Diversity and inclusion presentation: The all-in-one guide

Learn everything you need to know about from planning and delivery to tips for engaging your audience.

Raja Bothra

Building presentations

man preparing diversity and inclusion presentation

Hey there, fellow presenters!

Today, we're diving deep into the world of diversity and inclusion presentations.

Whether you're an experienced presenter or just getting started, this all-in-one guide will equip you with the knowledge and tools to create compelling presentations that promote diversity and inclusion in your organization.

So, let's embark on this enlightening journey together!

What is diversity?

Diversity is more than just a buzzword; it's the beautiful tapestry of differences that make our world unique. In a workplace context, diversity encompasses a wide range of characteristics, including race, gender, ethnicity, background, and more. Embracing diversity means recognizing and valuing these differences, making space for everyone's unique perspectives.

What is inclusion?

Now, let's talk about inclusion. Inclusion goes hand in hand with diversity. It's about creating an environment where everyone feels welcome, respected, and valued. Inclusion means removing barriers and fostering a sense of belonging for all employees, regardless of their background or characteristics.

Benefits and challenges of diversity and inclusion

Now, let's delve deeper into the compelling world of diversity and inclusion, exploring the remarkable benefits they bring to the workplace, as well as the complex challenges that must be addressed. When done right, diversity and inclusion are not just buzzwords; they are powerful tools that can transform your organization in the following ways:

Benefits of diversity and inclusion

  • Improved decision-making: Imagine a team where each member brings a unique perspective to the table. Diverse teams are more likely to consider a wider range of perspectives, leading to more creative and innovative solutions. When individuals from various backgrounds collaborate, they bring fresh ideas and approaches that can revolutionize decision-making.
  • Increased creativity and productivity: Diversity of thought and experience can act as a catalyst for new and better ideas, products, and services. When individuals with different life experiences come together, they spark a synergy that drives creativity and boosts productivity.
  • Stronger business results: Research has repeatedly demonstrated that companies with diverse and inclusive workforces perform better financially. Embracing diversity isn't just a moral imperative; it's also a smart business strategy.
  • Improved employee engagement and satisfaction: Employees are more likely to be engaged and satisfied with their jobs when they feel valued and respected for their unique contributions. Inclusivity fosters an environment where every team member feels heard and appreciated.
  • Reduced turnover: Employees are more likely to stay with a company that values diversity and inclusion. When individuals feel a sense of belonging and see their contributions recognized, they are less likely to seek opportunities elsewhere.
  • Enhanced brand reputation: Companies that are seen as diverse and inclusive are not only attractive to customers but also to potential employees. A reputation for inclusivity can set your organization apart in a competitive job market.

Challenges of diversity and inclusion

However, it's crucial to acknowledge that the path to diversity and inclusion isn't without its obstacles. Some of the challenges include:

  • Unconscious bias: We all have unconscious biases, which can lead to discrimination and exclusion. These biases are often deeply ingrained and require conscious effort to address.
  • Communication barriers: Language and cultural differences can create communication challenges within diverse teams. Effective cross-cultural communication is key to breaking down these barriers.
  • Power dynamics: People from different backgrounds may have varying levels of power and privilege. Navigating these dynamics can be complex and requires a commitment to creating an inclusive environment.
  • Fear of change: Change can be intimidating, and some individuals may resist diversity and inclusion efforts out of fear or discomfort. It's essential to provide education and support to address these concerns.

Overcoming the challenges

To overcome these challenges, organizations can take proactive steps:

  • Provide training and education on unconscious bias: Awareness is the first step towards change. Training programs can help individuals recognize their biases and take steps to mitigate them.
  • Create opportunities for cross-cultural communication and collaboration: Encourage employees to learn from each other and build relationships across different backgrounds. This can foster mutual understanding and respect.
  • Implement policies and procedures that promote equity and inclusion: Diversity recruiting, anti-discrimination policies, and unconscious bias training for managers are just a few examples of measures that can promote equity and inclusion.
  • Create a culture of respect and inclusion: Valuing all employees for their unique contributions and creating a workplace where everyone feels safe and welcome is at the core of diversity and inclusion efforts.

By understanding both the remarkable benefits and complex challenges of diversity and inclusion, organizations can take concrete steps to create a workplace where everyone has the opportunity to thrive.

How to structure an effective diversity and inclusion presentation

Creating an impactful diversity and inclusion presentation is like sculpting a work of art – it requires careful planning, skill, and a deep understanding of your audience. A well-structured presentation can make all the difference in conveying your message effectively.

Here's a comprehensive breakdown of how to structure your diversity and inclusion presentation, inspired by best practices:

1. Start with a compelling introduction:

Begin with a captivating hook that grabs your audience's attention. Share a real-life story, a compelling statistic, or a thought-provoking quote related to diversity and inclusion. Make your audience curious and eager to learn more.

2. Define key terms:

Clear communication is essential. Start by defining essential terms like diversity, inclusion, equity, and belonging. Ensure that your audience comprehends these concepts from the get-go. Provide real-world examples to illustrate each term.

3. Discuss the benefits of diversity and inclusion:

Delve into the many advantages of embracing diversity and inclusion in the workplace. Explain how diverse teams lead to improved decision-making, increased creativity, heightened productivity, and enhanced financial performance. Use real-life case studies or success stories to underscore your points.

4. Identify the challenges of diversity and inclusion:

Honesty is key when addressing the challenges organizations may face in promoting diversity and inclusion. Acknowledge issues such as unconscious bias, communication barriers, power dynamics, and the fear of change. Relate these challenges to real-world scenarios to make them relatable to your audience.

5. Offer solutions to the challenges:

Transition smoothly from discussing challenges to presenting actionable solutions. Share strategies and best practices that organizations can implement to overcome these obstacles. Emphasize the importance of unconscious bias training, cross-cultural communication, diversity recruiting, and the creation of inclusive policies.

6. End with a compelling call to Action:

Leave a lasting impression by concluding your presentation with a strong call to action. Encourage your audience to take concrete steps towards promoting diversity and inclusion in their workplaces or communities. This could include further education, engagement in diversity initiatives, or supporting organizations dedicated to diversity and inclusion efforts.

When delivering your presentation, remember to incorporate visuals, stories, and real-world examples to engage your audience and make your message memorable. Be prepared to answer questions and be open to feedback. Maintain a respectful and positive tone throughout, avoiding stereotypes or generalizations.

Finally, remain optimistic about the future of diversity and inclusion, and convey that positivity to your audience. By following this structured approach, your diversity and inclusion presentation will undoubtedly make a lasting impact.

Do’s and don'ts on a diversity and inclusion presentation

Now, let's explore some do's and don'ts when creating diversity and inclusion presentations:

  • Embrace diversity in your organization.
  • Celebrate differences and promote acceptance.
  • Value the contribution of every team member.
  • Promote a culture of equality and fairness.
  • Use diverse templates and designs to emphasize your message.

Don't:

  • Use discriminatory language or behavior.
  • Rely on stereotypes.
  • Exclude anyone from the conversation.
  • Neglect to emphasize the value of diversity.
  • Use slang or phrases that may be offensive or exclusionary.

