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“Why does it feel like I’m shouting into the void?” That’s what a coworker said to me during a team chat last year. She wasn’t being dramatic - she was frustrated. Her ideas were constantly getting lost in a sea of voices, and she felt like her contributions weren’t being heard. Sound familiar? Whether it’s the quiet teammate who never speaks up in meetings or the frontline worker who misses key updates, communication gaps can make people feel left out. And when employees feel excluded, it doesn’t just hurt morale - it impacts performance, retention, and even profits.

Here’s the thing: communication isn’t just about what you say; it’s about making sure everyone feels part of the conversation. Studies show that employees who feel heard are 4.6 times more likely to put in their best effort. And companies that prioritize this see a 59% drop in turnover and 17% higher profitability. The numbers don’t lie - getting this right matters. But how do you measure something as nuanced as inclusivity in communication?

In this article, I’ll walk you through how we at Pebb tackle this challenge. From identifying participation gaps to using real-time analytics, I’ll share what’s worked for us, where we’ve stumbled, and how you can take actionable steps to improve your workplace communication. Let’s dive in!

What Is Workplace Communication Inclusivity

At Pebb, we believe workplace communication inclusivity is about more than just having a diverse team - it’s about ensuring that every individual, no matter their background or abilities, feels valued and can participate fully. Let’s break down what this really means and why it matters.

What Does Communication Inclusivity Mean?

Inclusive communication is all about breaking down barriers that might stop someone from fully engaging in workplace conversations. It’s about recognizing and respecting differences - whether they’re cultural, linguistic, or related to abilities or perspectives - and making sure everyone has a seat at the table.

At its heart, it’s about using simple, clear language that everyone can understand. It’s about making communication accessible to people of all abilities, offering information in both text and visual formats to suit different learning styles, and ensuring it can be translated and adapted as needed. But here’s the thing: it’s not just about ticking boxes or avoiding offensive language. True inclusivity comes from empathy and genuinely listening to and valuing everyone’s perspective.

And the impact? It’s huge. A Deloitte study showed that inclusive leadership can increase employees’ sense of belonging by up to 70% and improve decision-making quality by 20%. When people feel heard and understood, they’re more likely to contribute their best ideas and efforts.

Inclusivity vs. Diversity: What’s the Difference?

Now, let’s clear up a common mix-up: inclusivity and diversity are not the same thing. Diversity is about the “what” - the makeup of your workforce, like having people from different backgrounds, cultures, and experiences. Inclusivity, on the other hand, is about the “how” - creating an environment where everyone feels valued and heard.

Think of it this way: diversity is like inviting everyone to a party, but inclusivity is making sure everyone feels welcome and can actually join in the fun. Without inclusivity, even the most diverse team can end up feeling disconnected, leading to higher turnover and lower engagement. In fact, a Glassdoor survey found that 76% of job seekers and employees see a diverse workforce as a key factor when evaluating companies. But if people don’t feel included, those diversity efforts might not pay off.

How Pebb Supports Inclusive Communication

Here’s where communication platforms like Pebb come in. They’re game-changers when it comes to breaking down barriers and making sure everyone - not just office workers - can participate fully.

Let’s be real: traditional methods like long email chains or certain in-person meetings can unintentionally leave some people out. Maybe it’s because of language differences or varying communication styles. At Pebb, we’ve worked hard to tackle these challenges with tools designed to include everyone.

• Group chats: These give quieter team members the chance to share their ideas at their own pace.

• News feed: This ensures everyone gets the same updates at the same time, whether they’re in the office or on a different shift.

• Private clubs: These create spaces where employees can connect over shared interests or experiences, giving them a sense of belonging within the larger organization.

And for our frontline workers, we’ve made sure Pebb’s mobile-first design and accessibility features keep them in the loop. Clear, culturally sensitive communication is a priority, so no one feels left out.

By removing these barriers, we’re not just improving communication - we’re creating a workplace where everyone feels they belong and can contribute. And that’s where the real magic happens.

This foundation of inclusive communication is key to understanding how to measure its success in any workplace.

