Chris Knight, Sales director at emPerform UK explores the importance of belonging within DEIB initiatives and explains why leaders should not overlook including belonging in policies.
DEIB Definition
What happens if we add “B” to DEI for belonging? Some people believe that belonging is part of inclusion. Dr. Aleen Bayard makes a crucial distinction. There’s a difference between being included and feeling like you truly belong. Imagine that a person can be part of a group or a meeting but still not feel like they belong. Belonging leads to clarity and action. Not only is it important to have a place at the table but you also need to feel supported, valued and connected.
Diversity, equity, inclusion, and belonging work together to create workplaces that allow people to thrive and work effectively together. Diversity acknowledges and values the diverse perspectives and experiences people have to offer, while equity helps people meet where they are and provides the support they require, so everyone can succeed. The power of inclusion is to ensure that all voices are heard, and create an environment where everyone feels welcome. But the real power lies in belonging. Belonging is a feeling of belonging in the workplace, when employees feel supported, seen and connected. This is according to ‘s key findings.
What does it mean to “Belong” at Work?
When people feel comfortable sharing their opinions and speaking up, they feel a strong sense of belonging. Employees who feel valued are more likely to be in line with the organisation’s plans and values and to feel confident about their value.
Psychological Safety is a key factor in this. psychological security in the workplace is a way to create an environment that allows people to speak freely without fear of judgment or negative consequences. It is important that people feel validated for sharing their unique perspectives and ideas, as well as their own authentic selves. If individuals don’t feel supported, seen or connected, they may be less likely to take risks, admit mistakes or express their concerns.
Benefits of Implementing “Belonging” Strategies
Incorporating belonging strategies in your organisation’s DEI initiatives can offer a number of benefits. These include individuals feeling valued for their work or role within an organisation. People are more motivated, creative, and willing to risk new ideas when they feel valued, respected, and rewarded. What is the result? The result? Harvard Business Review found that when employees feel like they belong, they are more likely to perform well and less likely to leave their company. That’s huge! A workplace that is inclusive not only improves morale, but also tackles major issues such as absenteeism and turnover.
Want to Attract and Retain Top Talents? Prioritise ‘Belonging’
You could be losing out on the best candidates if you don’t give priority to belonging. DEIB initiatives are no longer optional, as a new workforce values equal and fair opportunities. A recent Monster survey found that 83% GenZ candidates said an employer’s commitment towards diversity and inclusion was a major factor in choosing where to work. Top professionals will not apply for positions if they believe DEIB has been overlooked by the organisation. It doesn’t stop there. McKinsey research shows that 51% of employees that left their jobs by 2022 were looking for a greater sense of belonging. 46% of respondents said they wanted to be around people who cared and trusted each other. Even the most inclusive organizations will struggle to retain and use top talent if their environment does not foster a sense of belonging.
Belonging to the Growth
As workplace dynamics continue evolving in a multigenerational workforce that is globally connected, it becomes increasingly important for leaders to include the “B” into DEI initiatives. Dr. Bayard captures belonging’s essence by explaining that it’s more than just being heard. It’s also about feeling comfortable and safe enough to bring your whole self to work. This includes your concerns, emotions and strengths. When employees feel this level of connection, they will experience true belonging.
It is a proven fact that when individuals feel valued and accepted and are empowered to be themselves, they perform better and have a more engaged workforce. It leads to increased productivity, innovation and success for the organisation. It is important to ensure that everyone feels like they are part of the team for long-term success.