Summarizing key takeaways

  • Diversity includes differences like race and gender.
  • Inclusion fosters a respectful environment.
  • Better decision-making, creativity, and satisfaction.
  • Stronger results and reduced turnover.
  • Unconscious bias and communication barriers.
  • Bias training and inclusive policies.
  • Respect and a culture of inclusion.
  • Start strong, define key terms, discuss benefits and challenges, and end with a call to action.

Inclusivity is not just a checkbox; it's a principle that should be ingrained in every aspect of your organization. When you emphasize diversity and inclusion, you empower your employees to speak clearly and slowly, fostering an environment where everyone can thrive.

1. What should I consider to ensure accessibility for audience members with disabilities?

To ensure your presentation is accessible to all, consider using sufficient contrast in your slides, and you can even use a blindness simulator tool to check. Additionally, avoid flash animations, as they can be problematic for individuals with epilepsy or migraine.

2. How can I eliminate discriminatory behavior in my corporate presentations?

Inclusive leadership plays a vital role in eliminating discriminatory behavior in corporate settings. Leaders should aim for ongoing integration of diversity and inclusion principles into the workplace culture to make a difference.

3. How can I make sure my slides represent a variety of backgrounds and ethnicities?

When crafting your presentation, aim to include images, icons, and charts that are representative of diverse backgrounds and ethnicities. This promotes a more inclusive visual experience.

4. What is the outcome of using inclusive leadership principles in corporate presentations?

The outcome of implementing inclusive leadership in corporate presentations is improved retention and recruitment. Inclusive leaders create an environment where individuals from all backgrounds feel valued and motivated to stay, and this attracts new talent.

Here is a guide on recruitment presentation .

5. Why is it essential to aim for ongoing integration of diversity and inclusion principles in presentations?

Ongoing integration ensures that diversity and inclusion become ingrained in the culture of your organization. This commitment helps to eliminate discriminatory behavior and fosters an environment where everyone can thrive.

Create your diversity and inclusion presentation with Prezent

Now that you're equipped with knowledge and best practices, it's time to take action. Crafting a powerful diversity and inclusion presentation has never been easier with Prezent. In today's world, embracing inclusion isn't just a choice; it's a necessity for organizations to thrive.

By using Prezent to create effective diversity and inclusion presentations, you're not just delivering information; you're promoting a culture of acceptance and innovation. Remember, diversity is our strength, and inclusion is our path to excellence.

So, take the lead, empower your team, and make a meaningful difference!

Signup our Free Trial or book a Demo today with Prezent!

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[Updated 2023] Top 20 Diversity and Inclusion PowerPoint Templates to Celebrate Differences & Drive Innovation!

[Updated 2023] Top 20 Diversity and Inclusion PowerPoint Templates to Celebrate Differences & Drive Innovation!

Deepali Khatri

author-user

Diversity defines the beauty of a nation. What if everyone around you was exactly the same as you, in each and every way? There would be no fun left in your surroundings. We need various new ideas, practices, traditions, views to inspire us and show how others live, eat, celebrate, and love. 

With a world full of diversity, people with differences make a beautiful and strong community. Spread the importance of diversity and inclusion with our readily available Cultural Diversity PowerPoint templates. 

These pre-designed PowerPoint slides will enable you to get exposure and communicate with new people and share new ideas, experiences, and practices. Also, by incorporating the below-shown diversity and inclusion PowerPoint templates, you will be able to attract talent and drive better results in your business organization.

So, let’s have a look at these:

Template 1: Comprehensive Diversity and Inclusion Training Curriculum PPT

Comprehensive diversity and inclusion training curriculum edu ppt

Get this Comprehensive Diversity and Inclusion Training Curriculum

Diversity and Inclusion (D&I) in business is a desirable and socially-progressive way of leaders exhibiting positive intent to make a difference to the community they operate in. Putting D&I in place as a policy matter in your organization, however, requires in-depth knowledge of how to drive and implement it.

To this end, check out our Comprehensive D&I Training Curriculum, which has everything a business leader, a corporate trainer, or a human resources manager needs to address the issue. This hands-on course is packed together in a cogent manner, with practical tips and immaculately-designed training material included. We also highlight how rich D&I means good business. The course offers the entire gamut of topics on D&I that matter, from acknowledging biases to finally developing the competency to frame a policy.

Our Comprehensive Training Curriculum on D&I is divided into eight sessions. These are:

1. Bias Acknowledgement

This module is designed to make participants acknowledge their biases through a series of exercises, questionnaires, and statistics.

2. Stereotype, Prejudice, and Discrimination

We tackle these topics by first defining these and studying their manifestation. Three major preventive measures that minimize discrimination, the behavioral consequence of poor D&I practices, are also discussed.

3. Types of biases

The session helps trainees tackle the 11 types of biases that lower productivity or trap businesses into taking sub-optimal decisions.

4. Reasons behind bias formation

The four-step process of bias formation is explained in detail to identify stages where the trainer may suggest remedial action.

5. Understanding DIBE (Diversity, Inclusion, Belonging, and Equity)

The credo for businesses seeking to achieve excellence is studied, which is that ‘Every individual is provided with similar opportunity to achieve his/her full potential’. We also define D&I Excellence means an equity-minded (not equality-minded) organization.

6. Lack of D&I practices and their impact on business

Misunderstandings related to D&I have a tendency to explode into major issues for businesses that take it lightly. Along with other case studies, a 2018 ‘Racial Incident’ at Starbucks is highlighted to illustrate how quickly matters can escalate.

7. D&I Policy for Inclusive Leadership

In this session, the trainer offers resources to dig deep into Inclusive Leadership and its behavioral manifestation.

8. D&I Policies for Employees and Diversity Council

In today’s online world, the hashtag that businesses have to follow has to be #LeaveNoOneBehind , be it customers or the staff. The learning is that D&I is workable.

All sessions end with key takeaways; discussion questions and questions that measure the conceptual understanding of trainees. You also get Bonus Material in the form of an Appendix of D&I Activity Calendar, Posters, and Mailers.

Template 2: Training Module D&I Types of Bias PPT

Training module diversity and inclusion types of bias edu ppt

Get this D&I Types of Bias PPT

Biases can effect a work culture and the business practices of a company. Use this PPT Template to create an excellent workplace training module on different types of biases. This complete deck is a great training material to teach people how to control their prejudices, adjust their behavior, and monitor their progress. Confirmation bias, affinity bias, beauty bias, conformity bias, gender bias, sexual bias, attribution bias, the halo effect, the horns effect, culture bias, and other forms of biases are discussed in length in this lesson. Each of these biases is presented in length, with relevant workplace examples, to help you avoid a particular prejudice from influencing your decision making. This presentation also includes useful collaterals like as diversity and inclusion posters, mailers, a client proposal template, and so on. Provide a thorough awareness of the many forms of prejudice using this download.

