Effectively Communicating DEI to the Frontline

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Advancing diversity, equity, and inclusion (DEI) in the workplace often overlooks frontline employees, despite their significant representation and need for inclusion. Research reveals that frontline employees, particularly hourly workers, feel the least included, with Black and Latino employees—who make up over a quarter of this workforce—experiencing the greatest disconnect. A 2021 survey of more than 8,000 frontline workers found only 55% felt connected to their organization, and 51% believed they were seen as less important than corporate employees. This lack of inclusion affects 112 million frontline workers, or 70% of the U.S. workforce.

To create an effective DEI strategy that fosters belonging for all, organizations must find ways to reach frontline employees despite challenges like varied work schedules, limited access to technology, and language barriers. To address this, organizations are focusing on enhancing communication, increasing engagement, and fostering change among frontline workers. This guide offers a structured approach for tailoring communication strategies to engage frontline workers more effectively in DEI efforts, with actionable steps and adaptable examples from successful initiatives in other organizations.

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Company Level:

Large Employer (over 1,000 employees), Mid-size Employer (250-1,000 employees)

Type:

Implementation, Informational

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