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Diversity, Equity, Inclusion, and Belonging(DIEB)
Diversity, Equity, Inclusion, and Belonging(DIEB)

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What is Diversity, Equity, Inclusion, and Belonging (DEIB)?

“Diversity and inclusion have changed rapidly in the previous two years. Inherently prejudiced civilizations have taught us that D&I is insufficient. This has advanced “diversity, equity, and inclusion”.

Diversity, equity, and inclusion alone are insufficient to create an encouraging work environment. It won’t work in the new era. Underrepresented groups may leave a DEI workplace if they don’t feel welcome.

DEI includes workplace belonging. Philosophically, it’s about “the longing to be,” “Longevity” is an emotive and temporal component. Belonging at work increases psychological safety and inclusion.

Belonging is a key to corporate success, according to the Achievers Workforce Institute’s 2021 Culture Report. Such as:

• It improves memory. 40% of respondents with a strong sense of belonging rarely job hunt, compared to 5% with a weak sense.

· Productivity increases. 45% of workers with a strong sense of belonging are productive. Only 6% of low-belonging persons agree.

• Best employer branding. 51% of respondents with a high sense of belonging would endorse their workplace as a great place to work, whereas only 4% would do so.

What’s the difference between inclusion and belonging?

Belonging affects a person’s intrinsic motivation, the motivation they feel from being appreciated and included. Their work is interesting and satisfying. Shared purpose and connection build belonging. Having the same ideals (and intrinsic motivation) as the rest of the organization will boost a person’s sense of belonging. We’ll study approaches in the next section. Belonging and inclusion are linked. If your organization isn’t inclusive, people won’t feel like they belong, regardless of shared ideals or intrinsic motives.

How to implement DEIB in any organization?

1. It starts with DEI

It’s easy. Without diversity, inclusion, and equity, people won’t feel like they belong. Diversity is a snapshot. When you examine inclusion, belonging, and how everyone in the organization may achieve and grow, you can begin to think about how to compensate employees at every level.

Who’s at each leadership level? Is everyone’s voice heard and celebrated? Can each person safely share their gift? If so, your organization has inclusion and belonging, which leads to true, sustainable diversity.

2. Focus on purpose

People want the meaningful job more than ever. People want to be aligned with the organization’s mission (the “what” and “how”) and vision (i.e., the “why”). What do mission and vision mean in practice? First, assess your firm’s mission and vision. Design? Do they represent your company? Or should you make changes? If your organization doesn’t, it may be time to start…

An easy-to-follow example: Your email signature should include your company’s mission and vision. This message appears in every email a candidate receives from a recruiter, hiring manager, or another firm employee.

3. Make it a conscious effort

Belonging isn’t a given, and it’s harder when your company is growing fast. Be careful. This can mean several things:

• Team leaders must hear everyone. Give team members who are reluctant to speak up a light push. You shouldn’t put them on the spot.

• When you receive feedback, act on it. This can also mean you can’t address the issue now. Radio silence makes people feel unheard, unappreciated, and ignored. Bad for their belongingness…

• Offering your organization’s members affinity groups or ERGs is another way to build a sense of belonging. These groups help people develop relationships based on shared interests.

4. Lead by example

Leadership is key. Trust is essential for creating a diverse, inclusive, and equitable environment where people feel welcome.

A kind society is likely vulnerable. If your leadership team is vulnerable and discusses their goals, anxieties, and challenges, they are being human.

Your manager humanizes the workplace. As an employee and fellow human, I’ll trust you more because you’re nice. I’ll tell you more about me. At least for us, vulnerability is crucial to building trust.

5. Include freelancers

Most modern firms use full-time, freelance, contract, and other contingent workers. Many companies separate contingent and “regular” workers.

Example:-

• Not paying contingent workers on time.

• Not giving them the knowledge, they need to do their jobs.

• Not including them in team or company events.

While it’s (perhaps) understandable that companies don’t always know how to treat gig workers from an HR perspective, none of the above actions are justified. It’s hard to build an inclusive company if all employees, regardless of contract length, don’t want to be there. Gig workers should be treated similarly to employees. When working on DEIB programs, remember them.

6. Be accountable

Those “in charge” of your organization’s DEIB initiatives, likely HR and corporate leadership, are responsible for its development, or lack thereof. Staff meetings, company-wide surveys, or any other method can be used to track success. Involve all team members (including freelancers). Their feedback will help you assess your progress. You can also identify areas your company should improve.

“Getting invited to a party is diversity but to get to dance is inclusion. So now is the time to get dancing. Diversity is the first stepping stone.” says @shaliniharnot


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