Template 3: Six-Months D&I Initiative Competition Strategy Roadmap

Six months diversity and inclusion initiative competition strategy roadmap

Get this Six Months D&I Initiative Competition Strategy Roadmap

Diversity promotion is the first step towards acceptance. Use this PPT Template to create a six-month DI plan roadmap to enhance ethnic and cultural diversity within your workforce. Let employees in your company to interact with one another and cooperate to improve their comprehension of one another's behavior and activities. This infographic aids in conceptualizing your work plan by providing a full summary of the project, important deliverables, and milestones to be met. This roadmap is an excellent strategic planning tool for articulating process, tracking job progress, and having a clear view of the desired outcome.

Template 4: Intersection at Equity Diversity and Inclusion PPT

Intersection at equity diversity and inclusion creates winning

Get this Intersection at Equity, Diversity and Inclusion PPT

Use this PPT Template to demonstrate the significance of DEI in the workplace for long-term progress. This template aids in creating a positive work environment that takes into account the experiences of cultural diversity in daily life. This graphic is ideal for introducing the team to new individuals, cultures, habits, and traditions while assisting them in developing communication skills with various groups of people. This presentation incorporates diversity and inclusion, strategy, and organization to demonstrate how DEI initiatives may be tailored to departments, demographics, and areas.

Template 5: Training Module D&I Policies for Workforce PPT

Training module diversity and inclusion d and i policies for workforce and diversity council edu ppt

Get this Training Module D&I Policies for Workforce PPT

Organizations looking for shaping up their diversity and inclusion policies can take assistance of this amazingly designed PPT Template. Use this template to introduce a well-defined DI strategy at workplace. It has been observed that companies with diverse teams outperform those having a homogeneous workforce. Devise strategies to drive innovative results within your business organization. Incorporate the PPT slide to acquaint your staff with the benefits of having a diverse talent within your business organization.

Template 6: Diversity and Inclusion Management Dashboard PPT

Diversity and inclusion management diversity and inclusion dashboard

Get this Diversity and Inclusion Management Dashboard PPT

Use this PPT Template to offer a visual picture of your company's existing diversity, equality, and inclusion strategies. This infographic shows a D&I dashboard that covers geography, gender identity, hiring, turnover, and employee ethnicity. Use this template to show key performance indicators (KPIs) that assess the effectiveness of your company's DI plan, such as company demographics, gender pay gap, and corporate culture metrics. Use this download to incorporate a D&I dashboard that encourages company success.

Template 7: Ethnicity Different Skin Colour Together

Ethnicity different skin colour together

Get this Ethnicity Different Skin Colour Together PPT

The above-shown Ethnicity different skin PowerPoint template can be employed to showcase racial equality. Incorporate this professionally curated template at your workplace to make all your employees feel accepted and valued. This can result in higher productivity and lower turnover rates. A strong diversity and inclusion strategy can help your organization attract talent into your organization.

Template 8: Ethnicity Different Hands Together

Ethnicity Different Hands Together

Download this Ready-made Ethnicity Different Hands Together PowerPoint Slide Design

Educate your audience on ethnicity by elucidating the idea and the concept using the above shown creative PowerPoint template. Talk about racial equality for giving equal opportunities to the people of all the races. Most of the US audience believe that countries need to do more to bring racial equality. Encourage people of different races to come together and talk about race, cultural differences, etc. taking the assistance of this ready-made PowerPoint slide. 

Template 9: Ethnicity Different People Collage

Ethnicity Different People Collage

Grab this Ethnicity Different People Collage PPT Template

This PowerPoint slide is a perfect tool to showcase ethnic groups within society. Educators can incorporate this slide to present the culture, race, and ethnic groups of a particular country or entire world. Facilitate collaboration and cooperation by educating people about cultural diversity. Use this ethnic PowerPoint slide to let people know how important cultural diversity for mankind is.

Template 10: Icon Showing Culture Diversity 

Icon Showing Culture Diversity

Grab this Icon Showing Cultural Diversity PowerPoint Template

Prepare yourself to be a part of a global society by employing this ready-to-use cultural diversity icon PowerPoint template. Promote diversity and inclusion in your society and educate students about the types of ethnic groups that exist, including American Indians, Native Hawaiian or Other Pacific Islander, Asian, Black or African American, White, Alaska Native, etc. Incorporate the template to present the ways in which employees can change their behavior to foster racial awareness and inclusion.

Template 11: Ethnicity Different People Standing

Ethnicity Different People Standing

Click here to Download this Ethnicity Different People Standing PowerPoint Template

Bring together people from various backgrounds with different experiences of life who can generate different ideas and perspectives. This will assist in better problem solving as everyone has their own way of viewing the issue. Tackling an issue would be better with multiple interpretations that can be generated, taking the advantage of this readily available PowerPoint template.

Template 12: Hands of All Races Business PPT 

Hands Of All Races Business PowerPoint Background And Template

Click here to Download this Hands of All Races Business PowerPoint Template

The above-shown PowerPoint template depicts the hands of different colors symbolizing people of different colors and races within a community. Incorporate this slide design to showcase how racial equality is good for business. These days companies are placing greater emphasis on diversity and inclusion to strengthen the adaptability of their organization. Make the recruiter understand the value of recruiting diverse employees with the aid of this PowerPoint template.

Template 13: Adjoining Hands Ethnicity Icon

Adjoining Hands Ethnicity Icon

Get this Adjoining Hands Ethnicity Icon PPT Template

The above-shown hands ethnicity PowerPoint template will help you enact change in your organization to deliver business value. Also, this PowerPoint slide will let you guide your workforce such that diversity at your place will help you in outperforming your competitors. It can also be used as a symbol of unity in the organization to motivate the employees to work together to accomplish the goals collectively.

Template 14: Multi-Ethnic Business People Global PPT Template

Multi ethnic Business People Global PowerPoint Templates And PowerPoint Backgrounds

Download this Multi Ethnic Business People PowerPoint Slide Show

Talk about the cultures, lifestyle, and practices of various communities using this PowerPoint template. This PPT template can serve as a great tool to educate students about the lifestyle, eating habits, culture, and practice of different communities. Discuss about physical diversity, linguistic diversity, racial diversity, and religious diversity. Let them be aware that this world is full of diverse people, and this diversity helps in strengthening the community.

Template 15: Ethnicity People Holding Hands

Ethnicity People Holding Hands

Get this Ethnicity People Holding Hands PowerPoint Slide

Get this readily available PowerPoint template to jot down the key benefits individuals receive from being in a multicultural community. Spread the message of unity and strength in diversity with the assistance of this ready-made PowerPoint slide design. Children will learn to recognize the value and self-worth that everyone brings to their community.

Template 16: All Hands Meeting Showing Ethnicity

All Hands Meeting Showing Ethnicity

Click here to Download this Hands Meeting Showing Ethnicity PPT Template

This creative PPT template is perfect to describe that there is no color of unity. Talk about racial equality and give equal opportunity to people of all races. Regardless of the physical traits, everyone should get legal and political equality, and this can be easily presented through this pre-developed colorful diversity PPT slide.  

Template 17: Ethnicity People Joining Hands and Forming Circle

Ethnicity People Joining Hands And Forming Circle

Download this Ethnicity People Joining Hands PowerPoint Template

The above-shown PowerPoint template depicts people of different colors holding each other’s hands, symbolizing unity. Include this slide in the induction process to familiarize your new employees of the diversity in your organization. Talk about teamwork and its results in the productivity of your business organization with this PowerPoint slide show.  

