Adding “B” to DEI
Diversity, Equity, and Inclusion. More and more, organizations are seeing the importance of focusing organizational effort toward these priorities. But many are finding the actions they’ve implemented are not moving the ball down the court when it comes to team impact. Is this you? Are you curious why certain procedures, hires, or practices have not yielded the results you desire on your team?
You’re not the only one. In fact, organizations are beginning to add a “B” to the DEI acronym. It stands for Belonging. And it’s making a productive impact.
Any experienced leader knows the one constant in leadership is change. And as we take a look at the shifting workplace, we’re seeing a huge trend of employees who desire to work at a place where they feel they belong. And before you dismiss this trend, know that the results backing it up matter to your bottom line. According to an article by Erin Eatough, PhD, the workplace is seeing 50% less employee turnover rates alongside a 56% increase in job performance when employees feel they belong (BetterUp).
It’s helpful to breakdown the DEIB acronym in a progression toward your desired results. Arthur Woods, co-founder of the diversity hiring platform Mathison, gives the following imagery in an article called, DE&I gets update with ‘B’ for belonging when he discusses each piece’s impact.
Diversity: Think of diversity as the action step in regard to demographics. It’s the first step on more of a metrics side to ensure you have the right people with you, with potential of diversity in thought, experience, ethnicity, gender, etc.
Equity: This could be likened to inclusion at the table. Everyone has a chance to be there.
Inclusion: With inclusion should come the encouragement to participate. You not only have a seat at the table, but you have the space to contribute.
Belonging: As you enter the belonging phase, now you feel empowered and safe to challenge an idea and truly bring your full set of expertise to the table.
When you consider, as a leader, the value of your team feeling a sense of belonging, you’ll see why DEIB is making such an impression on teams around the country. As Laura Rodnitzky, 3Q’s chief people officer, says, “It doesn’t matter how much diversity you’re bringing in if you’re not creating the right environment for people to succeed in,” (DE&I gets update with ‘B’ for belonging).
Take a moment to inventory your own team.
Are your employees feeling a sense of belonging?
How empowered are they to challenge ideas, bring their full selves, and speak up on the projects your team is working on?
Have you surveyed specifically the concept of belonging in the workplace?
Does anyone else desire to move beyond the metrics and demographics and get to the heart of our employees feeling a sense of belonging and contributing in meaningful ways? It’s certainly worth the pursuit.