Key Metrics for Measuring Communication Inclusivity

At Pebb, we’ve learned that if you want to make a real impact, you have to measure it. That’s especially true for inclusivity. You can’t just say you’re committed to it; you need to back that up with data. The good news? There are clear ways to measure how inclusive your communication really is - and I’m here to share what’s worked for us.

Numbers-Based Inclusivity Metrics

Let’s start with the hard numbers. These metrics give you a snapshot of who’s participating, how they’re engaging, and whether your communication is truly reaching everyone.

• Participation rates across demographics: Are all groups actively contributing in meetings, team chats, and company-wide announcements? If certain demographics are underrepresented, you’ve got a participation gap to address.

• Survey and feedback response rates: Low response rates from specific departments, shifts, or groups can signal deeper issues. For example, if only 30% of your night-shift workers are responding to surveys, it’s worth digging into why.

• Accessibility usage metrics: How many employees are using closed captions on video calls or accessing content in multiple languages? These numbers can tell you whether your accessibility efforts are hitting the mark - or falling short.

• Communication channel preferences: One thing we’ve noticed at Pebb is how preferences vary. Frontline workers often lean toward mobile-first tools, while office staff stick to desktop platforms. Knowing this helps us tailor our communication so it actually lands where it’s needed.

Here’s a stat that always sticks with me: inclusive teams are 35% more productive. So, by tracking these metrics, you’re not just measuring inclusivity - you’re also unlocking your team’s potential.

Employee Feedback and Sentiment Indicators

Numbers are great, but they don’t tell the whole story. To really understand inclusivity, you’ve got to ask your people how they feel.

• Pulse surveys: Keep these short and sweet, but run them frequently. Ask questions like, “Do you feel heard?” or “Can you contribute authentically?” Tracking responses over time gives you a sense of whether you’re moving in the right direction.

"Employee sentiment is a vital aspect of understanding how workers feel about their workplace. It goes beyond the concept of employee engagement. Employee sentiment is about identifying the authentic emotions and perceptions driving employee experiences."

• Bob Helbig, media partnerships director at Energage

• Focus groups: These are gold mines for uncovering what the data might miss. Employees can share personal experiences about communication barriers, language issues, or accessibility needs.

• Belonging scores: Ask directly: “Do you feel like you belong here?” Companies that measure DEI and hold themselves accountable report up to 20% more inclusion than those that don’t.

• Feedback on communication clarity: Are your messages clear? Do employees feel comfortable asking follow-up questions? This kind of feedback creates a continuous improvement loop.

Here’s a shocking stat: 38.92% of organizations don’t measure employee sentiment at all. Yet, companies with strong sentiment scores see revenue grow up to 2.5 times faster than their competitors. That’s a pretty compelling reason to start paying attention to how your employees feel.

Using Pebb Analytics to Track Inclusivity

This is where Pebb Analytics comes in. We’ve built tools specifically designed to help you track inclusivity in real-time. Let me show you how it works:

• Participation and channel analytics: We track engagement across demographics, shifts, and locations. This helps you spot blind spots early - like if a certain group isn’t engaging with content as much as others.

• Engagement analytics: We go beyond just measuring who participates. We analyze how long employees spend on announcements, which posts spark the most discussion, and which types of content resonate with specific groups.

• Response time analytics: How quickly do different groups respond to communications? If there’s a delay, it could point to language barriers, accessibility issues, or even poor timing.

What sets Pebb apart from platforms like Slack or Teams is our focus on inclusivity. It’s not just about tracking participation - it’s about understanding whether employees feel included, heard, and valued. And with our sentiment tracking, you can catch issues as they happen. No more waiting for the next quarterly survey to figure out what’s wrong. If engagement dips or sentiment shifts, you’ll know immediately and can act fast.

These insights don’t just help you measure inclusivity - they give you the tools to improve it. And when inclusivity improves, so does everything else: productivity, morale, and even your bottom line. That’s the kind of impact we’re aiming for at Pebb.

Step-by-Step Guide to Measuring Inclusivity

Now that we’ve gone over the metrics that matter, let’s roll up our sleeves and talk about how to actually measure inclusivity. At Pebb, we’ve walked through this process with organizations of all sizes, and I can tell you - it’s all about having a structured approach that delivers actionable insights.