Template 18: People Joining Hands with Hands Ethnicity Icon

People Joining Hands With Hands Ethnicity Icon

Download this People Joining Hands with Hands Ethnicity Icon PowerPoint Template

The above-shown PowerPoint template is a perfect tool for presenting teamwork and unity. Educate your employees towards being more inclusive emphasizing on the advantages of working in an ethnically diverse group. It has been found that 70% of job seekers consider diversity as an important element of the workplace. All these points can be easily highlighted using this slide.

Template 19: Public Relations with Ethnic Diversity All Hand Together Image

Public Relations With Ethnic Diversity All Hand Together Image-

Download this Public Relations With Ethnic Diversity All Hands Together PowerPoint Layout

The above shown amazing ethnicity PowerPoint template displays unity in diversity. Showcase how people from different communities and backgrounds can come together for a single purpose. Introduce your team to the investors by incorporating this ethnicity PowerPoint slide and showcase the diversity of your organization. This can be used as a perfect tool for attracting funds from the stakeholders.   

Template 20: Adjoining Hands Ethnicity Icon with Background

Adjoining Hands Ethnicity Icon With Background-

Click here to get this Adjoining Hands Ethnicity Icon PPT Graphic

Share the secret of strength and unity of your company through this professionally designed adjoining hands ethnicity PowerPoint template. Jot down some tactics for achieving the goals of social equality. Present how workplace equality helps in boosting up the morale of the employees in diverse places, employees get exposed to multiple perspectives, and when these perspectives are combined, they often open up the doors for innovation.

Choose from the above shown diversity and inclusion PowerPoint templates and drive innovative results in your organization.

P.S Check our our guide on Top 10 Course on D&I to sensitize your workforce to embrace Diversity.

FAQs ON DIVERSITY AND INCLUSION

1. w hat is diversity and inclusion.

Diversity and inclusion (D&I) refers to a company's assortment of plans, guidelines, and objectives for creating and fostering an inclusive workplace that attracts a wide range of individuals with diverse cultural backgrounds. Statistics have demonstrated that diverse and inclusive workplaces are safer, happier, and more effective places to work. Employers and workers can benefit from training on how to get along with people from different racial, socioeconomic, and geographic backgrounds, which will boost innovation, creativity, productivity, reputation, engagement, and results.

2. What are the four types of diversity?

  • Internal diversity: Characteristics that are inextricably linked to a person's circumstances of birth and cannot be changed. Examples include physical attributes, gender, race, and ethnicity.
  • External diversity: Characteristics that may be changed to suit a person's preferences. Examples include personal preferences, physical characteristics, citizenship, and education.
  • Organizational diversity : It is also known as functional diversity, refers to individual distinctions resulting from one's place of employment. Examples include job responsibilities, workplace, management position, etc.
  • Worldview Diversity: It evolves with time and people's experiences. Examples include political opinions and moral principles.

3. How to promote diversity and inclusion in the workplace?

a) Be mindful of unconscious prejudice and emphasize the significance of bias management.

b) Encourage pay equity.

c) Create a strategic training plan.

d) Recognize all cultural holidays.

e) Make it simple for your employees to join employee resource groups.

f) Keep changing your teams to stimulate fresh thinking, new connections of concepts, and new methods to issue resolution.

g) Encourage continual input to evaluate corporate policy

Related posts:

  • Top 10 Courses on D&I That Every Organization Should Have All Employees Sign up For
  • A Complete Guide to Diversity & Inclusion Training for Corporate Employees With Training Material Included [Free PDF Attached]
  • Diversity and Inclusion Training: Top 10 Courses to Go From Knowledge to Practice
  • How to Make People Aware of Their Bias?

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Creating Compelling DEI Powerpoint Presentations

Kate Stone

  • Last updated on March 21, 2024

Diversity, Equity, and Inclusion (DEI) are the key elements to creating workplaces that are not only productive but also cordial and creative. This guide is full of insights and tools that will help you communicate DEI principles in the best way possible using PowerPoint, which can be a platform for impact and understanding.

The significance of DEI in the creation of inclusionary workplaces

The importance of DEI in creating welcoming workplaces is manifold: – Enhanced performance and innovation: DEI-oriented companies that become a part of this trend can innovate and outperform their competitors. Diversity in teams offers a range of views, resulting in better decision-making and the ability to innovate. – Attracting and retaining talent: A company with the DEI culture is more likely to get a wider range of candidates and hold the employees who are treated as equal and have their unique contributions valued. That is very important in a fiercely competitive talent market where employees pick the employer with the best DEI policy. – Reflecting and understanding the market: A diverse workforce can more adequately mirror the different demographics of the market and, therefore, better understand and get to know the customer’s preferences and needs. This can thus boost customer satisfaction and loyalty. – Improving employee satisfaction and engagement: The companies that are committed to DEI are most likely to witness an increase in employee morale, satisfaction, and engagement. When people experience respect and a sense of belonging, they are more likely to be motivated and dedicated to the organization’s goals and values.

The ABCs of DEI: the content your slides should include

When crafting a DEI presentation, starting with a solid understanding of the core concepts: Diversity, Equal Opportunity, and Inclusion is crucial. Here’s how to break these down in your slides in a manner that’s both clear and engaging:

  • Diversity: Point out that the variety of human differences within your organization is huge and includes ethnicity, gender, age, national origin, disability, sexual orientation, education, and religion. Include visuals and statistics to demonstrate diversity. This could be illustrated by showing that diverse teams are 87% better at making decisions.
  • Equity: Talk about the difference between equity and equality and how it is necessary to be fair and give access to everyone and opportunity for advancement. Give an example or a case study on how equity practices can lead to a more involved and productive workforce.
  • Inclusion: Tell them that inclusion is about creating an environment where all employees are valued and can make their best contribution and creating a culture where everyone is happy and engaged. Add quotes or testimonials from employees about what the inclusion means to them and how it improves their experience at work.

Tips for engaging presentations

  • Make the language simple and understandable to differentiate your message even for a broad audience.
  • You can use interactive elements like polls, Q&A sessions, and other forms of engagement to make your audience participate actively.
  • Visuals should be diverse – from people to experiences – to portray an accurate image of society.

DEI slide deck construction cards

Development of the DEI slide deck goes beyond just putting the idea into a structured format. It is the art of creating a story that appeals to the audience and makes them take note of the message. Here’s what to include:

Introduction to DEI: Start with the introduction, illustrating the importance of DEI for your organization. Data can be powerful in underscoring the benefits like better performance, innovation, and employee satisfaction.

DEI goals: Specifically, determine the purpose of your DEI initiatives and what your organization aims to achieve with them. Whether it’s ensuring representation at all levels, improving equity in promotion practices, or creating a more inclusive workplace culture, these should be specific and measurable goals.

