Inclusive content has become more than just a trend. It is a crucial element in reshaping the way brands communicate and engage with diverse audiences. Recently, we had an insightful conversation with Ms Divya Dixit, Business Strategy & Growth Advisor at One Health Assist.
Ms Divya Dixit, with over two decades of experience in brand building across industries like digital, broadcasting, telecom, and healthcare, brings a wealth of knowledge to the table. In our discussion, she shared her powerful insights on how inclusive content can drive meaningful change, especially when it moves beyond tokenism to create real impact.
Let’s explore her thoughts on inclusive storytelling, challenging stereotypes, and fostering diversity, equity, and inclusion (DEI) in content strategies.
Meet Divya Dixit, an inspiring business leader
Divya Dixit is a seasoned business professional with over 20 years of experience, spanning diverse industries such as broadcasting, telecom, digital, and healthcare. Currently serving as the Business Strategy & Growth Advisor at One Health Assist, she has built a reputation for delivering results under tight timelines and resources. Divya’s deep understanding of brand building and stakeholder management makes her a leading voice in inclusive business practices, particularly in the digital and healthcare space. Her thoughts on inclusive content reflect her dedication to equity and holistic growth for both businesses and communities.
Divya on inclusive content & marketing strategies
Inclusive content is often misunderstood or reduced to just ticking a diversity checkbox. For Divya, however, it goes far more profound.
Q: What is your take on inclusive content?
A: For me, inclusive content means “Content that truly reflects the diverse communities that we address.” It is how we elevate diverse voices and role models, decreasing cultural bias and leading positive social change through thoughtful and respectful content. I do see many organisations doing it not as a long-term process but addressing it as a momentary activity that is tokenism. Why is it vital? Because content inclusion is a dedication to equity.
Q: How can brands integrate inclusive storytelling, diverse representation, and empowering narratives into their content strategy?
A: There is more pressure than ever to express ourselves inclusively. Be it the images we use for our websites and campaigns, the language we use in our social media posts or the everyday content of our emailers and directives. What is vital in today’s landscape is to respect diversity and give the unheard voices a chance by removing checkboxes. When content is inclusive, it is more likely to be accessible to a wide range of users, regardless of their abilities or backgrounds. That can make it easier for users to engage with the content. That can ultimately lead to increased engagement and improved user satisfaction.
Q: What strategies can help avoid perpetuating gender stereotypes in content and ensure authentic representation?
A: In this regard, look at the long-term vision held by challenged voices and communities. Maybe the best initiative is to hire a diverse set of people for sensitisation and execution. Also, top management needs to drive a culture of acceptance and a non-threatening environment. Ensuring SOPs are passed and implemented so that these become fair practices across organisations.
Q: How do you define Diversity, Equity, and Inclusion (DEI) in marketing, and why is it crucial for modern strategies?
A: DEI is critical across various sectors, not just marketing. For me:
- Diversity is about accepting identities and experiences regardless of race, gender, age, ethnicity, sexual orientation, etc.
- Equity is ensuring fair treatment, access, & opportunity.
- Inclusion means creating environments where diverse individuals feel valued & integral.
In marketing, DEI is creating content and strategies that reflect and resonate with a diverse, global audience, with equitable representation in campaigns, equitable access to opportunities, and diverse voices heard.
Q: How can brands segment their audience based on income or socioeconomic parameters to ensure the creation of relevant content? What challenges arise, and how do you address them?
A: Brands can smartly segment their audiences based on products, the promise of experience, and segmented content relevancy. Across the globe, specific segments confront barriers that prevent them from fully participating in political, economic, and social life. And these can be through stigmatising attitudes or perceptions. Brands can address these by ensuring these segments are given relevant opportunities via education or work. This upliftment also creates a whole lot of economic sense as well.
Divya and her personal journey: as a mother, as a professional and as a woman
Ms Divya Dixit also shared some of the challenges she has faced as a woman in leadership roles. From micro-aggressions to chauvinism, her career has not been without its hurdles.
Q: As a woman, have you faced discrimination or micro-aggressions in your career? How did you overcome these challenges and maintain success?
A: As a woman, I have often faced chauvinism and mansplaining not only in the workplace but also in boardrooms. The microaggression would have been an incident where, at a meeting, the other brand representative continued addressing my colleague, a male; he, despite being someone who reports to me, was addressed for all decision-making conversations. I was surprised! However, I chose to stay calm and steer the conversation towards me with innovative solutions.
Being a woman also poses a challenge. Societal perceptions sometimes dictate that you cannot be too professional or strict in your workplace demands. That is probably because women are supposed to be nurturing, and they are then given names at the workplace. I have always overcome this by being extremely immune, thoroughly prepared, and aware of what I am asking for with clear and logical reasons.
Q: How can organisations address ageism in the present landscape, ensuring merit precedes age?
A: It’s very simple: Do not disbar a person from any position whatsoever just because it is felt that he will not suit or be able to execute the profile because of his age. Experience, I understand; ageism disbar, I do not. Talent should be the focal parameter, no matter what age.
Q: As a leader in your current venture, do you prioritise women’s health? How do you envision addressing complex issues like women’s health, socioeconomic factors, and being invisible to themselves?
A: I absolutely vote, prioritise and support women’s mental health. That is because we not only come to the workplace but also truly balance home and work, which, unfortunately, men of this country don’t have to deal with. To top it all, being the primary caregiver for the family’s physical and mental health also takes its toll.
Addressing this issue will need to begin at home with mothers, who will need to take the burden of educating the entire family and society about it again. However, I do feel that giving women’s health priority should be addressed at a political level with Government mandates and incentives. The government should also set up clear helplines for support and abuse, not as a token but as a mandate with clear directives and punishments for offenders.
Q: What advice would you give women seeking to break the glass ceiling and attain more agency in their careers?
A: My sincere advice to all the women out there seeking to excel at their work and rise above the ranks is to do so continuously without any hesitation. Seek a mentor if needed to guide you on the journey, but most importantly, do not hesitate to speak up in the correct forums during discussions. Also, report inaccurate instances or behaviours and seek clarity and reason for your thoughts and actions. Above all, bring to the table the excellent IQ and EQ that we are known for.
Divya’s resilience and success are testaments to the strength and persistence needed to break down workplace barriers, especially for women. Her advice to women seeking to rise through the ranks is simple yet profound: “Stay prepared, be confident, and always bring both IQ and EQ to the table.”
Conclusion: A call for more inclusive leaders
Today, as consumers demand more authenticity, empathy, and representation, companies need to rethink their content strategies. They should aim at ensuring that inclusivity is embedded at every level. This shift is not just about adding diverse images or language; it is about genuinely reflecting the richness of human experience.
As Ms Divya Dixit powerfully articulated, inclusive content is about driving equity. It is about challenging stereotypes and ensuring that diverse voices are heard and valued. Her insights serve as a guiding light for brands and leaders alike who wish to push the boundaries of what’s possible in creating an inclusive future. As Divya continues to inspire with her dedication to inclusivity, it is clear that more leaders like her are needed to make this change a reality.
Disclaimer: The views expressed in this article are based on the writer’s insights, supported by data and resources available both online and offline, as applicable. Changeincontent.com is committed to promoting inclusivity across all forms of content, which we broadly define as media, policies, law, and history—encompassing all elements that influence the lives of women and gender-queer individuals. Our goal is to promote understanding and advocate for comprehensive inclusivity.