Running Employee Surveys and Focus Groups

Surveys are where it all begins. They’re the foundation for figuring out how employees truly feel about inclusivity in communication. But here’s the thing: a lot of companies get this wrong by asking vague or overly broad questions.

Keep your objectives clear. Are you looking at language barriers? Accessibility issues? Or maybe it’s about understanding cultural sensitivities? Pinpointing your goal keeps the survey focused and avoids overwhelming your team with irrelevant questions.

Stick to 10–15 concise questions. Employees are busy, and if you want honest feedback, respecting their time is non-negotiable. We’ve found that a mix of rating scales and open-ended questions works best. For example:

• “On a scale of 1–10, how comfortable are you contributing to team discussions?”

• “What barriers, if any, prevent you from fully participating in workplace communications?”

Anonymity is non-negotiable. If employees think their feedback could backfire, they won’t be honest. We always stress that responses are anonymous and explain exactly how the data will be used - it builds trust and encourages candid feedback.

Focus groups can dig deeper. These are especially helpful when you hold sessions tailored to specific demographics or departments. For example, night shift workers might have different experiences than day teams. The goal is to create a safe, judgment-free space where people feel comfortable sharing personal stories about communication barriers.

Once you’ve gathered this feedback, it’s time to turn your attention to the actual communication materials.

Reviewing Communication Templates and Content

You wouldn’t believe how much unintentional bias can creep into everyday communication templates. I’ve seen it firsthand. At Pebb, we’ve helped companies uncover language that alienated entire groups without anyone realizing it.

Start by reviewing templates for biased language and jargon. Are there terms that could offend or exclude? Is there unnecessary jargon that might trip up non-native speakers? For example, phrases like “low-hanging fruit” might confuse someone unfamiliar with the idiom. We recommend creating a checklist with questions like:

• Does this use unnecessary gendered language?

• Are there references that might not resonate across diverse teams?

• Is the reading level accessible to everyone?

Set clear guidelines for inclusive language. Simple tweaks can make a big difference. Swap “guys” for “team,” avoid idioms, and steer clear of cultural references that might not land with everyone.

Make accessibility a priority. This means closed captions on videos, using easy-to-read fonts, high-contrast visuals, and offering materials in multiple formats. At Pebb, we’ve baked these features into our platform because accessibility isn’t a nice-to-have - it’s essential.

Ask for feedback on your materials. Don’t assume your templates are hitting the mark. Include questions about communication clarity and accessibility in your regular surveys, and encourage employees to share their thoughts.

With templates and materials in good shape, the next step is diving into participation data.

Analyzing Participation and Engagement Data

Here’s where the numbers come into play. Surveys are great, but if you’re not looking at actual participation data, you’re only getting half the story.

Start with clear goals. Are you trying to identify participation gaps across demographics? Maybe you want to see if certain departments are less engaged or if response times vary by group. Defining your focus upfront ensures you don’t get lost in the sea of data.

Segment your data. Break it down by demographics, employee status, or tenure. For example, at Pebb, our analytics automatically highlight trends like lower participation rates among night shift workers or slower response times from non-native English speakers. These insights can reveal challenges that surveys alone might miss.

Here’s a stat that always grabs attention: actively disengaged employees cost the U.S. economy between $450 billion and $550 billion annually in lost productivity. That’s a wake-up call for why this work matters.

Combine numbers with feedback. Data tells you what’s happening, but employee feedback tells you why. For instance, if you notice low engagement in a specific department, a focus group might reveal that the communication style doesn’t align with their workflow.

Benchmark your results. Compare your data to your past performance or industry standards. This helps you track progress and see how you measure up against others in your field.

At Pebb, we’ve made this process easier with an analytics dashboard that visualizes everything. You can see participation rates by group, track trends over time, and even get alerts when metrics dip below your targets.

The most important part? Act on the data. Numbers are just numbers unless you use them to drive change. Whether it’s updating communication processes, rolling out training programs, or tailoring how you share information, the goal is to make real improvements that employees can feel. That’s how you turn insights into impact.

