4 Ways to Make Your Imagery More Inclusive

When you see a family photo, such as at a wedding or a Christmas gathering, who is typically positioned in the centre? Often, it is the most important individuals, like grandparents, surrounded by family members.  

This concept translates to corporate imagery as well. On your corporate website and careers pages, who are you placing front and centre? Typically, these are senior figures such as an Operations Director or a CEO. 

However, do these individuals represent the majority of your workforce or customer base? 

Inclusive imagery is crucial because it influences subconscious perceptions. Prospective employees and customers often ask themselves, "Will I fit in here?" They look for representation and ask, "Does anyone look like me?"

The key question to ask is: "Who is missing?" Underrepresented and marginalised groups are often excluded from corporate imagery or depicted in stereotypical roles. 

To select authentic and inclusive imagery, consider these best practices:

1. Use Your Employees for Images

Whenever possible, feature your employees in workplace posters, recruitment adverts, websites, and press releases. This approach fosters pride and authenticity, reflecting the real workforce and the colleagues people will encounter. 

2. Solicit Diverse Perspectives

Gather diverse perspectives to identify and address non-obvious negative connotations, stereotypes, cultural inaccuracies, or associations. For example, are men always shown driving forklifts, women taking minutes, or ethnically diverse individuals in caregiving roles? Seek input and feedback from employee resource groups. 

3. Use Data to Evidence the Current Situation

Leverage data to illustrate the current situation, the need for change, and inform decision-making. For instance, Diamond collects diversity data on UK original productions commissioned by major broadcasters. They monitor various demographics, and recent reports show off-screen contributions by disabled individuals increased to 8.0%, still below the estimated 17% of the UK workforce. 

4. Take Action from Feedback

Act on feedback received and communicate next steps and responses to all stakeholders to foster inclusivity. For example, when a Primark shopper highlighted gender-biased slogans on clothing, the company promptly responded, emphasising their commitment to customer feedback and continuous improvement. 

By implementing these best practices, you can ensure your imagery is inclusive and representative of your diverse workforce and customer base. This not only attracts talent but also fosters a sense of belonging and inclusivity within your organisation.

___________________________________________________________

Get in touch. Follow the links below to discover more, or contact our dedicated leadership experts from your local Odgers Berndtson office here.