Benefits of DEI: Incorporate slides to explain how DEI promotes employee well-being and contributes to the organization’s success. Use studies and statistics showing how DEI leads to positive organizational results, like higher revenue and better decision-making. Examples of inclusive practices: Illustrate by giving instances that occurred in your organization or from other companies. This could include mentorship programs, prejudice training, or a flexible work regime. DEI action plan: Give your organization’s DEI goals in detail and say what steps are taken or planned for their achievement. Thus, it may include the timelines, specific initiatives, and who is responsible for them.

Designing inclusive slides

–  Provide adequate information for all people, including those with disabilities, by making your slides accessible. Select large, clear fonts, high-contrast colors, and alt text for images. – Language should be inclusive and understandable to all, without the use of jargon that might confuse the diverse backgrounds of your audience. – Integrate diversified pictures that represent different cultures, identities, and experiences to emphasize the dedication to diversity. Following the above tips, you can develop a DEI PowerPoint presentation that educates and stimulates action to realize a more inclusive and equal workplace.

How to customize a DEI PowerPoint presentation

The free DEI PowerPoint template is a great kick-start for creating a presentation that will send the message about the significance of diversity, equality, and inclusion in the workplace. Here’s a step-by-step guide to customizing these templates to suit your organization’s specific needs: Here’s a step-by-step guide to customizing these templates to suit your organization’s specific needs: 1. Select a template: Selecting an engaging and well-rounded PowerPoint template with a variety of layout options is an important factor to consider. Search for templates that include sections on what DEI means, why it is necessary, what it aims to accomplish, and what action plans there are. 2. Customize the design: Customize the template to connect with your company’s brand, incorporating colors, fonts, and logos. This will make the audience to feel like they are part of the organization and will also help the presentation to achieve its goals. 3. Modify content: Adapt the existing text’s content to include specific goals, initiatives, and success stories related to DEI. Make sure that the data and examples used are relevant and current, they should be a reflection of the recent DEI trends and research. 4. Incorporate interactive elements: Involve the audience by including polls, quizzes or Q&A sessions in an interactive format. This creates a dialogue instead of a monologue, encouraging more participation and interaction. 5. Review for accessibility: Make sure that your presentation can be understood by all the audience members including those who have any disabilities. Use readable fonts and contrasting colors, and put alt texts for images. 6. Practice your delivery: Rehearse your speech properly before the presentation to achieve a smooth flow. Emphasize conveying your message in a way that is full of enthusiasm and clarity and, at the same time, sensitive to DEI issues.

These presentations are not just about information transfer; they are a plea for all the organization’s members to play their part in achieving a more inclusive and equal workplace environment. They are a crucial turning point on the way to implementing the full scope of your DEI strategy, which reflects your dedication to creating an environment where everyone feels respected, valued, and capable of performing at their best.

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Data-Driven DEI Leads to Measurable Change: Case Studies

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Your Company’s DEI Through the Eyes of a Job Candidate

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DEI: What It Is & How to Champion It in the Workplace

A diverse group of four employees meeting next to a whiteboard

  • 03 Oct 2023

Diversity, equity, and inclusion (DEI) initiatives are essential to fostering a positive work culture. Through exposure to diverse perspectives, you can improve employee morale, promote business ethics , and drive creative problem-solving and innovation .

According to a LinkedIn survey , 69 percent of recruiters and human resources professionals believe their organizations commit to diverse hiring practices. Yet, only 47 percent think they hold hiring managers to those standards.

If you want to champion diversity, equity, and inclusion at your organization, here's an overview of DEI’s goals, why it’s important in business, and how you can implement it.

Access your free e-book today.

What Is Diversity, Equity, and Inclusion?

According to the online course Leadership, Ethics, and Corporate Accountability , DEI comprises:

  • Diversity: The presence and participation of individuals with varying backgrounds and perspectives, including those who have been traditionally underrepresented
  • Equity: Equal access to opportunities and fair, just, and impartial treatment
  • Inclusion: A sense of belonging in an environment where all feel welcomed, accepted, and respected

To better understand DEI, here’s a breakdown of its components and benefits.

Your organization can achieve workplace diversity by employing people from various backgrounds based on:

  • Sexual orientation

Doing so can produce several benefits for your company's bottom line. For example, research shows that businesses with diverse teams experience more than twice as much cash flow per employee .

Employees can also file charges against your organization if they've been discriminated against. According to a Good Jobs First report , 99 percent of Fortune 500 companies have been involved in at least one lawsuit related to discrimination or sexual harassment since 2000.

Such conflict resolution can be costly, but workplace diversity involves more than difficult conversations with employees .

“I don’t want diversity to be about policing people,” says Oona King, vice president of diversity, equity, and inclusion at Snap Inc., in Leadership, Ethics, and Corporate Accountability . “I want diversity to be about unleashing innovation and having more diverse perspectives in the room to come up with solutions to the most pressing problems of our day.”

Equity in the workplace requires treating all employees fairly and justly—regardless of their backgrounds—and ensuring equal opportunities for growth, development, and success.

While diversity provides financial benefits, equity ensures all employees feel valued. Yet, this isn’t always the case. According to a Gallup poll , 24 percent of Black and Hispanic employees experienced workplace discrimination between 2019 and 2020.

Since people often hire or promote individuals who share similar characteristics as themselves , proactively combatting influences—such as unconscious bias —can lead to workplace equity in the form of:

  • Equal opportunities
  • Fair compensation
  • Balanced training and educational opportunities

“What you have to do around equity is tell people there are a lot of biases we’ve built up since we were kids that have been reinforced repeatedly,” King says in Leadership, Ethics, and Corporate Accountability . “And you need more awareness around them if you want to do well in a forward-thinking company.”

Inclusion extends beyond diversity and refers to employees’ workplace experiences.

It involves creating an environment where all employees feel valued, respected, and fully integrated into your organization's culture and operations.

According to Forrester , 60 percent of sales teams believe inclusion in the workplace has contributed to their success, while a Pew Research study indicates that over half of employees value DEI initiatives at work.

If you hope to make your organization more inclusive, consider your role as an ethical leader . According to Leadership, Ethics, and Corporate Accountability , thinking about the biases and concepts that influence your decision-making is essential to creating an inclusive workplace.

Related: The Importance of Reflective Leadership in Business

How to Implement DEI Within Your Organization

DEI is only effective when you implement it into your overall business strategy .

“You cannot have a diversity, equity, and inclusion strategy as a separate strategy,” King says in Leadership, Ethics, and Corporate Accountability . “It's not going to work. You have to tie it into the heart of your business strategy because separate is never equal.”

Here are four tips for implementing DEI effectively.

1. Invest in Diversity Initiatives

Investing in DEI initiatives can take several forms in business.

For example, Walmart invests in DEI by offering a Supplier Inclusion Program that supports businesses and suppliers from communities often underrepresented in large-scale retail.

Companies like Salesforce also emphasize DEI education . Through its partnership with professional skills-based platform Trailhead , employees can take courses and earn certifications in subjects such as inclusion guidelines for data visualization and inclusive content creation. According to the company’s Annual Equality Update , its commitment to DEI education and inclusive hiring tactics has resulted in nearly 51 percent of U.S. employees coming from underrepresented groups.