Tools and Methods for Measuring Inclusivity

When you've gathered your data and feedback, the next step is figuring out how to make sense of it all. Let’s be honest - choosing the right tools or trying to analyze everything manually can feel like a Herculean task. But here’s the good news: there are tools out there designed to make this process not just manageable, but effective.

Tools That Make Inclusivity Assessment Easier

Every strong inclusivity strategy begins with employee surveys and sentiment analysis. Platforms like CultureAmp, Glint, and TINYpulse are great for this. They let you create custom surveys and combine metrics like engagement, inclusion, and performance into one easy-to-read dashboard.

But it doesn’t stop there. Advanced tools like Natural Language Processing (NLP) can dig deeper into open-ended survey responses, emails, or even forum posts. They help uncover hidden biases and sentiments that might otherwise fly under the radar.

Another key area? Accessibility audits. These tools spotlight obstacles that might prevent employees with disabilities from fully engaging in workplace communication. Think about things like ensuring your content works with screen readers or checking that your visuals meet color contrast standards.

Here’s the thing: no single tool can give you the full picture. That’s why combining quantitative data (the hard numbers) with qualitative insights (personal stories and emotions) is so important. And while many platforms offer great analytics, Pebb stands out by offering a free Standard plan and affordable premium pricing - making it a great option for organizations of all sizes.

How Pebb Helps Build Inclusive Communication

Let me share how we use Pebb to ensure communication stays inclusive across the board. One of my favorite features is how Pebb automatically segments participation data by shift and department. This makes it easy to see who’s engaging, where communication is thriving, and where improvements are needed.

We’ve also created dedicated spaces for employee resource groups, multilingual conversations, and discussions about accessibility. These spaces aren’t just places to talk - they’re safe environments where employees can voice concerns about communication barriers. And with participation data at our fingertips, we can see if these initiatives are actually making a difference.

Another standout feature? The news feed. It ensures everyone - whether they’re in the office, on the frontlines, or working remotely - gets the information they need. You can track who’s reading updates, which messages resonate, and where gaps exist. This is a game-changer for reaching employees who might not have regular access to email or traditional communication tools.

Pebb also integrates accessibility features to make sure no one is left out. And the best part? You can start with the Standard plan for free (up to 1,000 employees). It includes everything from unlimited chat history to a knowledge library, tasks, calendar, and clubs. When you’re ready for more, the Premium plan is just $4 per user per month. That’s less than what you’d pay for Slack, Teams, or Staffbase - and you get more tools to measure and improve inclusivity.

Setting Benchmarks and Watching Progress

Now, let’s talk benchmarks. This is where many companies hit a wall. Benchmarks are like your DEI roadmap - they show where you are and where you’re headed. They also help you compare your efforts to industry standards.

Start with an honest assessment of your current setup. At Pebb, we help organizations identify gaps during onboarding - everything from device access to communication preferences gets tracked. From there, set SMART DEI goals (Specific, Measurable, Achievable, Relevant, Time-bound). For example, instead of saying, “Let’s improve inclusivity,” aim for something concrete like increasing participation in company-wide communications by 25% among night shift employees within six months.

Pebb Analytics makes tracking these goals simple. You’ll get automated alerts when metrics dip below targets and trend analysis to show whether you’re progressing. It’s all about staying proactive and making adjustments as needed.

Here’s why this matters: companies with inclusive cultures are twice as likely to meet financial goals, three times as likely to perform at a high level, and six times more likely to innovate and adapt to change. And when employees feel empowered to talk about their communication needs, you know you’re on the right track.

"One of the biggest indicators that you're getting inclusive communication right is when staff feel empowered to talk about communication needs." - Allegra Chapman, co-creator of DEI consultancy Watch This Sp_ce

Transparency is critical here. Use your platform - whether it’s Pebb or something else - to share updates on your progress, celebrate wins, and acknowledge areas for improvement. The organizations that succeed treat inclusivity measurement as an evolving process, not a one-and-done task. They adapt, adjust, and grow alongside their workforce and business needs.

Next Steps for Better Communication Inclusivity

So, you've measured your communication inclusivity - now what? It’s time to bridge the gap between good intentions and real progress. According to McKinsey's 2023 survey, while 70% of CEOs claim to have ambitious DEI goals, nearly half - 47% - admit they don’t have the infrastructure to back those goals up. At Pebb, we’re all about turning insights into action with DEI strategies that actually work.

