Why has Diversity, Equity and Inclusion been expanded to include Belonging? Although there has been progress on the DEI front, there is still a long way to go. More than 50% of employees want their workplace to do more to increase diversity and 45% of U.S. workers experienced discrimination and/or harassment in the past year (Glassdoor – Gallup Stats).
Adding belonging to the DEI mix can help to humanize the actual experiences of people. The reality is that unless someone feels they belong, they are at risk of leaving. Today most organizations are diverse and inclusive, which means they have policies & programs in place that support a diverse, inclusive, equitable environment. Belonging on the other hand relates to the feelings of real people and as Paolo Gaudiano notes in his article (Inclusion & Belonging-Gaudiano-Forbes), belonging is a feeling and is therefore difficult to measure. Feelings are an outcome and actions are the cause, so it is important to understand the actions that ultimately lead to feelings of belonging, or not belonging.
In addition to Guadiano’s notes on negative actions such as not being invited to meetings, or bosses taking credit for their people’s work, Gallup has captured a list of inclusion items such as creating an open environment, commitment to building employee’s strengths, ability to be authentic etc. (Gallup-DEI).
There of course can be a very long list of ways to support other’s sense of belonging. This is because belonging is like other aspects of human relationships, it is highly valuable, and it takes continuous effort and adjustment to develop. This may sound like a lot on paper, but the vast majority of people are adept at this if they choose to be. Creating an environment that fosters a sense of belonging is therefore a conscious choice made by each individual in the organization. Policies and procedures can lay the groundwork and ensure that everyone gets a chance to be at the table, but in the end, it is the actions of each individual that will determine if their co-workers feel like they belong. Tolerance in a very jaded context might meet an inclusion requirement, but genuine acceptance, appreciation, curiosity and pride of association on an individual level can create a sense of belonging. As always, this starts with the leaders.
When positive actions heavily outweigh the negative ones, the organization will have a culture that appreciates, and actually needs the full diversity and sense of belonging of each individual for its survival.
Additional Sources: Pat Wadors on DIBs