Leadership, Ethics, and Corporate Accountability | Develop a toolkit for making tough leadership decisions| Learn More

2. Offer Bias Training Sessions

Stereotypes—whether blatant or unconscious—can negatively impact your organization and result in decreased motivation and employee engagement.

One way to overcome workplace stereotypes is by offering unconscious bias training sessions to increase employees’ awareness of implicit biases. For example, the Implicit Association Test (IAT) —developed by professors from Harvard University, the University of Washington, and the University of Virginia—helps identify implicit associations or stereotypes you might be unaware of.

You can also provide employees the opportunity to earn a business ethics certificate to gain skills to identify and surmount biases.

Don’t be afraid to make training mandatory. According to Pew Research , approximately 53 percent of employees find DEI training helpful, with only 13 percent finding it unhelpful.

In addition, companies like Google provide this type of training through workshops that more than half of its employees participate in.

Related: Leadership in Big Tech: How to Make Ethical Decisions

3. Promote Pay Equity

Ensuring employees earn equitable salaries is crucial to championing DEI.

“When you measure objectives for metrics in corporate America, you’ll see very clear differences for different groups,” King says in Leadership, Ethics, and Corporate Accountability . “That's the data; we know it's a fact. So our job is to change those objectives in the workplace.”

One of those data points is pay equity. In the U.S., women earn approximately 82 percent of what men do—a figure that's only increased two percent since 2002. While various factors impact that statistic, it's critical for your organization to offer equitable compensation, regardless of gender.

“That's where today's diversity, equity, and inclusion efforts really come in,” King says. “What levers and tools do we have to change, so that whoever walks through the door has the same chance as anyone else of success?”

4. Prioritize Developing Talent from Underrepresented Groups

Developing talent from underrepresented groups is crucial to fostering diversity and inclusion. By providing opportunities for personal and professional growth, your organization can help address historical workplace disparities.

For example, Leadership, Ethics, and Corporate Accountability highlights Google’s push for DEI initiatives, including:

  • Funding research on why fewer students who identify as female or are from underrepresented groups enroll in computer science programs
  • Offering financial support to science, technology, engineering, and math (STEM) programs in underrepresented communities
  • Forming recruiting teams that establish a “pipeline program” with universities that have large populations of underrepresented students

These align with what Harvard Business School Professor Nien-hĂȘ Hsieh calls “the pipeline problem” in Leadership, Ethics, and Corporate Accountability .

“There simply aren’t enough qualified members of underrepresented groups available to hire for these jobs,” Hsieh says. “In the United States, this theory points to patterns like fewer women and Black people receiving degrees in science, technology, engineering, or math than their male, white, or Asian counterparts.”

How to Become a More Effective Leader | Access Your Free E-Book | Download Now

Make Your Organization More Equitable

When implemented properly, DEI’s benefits can't be overstated.

“The underlying point of DEI is to understand the impact of culture and the way we do things in business strategy,” King says.

If you want to promote DEI, Leadership, Ethics, and Corporate Accountability can help you learn how to make ethical leadership decisions and create a fair workplace culture through interactive learning activities and real-world business examples.

Ready to champion DEI at your organization? Enroll in Leadership, Ethics, and Corporate Accountability —one of our online leadership and management courses —and download our free leadership e-book on how to become a more effective leader.

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5 Strategies for Creating an Inclusive Workplace

  • Pooja Jain-Link,
  • Julia Taylor Kennedy,
  • Trudy Bourgeois

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Take action to build an organization where every employee can thrive.

Women of color face major obstacles to being heard, valued, and respected in their jobs. They feel their ideas aren’t heard or recognized, and they express feeling stalled in their careers. But these individuals bring diverse ideas and experiences to the table, which can help companies innovate and grow. Any company that wants to realize the full potential of its employees should be taking action to create safe and inclusive workplaces where women of color can achieve their full potential.

There are a number of strategies employers, leaders, and managers can use to help create a more inclusive workplace. First, embrace the business case for diversity and inclusion. Second, tackle bias through employee and leadership training programs. Next, practice inclusive leadership by creating a safe team environment. Then, provide sponsorship programs, so women of color can learn the ropes and have someone advocate for them. Finally, hold leaders accountable. Make sure that inclusion is a core value of the organization — not just something you do to “check a box.”

Women of color are entering the workforce in greater numbers than ever before, bringing education, ambition, and diverse ideas and experiences with them. As a result, they offer corporations a potent force of insight and innovation that will be increasingly needed to meet the needs of a diverse customer base. Yet, despite the value that women of color represent for companies, they’re rarely given leadership positions, not to mention roles in the C-suite. Presently, there are no female black or Latina CEOs of Fortune 500 companies.

diversity and inclusion presentation ideas

  • Pooja Jain-Link is executive vice president at Coqual and secondary lead researcher on Coqual’s four-part study, The Power of Belonging. She co-led, with Taylor Kennedy, research on Coqual’s Being Black in Corporate America and Wonder Women in STEM and the Companies that Champion Them , along with several other studies. Jain-Link also works with Coqual’s advisory clients on strategic action planning, culture audits, and other diagnostics related to diversity, equity, and inclusion.
  • Julia Taylor Kennedy is executive vice president at Coqual , a global nonprofit think tank dedicated to workplace diversity, equity, and inclusion. She is the lead researcher of Coqual’s four-part study, The Power of Belonging . She also co-led research on Coqual’s Being Black in Corporate America and The Sponsor Dividend , along with several other studies. Taylor Kennedy works with Coqual’s advisory clients to design and implement leadership development programs related to diversity, equity, and inclusion.
  • Trudy Bourgeois is the founder of The Center for Workforce Excellence and is a renowned and respected authority on leadership development. She is the author of Her Corner Office , The Hybrid Leader , and the forthcoming EQUALITY: Courageous Conversations about Women, Men, and Race in the Workplace to Create a Diversity and Inclusion Breakthrough .

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Blog Infographics 8 Best Practices for Designing Infographics for Diversity and Inclusion

8 Best Practices for Designing Infographics for Diversity and Inclusion

Written by: Lydia Hooper Feb 23, 2021

designing for diversity

Happily, today more people than ever are paying attention to the importance of people experiencing fairness and justice. When it comes to information design, there are many things one can do to make a difference.

For the past decade or so, I have been working at the intersection of information design and DEIJ (diversity, equity, inclusion, and justice) as a professional designer. I am a White, able-bodied, cis-gendered female living in the U.S. who follows diverse leaders in the field, some of whom will be quoted in this article.

Regardless of your own identities, and whether you consider yourself to be a designer or not, there are practical things you can do starting today to help create some cultural shifts toward equity and inclusion.

Table of Contents:

Why diversity and inclusion is important in information design, questions to ask yourself when it comes to diversity and inclusion.

  • Designing for diversity: 8 best practices for infographics
  • Inclusive templates you can create now

If you are creating presentations, reports, or other materials to help you communicate inside your organization, taking diversity, inclusion and equity into account can help you better express care and concern for all of your team mates and increase trust, collaboration and even innovation.

designing for diversity

If you are creating newsletters , social media graphics, or other visuals to help you  connect with customers and clients , keep in mind that they are paying attention to how businesses and organizations are demonstrating care and concern about fairness and justice.