Turning Assessment Results into Action

Once you’ve gathered your assessment data, it’s time to put it to work. Tailor your DEI messaging to meet the unique needs of your employees. A great example? American Express rolled out mandatory inclusion training that directly tied inclusivity to their business objectives. That’s how you make it matter.

It’s also important to meet employees where they are - literally. If your data reveals that certain groups aren’t engaging with traditional communication methods, it’s time to shake things up. Use a mix of channels, like internal newsletters, town halls, and employee resource groups, to keep DEI goals front and center. DHL nailed this in 2022 by launching a mobile app through Staffbase, giving 300,000 frontline workers direct access to personalized company updates. For the first time, delivery drivers felt connected to the company culture and part of something bigger.

Leadership also plays a massive role. Leaders need to walk the talk by using inclusive language and modeling diverse behaviors. Regularly review policies to ensure equal opportunities for everyone. Take Salesforce, for instance - they’ve systematically removed non-inclusive terms like "blacklist" and "master" from their internal communications and products. Their Inclusive Language Board and customer input made this initiative both thorough and impactful.

This kind of thoughtful approach doesn’t just stop at implementation - it sets the stage for ongoing reassessment to ensure lasting impact.

Why Regular Reassessment Matters

Here’s the thing: DEI strategies can’t be a one-and-done deal. The workplace and its people are constantly evolving, which means your approach to inclusivity has to evolve too. A significant number of employees report feeling excluded at work. That’s a problem - and one that regular reassessment can help solve.

Lorna Hagen, Chief People Officer at Guild Education, summed it up perfectly:

"We're going through a full-blown reassessment right now as employees are looking at themselves as 'me,' as a full-time person related to work, social, family, etc. This applies to the workplace more than anything else. So many employees today, thinking back to how things were, are expressing, 'This doesn't work for me anymore.'"

When employees feel heard, they’re 4.6 times more likely to perform at their best. And the benefits of inclusive teams speak for themselves - they’re 87% more likely to make better decisions and 75% faster at bringing products to market.

To keep your strategy fresh, set up regular feedback loops like surveys, suggestion boxes, and focus groups. Keep skills sharp with refresher courses on inclusive communication, and periodically review job descriptions and hiring processes to ensure inclusive language is front and center.

Using Pebb for Long-Term Inclusivity Success

This is where Pebb really shines. Consistent feedback and reassessment are essential, and Pebb is built to support long-term inclusivity - not just one-off initiatives.

Our analytics dashboard helps you track progress, monitor DEI engagement, and spot any gaps early. Unlike Slack or Microsoft Teams, which often require premium plans for robust analytics, Pebb includes these insights in our Standard plan.

We designed Pebb with frontline employees in mind. Our mobile-first platform ensures everyone stays connected, even those without regular desktop access. Plus, our Employee Resource Groups provide dedicated spaces for diverse communities to collaborate and contribute to company goals. The knowledge library keeps inclusive communication consistent by offering approved language guidelines, DEI resources, and ready-to-use templates. And with a personalized news feed, DEI updates reach every employee - no matter their role or location.

Here’s what sets Pebb apart: you can get started with our Standard plan for free (up to 1,000 employees). This includes work chat with unlimited history, a news feed, knowledge library, tasks, a calendar, and unlimited clubs. When you’re ready to level up with advanced features like detailed analytics and voice/video calls, our Premium plan is just $4 per user per month - far more affordable than premium options from Slack or Teams.

Deloitte’s research backs this up: employee engagement can skyrocket by 101% in workplaces that prioritize diversity and inclusivity. With Pebb’s feature set and budget-friendly pricing, you can create a workplace where inclusivity isn’t just a buzzword - it’s a reality.

The bottom line? Inclusivity is a journey, not a destination. With regular reassessment and the right tools, you can build communication practices that truly work for everyone on your team.

Conclusion: Building Better Communication for Everyone

Let’s take a moment to reflect on what we’ve uncovered: creating inclusive communication isn’t just the right thing to do - it’s also smart business. The stats back this up. Companies that prioritize inclusivity see a 50% boost in productivity and are 27% more profitable than those that don’t. These numbers speak volumes, showing how inclusion directly impacts performance and, ultimately, your bottom line.

