Many companies tell their employees they care about inclusiveness. Why? Because it\u2019s good for business. Plus, studies\u00a0show workers care about diversity and are more likely to stay at a company that shares those values.\u00a0But a lot of those companies stop at simply saying they care.\nSo, I have an idea: why not show people what\u2019s important to your organization? Give them some visual proof that you\u2019re not just giving lip-service to a hot-button topic.\nThis all hit home for me recently\u00a0when an Asian American member of our company\u2019s management team pointed out that we\u2019ve got a diversity problem. Basically, in any given meeting, she noticed that she was one of the few minorities or women in the room.\nDiversity and inclusion is important to us. But instead of stopping with that declaration like most companies do, we set up a working group\u00a0to improve diversity\u2014an effort that can be especially difficult due to Colorado\u2019s demographics. But we\u2019re not using demographics as an excuse. Instead, we\u2019re rolling out a company-wide Diversity and Inclusion initiative, spearheaded by the woman who opened our eyes to our lack of diversity.\u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0 \u00a0\u00a0\nAs we undertake that effort to improve diversity\u2014everything from LGBTQ, racial and gender inclusiveness\u2014we\u2019ve concluded that visually displaying who we are and who we want to become is crucial to advancing this objective.\nDon\u2019t be afraid of the facts\nAfter all, we all know what it looks like when you go to a company\u2019s leadership page on their website and you see the nothing but middle-age white men in every picture.\nDon\u2019t hide the problem.\u00a0If you don\u2019t have the diversity you need, don\u2019t be afraid to explain what you are doing to become more inclusive.\u00a0\nIt\u2019s become a corporate mantra in recent years for executives to say that\u00a0people are at the center of their organization. But in most corporate offices, it\u2019s tough to see that ethos in action.\u00a0\nI know it seems simple, but visually highlighting diversity is certain to have one of two results\u2014it will make staff feel like part of a diverse team or it will highlight that a company, like ours, is simply not diverse enough. Either way, sharing that current reality and engaging with staff through visual media to improve diversity and promote a culture of inclusiveness can help foster a discussion about making improvements. Simply showing your people, big and bright, across your digital signage network will make your diversity\u2014or lack of it\u2014very apparent.\nHere are six ways companies can visually cultivate and promote more diversity in their\u00a0workplaces:\nCapture great photos of your staff, at work and at play\nThose pictures can show diverse people interacting in the lunchroom, cutting a birthday cake, playing with their pets or\u00a0\nengaging in local community projects. And in addition to highlighting physical diversity, these types of images can showcase acquired diversity\u2014the different life experiences, perspectives and interests each individual brings to your organization\u2014which helps employees find commonalities and promotes a more cohesive company culture. \u00a0Which is important because highly engaged workers are five times less likely to quit than those who are not engaged, according to the\u00a0Society of Human Resource Management.\nShow people before text\nWhen communicating about human achievements, such as a salesperson of the month award, or other information, displays should primarily focus on people, with any text given secondary importance on the screen. Displays should capture the essence of that person in their picture, so make sure it\u2019s a nice photo, not the headshot from their building pass.\nShare the facts about diversity at your company\nOracle is great at sharing\u00a0data\u00a0about the state of diversity at their company. I think it\u2019s smart to show yearly or semi-annually where the company stands, juxtaposed against where it started. Give people the data and the results over time. They will appreciate that you are trying to do better.\u00a0With our diversity efforts, we plan to display when our workgroup is meeting\u00a0and invite employees to contribute. We plan to report publicly what the priorities are and the action plans for reaching them.\nGet the playlist right\nWhen considering how your firm rotates important information on display screens\u2014everything from facility news, security tips, performance management statistics and benefits information\u2014include visuals of people as a balanced part of that playlist. Pay attention to Black History Month, International Women\u2019s Day, National Hispanic Heritage Month. The list is endless and if you want to be inclusive, you need to put the effort into letting your employees know you care.\u00a0\nShare what you are doing in the community\nI like what Oracle\u00a0does\u00a0in this regard. Let your employees know what the company is doing and the philanthropic organizations it\u2019s supporting. You may get suggestions from employees about other organizations that are doing good work that could make your giving even more inclusive.\u00a0\nBe open about job opportunities\nPublicize your job openings, something that tends to be surprisingly secret in most organizations. Ask your workers to spread searches on their networks and to let management know of diverse candidates. But make sure you\u2019re going beyond your employees\u2019 own networks to reach out of your comfort zone into affiliate groups and associations. It\u2019s good business. A\u00a0\u00a0recent academic study\u00a0finds that inclusiveness makes companies more innovative and successful.\u00a0\nThe impact of increasing diversity and inclusiveness goes straight to a company\u2019s bottom line:\u00a0Research from McKinsey shows that firms in the top quartile for racial and ethnic diversity are 35% likelier to have stronger financial results than their respective national industry medians, and the top quartile of firms for gender diversity are 15% more likely to have stronger than average profits.\nDiversity as a retention tool\nThink we\u2019re just making this up? Think there\u2019s no ROI on promoting diversity? Recently, one of our Account Executives heard from Ball Corporation about how the organization\u2019s display network impacts its workforce. Last year, Ball had an employee who was considering a gender transition but wasn\u2019t sure about the company\u2019s support through the process. The employee thought about leaving Ball but decided to stay after seeing content on the company\u2019s Visual Communications network that celebrated Ball\u2019s recognition as a best place to work for the LGBTQ community by the Human Rights Campaign, positioning Ball as a global leader in workplace diversity and inclusion.\nThat may sound like a small thing, but the direct costs of replacing an employee is\u00a033 percent\u00a0of the worker's annual salary, according to the Work Institute\u2019s\u00a02017 Retention Report, which also finds that 75 percent of employee churn is preventable.\u00a0And on top of the costs associated with workforce attrition, just consider the impact that one piece of content had on the employee on the verge of leaving\u2014how the content connected them to something deeper within the organization. That\u2019s invaluable.\u00a0\nWith annual Gay Pride celebrations set to take place around the country at the end of June, companies should use their display panels to signal how they value an inclusive work environment. Like they say, a picture is worth a thousand words.