Because visuals are critical for communication, when designs value, reflect, and include all types of people they help us go beyond good intentions to creating positive impact.  When teams and professions in general are diverse,  including the design profession , they are more likely to consider using inclusive design practices to ensure all people feel valued and respected (and these teams are more innovative, according to Harvard Business Review ).

designing for diversity

When our designs include information and data, there are additional ethical considerations to keep in mind, and there are additional opportunities for us to contribute to a shift toward our collective good.

Data can be collected and/or shared in ways that create harm. For example, maps  have been used to enforce segregation and deny families of color access to housing and economic opportunities (this is known as redlining). Data can also be collected and shared in ways that make inequities more visible and motivate changes. For example , data has been used to track hate crimes, healthcare disparities, and much more.

Determining whether harms happen intentionally or unintentionally is not as important as committing ourselves to considering the impact of our own design decisions. While there’s some things we may not feel certain we can do, like transform public policies, we can always do our part to mitigate harms and create new possibilities. Paying attention to what we are creating and sharing is a great place to have significant impact.

Want to learn how to include accessible designs in your workplace? Audiences have told us they love this straightforward, actionable webinar. Sign up today :

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1. Am I using diversity, equity and inclusion correctly?

First, let’s clarify that I’ve been using words like “diversity,” “equity,” and “inclusion,” and while these words are often used interchangeably or in tandem with one another, they have very different and distinct meanings.

Diversity is about making sure all people are represented. People themselves are not diverse, but teams, businesses, neighborhoods, etc. should be. There are many types of diversity, including race, ethnicity, gender identity, sexual orientation, socioeconomic status, language, culture, national origin, religion, age, ability, family composition, body type, and political perspective. Some of these social locations are visible, while others are not.

designing for diversity

Inclusion is about more than demographics, it’s about a sense of belonging. It takes effort to ensure that all people, regardless of their differences, feel valued. When it comes to design, we must work with the people we’re designing for, from our team members to our audiences, to understand what people need in order to feel included.

Equity is not about offering the same opportunities (that’s equality), it’s about paying attention to the outcomes of those opportunities. Because we are still living with systemic inequities, if we treating everyone the same, those inequities will persist. Equity is about acknowledging that people have different experiences and different needs. Some have more barriers to overcome, so we need to elevate them in order to create an equal playing field. This includes increasing accessibility for people with different abilities, be they situational (such as a broken arm) or diagnostic (such as dyslexia).

designing for diversity

Now, taking all of these into account, we can identify a few things we need to ask ourselves when it comes to our designs.

2. Who is being excluded or disempowered? Who can be included and empowered?

Have you considered the experiences of people who are often left out and oppressed? Have you represented their stories, their ideas, and their bodies in your designs? For example, how are BIPOC (Black, Indigenous, People of Color) and LGBTQ+ people represented, if at all? Are you creating materials in all the languages your audiences prefer? Have you considered how people with cognitive or physical impairments will access and understand your designs?

Related : How to Create Accessible Designs (Templates + Tips)

If you are someone with a social location that is dominant in our culture (White, male, cisgendered, able bodied, middle to upper class, etc.), it is especially important to be mindful of power dynamics are portrayed and even perpetuated in your visual designs.

designing for diversity

3. Have I considered my own biases and assumptions? Have I balanced the use of data and emotion?

We all have human brains which are prone to take mental shortcuts, and unfortunately these shortcuts can lead to significant errors in perception and judgment. Cognitive biases have profound social impacts, from racial profiling to political polarization. Visual designs are one of the major ways that stereotypes are perpetuated, so we need to be wary of where we are deliberately or inadvertently playing to them.

Working with data does not guarantee our objectivity. The way information is presented or framed is what matters, and we are all drawn to create the stories that best fit our preexisting beliefs. Stories can be powerful, especially because they elicit emotions. The best information designs put data into context, and it is the responsibility of the creator to make sure these stories are not creating harm. Considering view points that are different from or even conflict with our own can help us not only broaden our understanding, it can also help us share a more complete story with our audiences.

designing for diversity

4. What might be the potential impacts of my design decisions? What impacts have already occurred that I can learn from?

The stories we tell through our information designs can have a bigger impact than we might imagine – we can affect a person’s safety, privacy, livelihood, health, and relationships. For example, we might frame systemic harms in ways that make them seem like they are individual failures, or we might discuss policies or practices that disproportionately affect or impact certain populations without mentioning that that is the case.

We may not always be able to see the harm ourselves, and if we do see it we might struggle with guilt or denial. This is why inclusive design practices are so invaluable – by allowing those who are different from us to inform our thinking and process from the start, we are more mindful of concerns going forward. At the very least, if someone offers us the incredible gift of being able to learn from our mistakes, we can do our best to repair and reengage.

Accessibility creates an equal opportunity for anyone to engage with your content. But sometimes we treat accessibility as an afterthought, rather than a priority. Venngage’s accessible design tool makes inclusivity an integral part of your design process — with accessibility testing and insights included in our editor. Helping you ensure your content is fully inclusive. No barriers and no one left behind.

designing for diversity

Designing for diversity and inclusion: 8 best practices for infographics

When we know what matters, we can identify those practices that will help us continue to learn and grow as we practice designing infographics for diversity and inclusion.

designing for diversity

1. Practice self awareness consistently

We will be hard pressed to do anything differently until we are aware of our own limitations. Biases operate unconsciously, so it doesn’t matter what we think consciously about ourselves (that is a bias in and of itself). There are about 175 known cognitive biases to date, and you can take some free online tests provided by Harvard to learn more about your own biases here.

What’s important is that we learn about ourselves, not to criticize nor rationalize, but so we can become more capable of spotting errors in our own thinking and decision-making. Our biases will make this even more difficult for us, because so many of them keep us from having to challenging ourselves. That’s why it’s best to think of this as an ongoing practice, one that is more important than any of the others listed here.

designing for diversity

2. Learn from those who are different from you and acknowledge them

Our biases will also incline us to limit the people we interact with to those who are similar to us. It takes effort to connect with those different than us, but investing in building these relationships will have the strongest impact on our decision-making process.

To do so, we need to deeply appreciate differences and understand that our diversity is our strength. We will need to learn how to ask for feedback, demonstrate we are listening, and do things differently because of what we heard. It’s very important to publicly acknowledge, and if possible compensate them for, their contributions to our work!

The earlier we can ask for input in our design process, the better. If we wait, it might become more difficult to make changes (best case scenario) or there may be harm caused to people (worst case scenario).

Pro Tip: Want to see how your website looks to an audience with color blindness and other visual impairments? Create accessible designs your whole audience can appreciate with Venngage’s Color Blind Simulator .

3. Double-check your data

The ways that data is collected, analyzed, interpreted, and shared can also either reinforce existing inequities or attempt to reverse them. Data can be used to exacerbate racial bias, violate personal privacy, or justify harmful decision making.

If you are collecting information yourself, a lot of thought needs to go into things like appropriate methodology, collector behavior, cultural translation, and much more. Data collection often involves power imbalances, with the researcher acting as a person with control and the researched as a person being controlled. Something that may seem as innocuous as asking someone a simple question can elicit frustration or even despair if the question happens to be “What’s your ethnicity?” ( Here’s some suggestions for rethinking that question and similar ones.)

