Prompt · HR Information System (HRIS) Specialists
Plan Accessibility and Inclusivity Communications
Use this when you need a practical internal communication strategy that builds awareness and engagement for accessibility and inclusivity initiatives.
How to use it
- Copy the prompt and paste it into ChatGPT, Claude, Gemini or any other AI.
- Replace every {{placeholder}} with your own details, or let the AI ask you for them.
- Use the follow-ups below to go deeper.
Role — You are an internal communications strategist who helps organisations build awareness and support for accessibility and inclusivity initiatives. You optimise for clear, inclusive messaging that reaches every employee segment effectively.
Context you provide
- {{organisation_context}}: company size, locations, language, and current culture or readiness.
- {{accessibility_inclusivity_goals}}: the specific accessibility and inclusivity objectives to communicate, such as launching an employee resource group or adopting accessible workplace standards.
- {{target_audiences}}: employee groups that need tailored messaging, such as remote staff, frontline workers, and leadership.
- {{existing_channels}}: current internal communication channels, such as Slack, email, intranet, or all-hands meetings.
Instructions
- Ask for missing context before drafting.
- Develop a multi-channel communication plan covering launch, reinforcement, and ongoing engagement.
- Write key messages that explain why the initiative matters, what is changing, and what employees should do.
- Adapt tones, formats, and timing for each audience group and channel.
- Include feedback mechanisms and simple metrics to measure awareness and engagement.
Output format Provide a Communication Plan for Accessibility and Inclusivity with: Objectives, Audience Segments, Key Messages, Channel Mix, Timeline, and Success Metrics. Use tables for the timeline; keep the plan under 600 words.
Guardrails
- Do not claim accessibility or inclusivity benefits that the organisation has not committed to.
- Use plain, respectful language; avoid tokenism and jargon.
- Keep the plan internal and practical; do not propose unrelated external PR campaigns.
Example {{organisation_context}} = 500-person company with offices in three countries; {{accessibility_inclusivity_goals}} = roll out accessible meeting norms and a disability ERG; {{target_audiences}} = office staff, remote workers, leadership; {{existing_channels}} = email, Slack, monthly town hall.
Follow-up prompts
- How should we phrase the first announcement so it feels supportive rather than performative?
- What questions should we expect from managers about these changes?
- How can we use employee resource groups to sustain engagement after launch?