their opinions, take risks, and disagree with leadership without the fear of reprisal.
Therefore, it’s unsurprising that much is said about the positive impact of psychological safety. Moreover, the Boston Consulting Group explains that psychological safety acts as an ‘equaliser’ — helping diverse and disadvantaged employee groups to achieve the same levels of workplace satisfaction as their more advantaged colleagues (which in turn leads to engagement and improved bottom-line indicators).
And respectful communication is key to ensuring the desired behaviours ‘stick’. It creates the psychological safety that enables people to feel part of a community and to work towards a shared goal.
As a leader, your respectful communication coaxes trust and upholds the dignity of people. When they feel respected and valued, they’re more likely to support you.
Polite communication, even when you disagree, is also a hallmark of inclusive communication.
Cases in point:
Thank you for sharing your point/perspective. In this context, here’s why we should consider x.
What I hear you say is y. Based on what we’ve learned so far, z would be a better option.
I understand your concern/frustration. Next time, we will do things differently. This is how we should proceed…
Ensuring your communication is respectful doesn’t diminish your leadership effectiveness. On the contrary, it fosters trust and creates an inclusive environment where people thrive — thereby reducing churn and nurturing innovation.
3) The Messaging Should Be Clear
Make your intentions unambiguous
Clear messaging accelerates action.
Clarity is one of the three ‘beacons’ of effective communication that I coined years ago on this blog.
As a leader, your message must be clear and contain a call to action (CTA) — what you want the audience to know, feel, or do — without which your message won’t be actionable.
Note the difference between the two messages to the management board members below:
Example A (Implied CTA + moderate rationale)
The data is troubling. We’re losing revenue and goodwill. Your recommendations are welcome.
Example B (Explicit CTA + strong rationale + timeline)
The data is troubling. We’re losing revenue and goodwill. Let’s urgently plug the leak and rebuild trust. Please share your recommendations on the way forward by 11 a.m. tomorrow. In our 1 p.m. meeting that day, we’d strategise and approve the action to take.
When your message is clear, it dispels ambiguity that can stall execution. For leaders, execution speed is a differentiator.
Conclusion
Remember:
Context-specific messaging sets the stage, respectful communication sustains engagement, and clear content drives action — the CoReC Pillars™ in motion.
So, just as Ms C stressed the importance of inclusive communication at that DEI workshop, I’m reiterating the one thing leaders should note about inclusive communication:
Become intentional about the context, tone, and messaging. They reinforce the culture of DEI and create a psychologically safe environment.
As a result, you position yourself as a trustworthy leader whom people will support.
Your legacy as a leader lies in how consistently you use inclusive communication to inspire action and lead with impact — not in ticking shiny DEI boxes.
Note:
The Global 4-Domain Communication Skills Rating Tool™ is in beta and will remain dark until its public launch in 2026.
In the meantime, please email Lucille@LucilleOssai.com if you’d like me to speak at your event or design and deliver communication coaching and training programmes for your organisation.
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N.B: First image is courtesy of Markus Winkler via Pixabay. Second and third images are courtesy of Gerd Altmann via Pixabay.