But here’s the deal: this isn’t a one-and-done effort. Jesse Jackson nailed it when he said:

"Inclusion is not a matter of political correctness. It is the key to growth."

The workplace is changing fast, and so must your approach to communication. What worked last year might already be outdated, especially when 67% of job seekers now see team diversity as a top priority when choosing where to work. Staying ahead means constantly rethinking and refining how you connect with your team.

This is where having the right tools can make a world of difference. With Pebb’s free Standard plan, you can start implementing inclusive practices right away. It’s free for teams of up to 1,000 employees, making it easy to get started without breaking the bank. And when you’re ready to take things further, our Premium plan - priced at just $4 per user per month - offers advanced analytics and voice/video calling. Compared to Slack or Teams, it’s a steal.

Our platform is designed with everyone in mind. From the factory floor to the executive suite, our mobile-first approach ensures seamless connection. Features like Employee Resource Groups provide spaces for diverse communities to collaborate, while our knowledge library keeps inclusive language guidelines at everyone’s fingertips. These tools aren’t just functional - they’re transformative, helping to embed inclusivity into the fabric of your organization.

The payoff? Inclusive teams make better decisions, deliver faster, retain talent longer, and keep customers happier. These aren’t just abstract benefits - they’re measurable advantages that can redefine your organization’s success.

The journey to inclusive communication begins with evaluating where you are, but it doesn’t stop there. It’s about building a workplace where everyone feels like they belong, where diverse perspectives fuel innovation, and where communication unites rather than divides. With commitment and tools like Pebb, you can create a communication strategy that truly works for everyone on your team. Let’s make it happen.

FAQs

How can companies make their communication tools inclusive for employees with disabilities?

To make communication tools work for everyone, companies need to focus on accessibility features. This means incorporating tools like screen readers, text-to-speech options, and live captioning. It's also crucial for platforms to align with established standards like WCAG and ensure they work smoothly with assistive technologies.

But accessibility goes beyond just the tech. It’s about creating an environment where everyone feels included. That starts with using clear, inclusive language in all communications. Regular training sessions on how to use accessibility features can make a big difference, too. And let’s not forget the power of feedback - listening to employees' experiences helps pinpoint areas that need improvement.

Tools like Pebb make this easier by offering a comprehensive communication platform designed with accessibility in mind. At just $4 per user, it’s built to support seamless collaboration for everyone, regardless of their needs.

What are the key metrics for measuring inclusivity in workplace communication?

To truly understand how inclusive your workplace communication is, you need to start with employee feedback. Tools like pulse surveys and engagement surveys are incredibly useful for gauging how connected and heard your team feels. From there, dive into inclusion scores and sentiment analysis to get a clearer picture of how employees perceive belonging and fairness within their teams. Don’t forget to look at demographic data - this can help you identify whether your communication practices are equitable across all groups. And here’s a pro tip: track how frequently employees use communication tools to share their ideas or voice concerns. This can tell you a lot about whether your channels are working for everyone.

Now, let me tell you why Pebb is a game-changer for this process. It brings everything together in one place - feedback collection, engagement tracking, sentiment analysis, and even team collaboration features. Plus, it’s easy on the budget. Starting at just $4 per user, it’s one of the most affordable ways to build a more inclusive workplace without breaking the bank.

What makes Pebb stand out in fostering inclusivity and engagement for diverse workplace teams?

Pebb is designed to be more than just a communication tool - it's a hub where teams of all kinds can genuinely connect and collaborate. With features like group chats, news feeds, and private clubs, it creates a space where employees can easily share ideas and feel like their input matters. It’s all about building a sense of belonging and keeping communication open and accessible for everyone.

Here’s what makes Pebb stand out: it’s budget-friendly without cutting corners. The free plan is perfect for getting started, and upgrading to premium costs just $4 per user. That means it’s not only great for office teams but also for frontline workers who often get left out of the loop. By closing communication gaps and making collaboration seamless, Pebb helps businesses create workplaces where everyone feels included.

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