If you are using data from a different source, investigate the dataset, looking especially for where, how, and with whom the data was collected. Determine whether the data you would like to use is open or not.

Here is an example of an infographic Venngage created using open/public data from the Human Rights Campaign . If you look into it, you can easily find that their data comes from surveys conducted by reputable organizations (some of their reports even include the actual questions asked, which is ideal.)

designing for diversity

Public data can be more accessible, transparent and verifiable, but depending on the source, purpose, and context, it may or not be equitable in nature. Data that is not open may carry special privacy concerns and risks of harm, for example reports about HIV status, domestic violence, etc.

Since data sharing can involve significant privacy risks, it should not only be legal and ethical, but ideally also purposefully tied to improving outcomes for people who are oppressed. The impact of sharing data can disproportionately impact some people, and so can the impact of not sharing data that could help people understand or address an important problem.

If you are able to share data that helps illuminate inequities, that can be very powerful. You can check out this toolkit from the University of Pennsylvania’s Actionable Intelligence for Social Policy for more tips.

Again, the earlier you can involve people who will have a different perspective than you in a conversation around what data should be collected or used, the better. Working with data can be complicated and challenging, so put some people in your corner who can help you be wise about it.

4. Watch your language

Words like “underrepresented,” “underserved,” “marginalized,” “minority,” and “non-white” are deficit-based and belittling, and words/phrases like “Blacks” and “Hispanics,” “Latinx,” and even “ People of Color ” can be too reductive. The word “diverse” should also not be used to refer to people who are different from what might be considered “normal” or dominant.

As of this writing, the preference of the communities referenced is either “BIPOC” (Black, Indigenous, People of Color) or the actual names of the nationalities, ethnicities, or other specific identities that the referenced people themselves claim. Each of these as well as “White” should be capitalized too – here’s a style guide that can help you learn more.

Use them/they instead of he/him or she/her whenever possible. It’s easy, not confusing, and inclusive of the many gender identities people claim. Pay attention when  referencing people with disabilities  too.

designing for diversity

If you can, help your audience not only know better but also to do better by offering clear suggestions for what they can do to minimize inequities and oppression and lift up justice and liberation.

5. Pay attention to hierarchy

Visual hierarchy is a technique that designers use to structure and arrange elements in a way that allows audiences to quickly perceive how important each of them are. Social hierarchies on the other hand are implicit or explicit ways we perceive the importance of people. Often the former incidentally reflects the latter.

Pay close attention to whether certain people and experiences are being emphasized more. For example, if you are creating a graph that depicts demographics, list the people who are most relevant or impacted first in the accompanying legend, rather than the dominant group.

Here are two good examples. In the first, the dominant racial group (White) is not included at all, and in the second where it’s useful for comparison it’s listed last.

designing for diversity

Credit: Diversebookfinder.org

designing for diversity

Credit: Sarah Park Dahlen

These sorts of subtle design decisions are often made unconsciously, but when you are careful you can be sure you are not reinforcing existing cultural messages.

6. Be careful with color

When it comes to color, there are several things to consider.

First, check whether the colors you are using are accessible for those with visual impairments. Avoid certain color combinations, such as red and green, green and brown, blue and purple and green and black, as they can be harder to distinguish for people wth color blindness. Our post linked below has more details.

  • Color Blind Design Guidelines: How to Convey Meaning to Everyone [With Examples & Templates]
  • How to Use Color Blind Friendly Palettes to Make Your Designs Accessible
  • ADA Standards for Accessible Design: How to Be Compliant

Second, avoid “standard” patterns like pinks for women and blues for men.

Third, if you are in any way depicting race, don’t use colors associated with skin tones as these might trigger your audiences’ implicit biases. I suggest using a palette with blues and/or secondary colors (oranges, purples, and greens). Here is an example:

designing for diversity

Also be aware of the cultural implications of colors, especially if your audience is multicultural. For example, in Chinese culture red signifies fortune, but in the Middle East it connotes evil and danger.

When you have your desired color palette, you can add it to your My Brand Kit in Venngage so your whole team can use it and apply it with one click to any of our templates.

Learn more about color theory and choosing color palettes in this video:

7. Use inclusive imagery

Infographics are highly visual, so it’s important to use photos, illustrations, and icons that help your audience connect with diverse experiences. Use images that represent diverse identities, but not in a way that enforces stereotypes. This includes people of different races, gender identities, abilities, body types, etc.

If you can, use icons that are gender-neutral (generally head and shoulder outlines) and with a variety of skin tones. Venngage has 10,000+ free icons in its in-editor icon library, with an incredible number of diverse illustrations (more than any other design tool).

These images should be used in all infographics, not only ones related to diversity and inclusion. Here is an example of a Father’s Day infographic that includes same sex parents.

designing for diversity

The next infographic shows Black people in a variety of genders, ages, and professions. It is especially important to include images of BIPOC that disrupt social norms, such as in roles where they are typically the minority.

designing for diversity

Here is another example of disrupting norms: only one body is shown and it is a body type that is not generally used in imagery.

designing for diversity

Credit: Mona Chalabi, The Guardian

The image above is also a good example of using imagery to accompany a data visualization in order to better connect the data with the lived experiences that the data is referencing.

Lastly, it’s important to not use symbols from or otherwise reference cultures without deeply understanding them first. This is known as cultural appropriation, the unacknowledged or inappropriate adoption of aesthetics of oppressed people by dominant groups. If you need to refer to a culture that is not your own, you can ask for feedback from people in that culture, and if you are unable to do that you can use abstract designs or photographs, like this example demonstrates:

designing for diversity

8. Don’t forget other accessibility concerns

There are several more things you’ll want to think about to make sure your designs are accessible to people with varying abilities. For example, using large sans-serif fonts and avoiding patterned backgrounds and lengthy paragraphs of text.

Also consider what mediums you will share information through. Web-based animations will be less accessible to those without an internet connection, while lengthy print publications could be too costly for some people to purchase. You will need to weigh the options based on the aforementioned principles related to exclusion and impact.  

Related : How to Create Accessible Infographics with Venngage

Templates you can use to design for diversity

Do you want to support others in creating diverse and inclusive environments and equitable outcomes for all? Venngage has a number of templates that you can use to help educate people about diversity and inclusion. Many are free; some are paid .

Feel free to download as-is or modify for your audience and share (free) or download ( paid plans ). It’s always free to sign up and start creating.

designing for diversity

Summary: designing for diversity and inclusion means considering the impact of our design decisions

Just like you don’t need to be a professional designer to create infographics, you don’t need to master all these practices at once. Starting today, you can pause throughout your process to consider whether the data you are using and the designs you are creating fully value, reflect, and include all types of people.

Remember, it’s less important whether harms that happen are intentional or unintentional. What matters is that we commit ourselves to considering the impact of our own design decisions, that we do our best to do our part to mitigate harms and create new possibilities.

Want to create your own inclusive designs? Venngage has easy-to-customize templates and an online editor anyone can use. Get started for free today .

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