Diversity and Inclusion is a critical leadership capability that helps drive great business results. Recently there’s been a push for companies to publicly share their numbers. That’s great and yet,, I think we can push the edges even further beyond awareness of D&I to a culture of Belonging.
- If my company cares about Diversity, they’re hiring and retaining the right person regardless of race, ethnicity, gender, sexual orientation, socio-economic status, age, physical abilities, or ideologies. That’s a good thing.
- If they prioritize Inclusion, there’s a conscious effort made so that every person feels invited and welcomed. Even better.
- And then there are those truly special places that offer a culture of Belonging. You’re not made to feel like a number, and no one goes out of the way to make you feel included (though the positive intention is well appreciated!) Rather, they create such a warm, accepting space that you can settle right in, feeling like you truly belong.
From my own experiences:
Diversity: I remember in my earlier days at P&G, tracking our recruitment, retention and promotion numbers to ensure we kept an eye on diversity. That was admirable, especially in 1999! ⭐️
Inclusion: I remember a group of guys in the early 2000’s heading out to a strip club after work, when one paused at the door and turned to me. “Uh… you wanna come?” Thanks for being inclusive man, but no thanks! 🤭
Belonging: When I worked at IHG, my boss heard we were trying to adopt a differently abled orphan. He not only made space for my hectic family schedule, he even implemented a new policy that financially supported international adoptions. Kenneth, thank you for role modeling what a culture of belonging looks like.💛
I recently saw this great quote: “Diversity is being invited to the Party, Inclusion is being asked to Dance, and Belonging is dancing like no one’s Watching.” Now that’s the kind of place I want to work and the culture I’d like to cultivate!
Where do you think your organization rates?
#diversityandinclusion #diversityintheworkplace #belonging Photo credit: Equality and Diversity UK LTD
That’s a beautiful story Emily, when I moved to Cincinnati from UK in ‘97 I experienced the positive side of this from my P&G work colleagues as did my wife. It is saddening that over 23 years later we are having to prioritise this issue still not only for a more diverse work and for survival.
Emily,
We had a learning session at work today and this concept was presented. At surface it seemed like a really easy way to understand the concept and catchy enough for me to reflect on all day. As I lay down to sleep I realized it’s out of order. You see, if I “belong” with myself then my circle of influence can/or cannot grow and directly impact the higher “authority” who holds the tickets to the party, and further more if I get in (should I choose to participate) why would I sit and wait to be invited to dance? Why wouldn’t I ask someone else to dance first? I think this is a fundamental problem in our society, we want to blame everyone/thing else for our circumstances . I would have been on time but the car in front of me was too slow, I would have gotten the job but so and so got it cause of their XYZ… the list goes on. I’d suggest live a good life and dance like no ones watching, then when your confident enough to do that, look outward and lend a hand to pull others in who haven’t learned that confidence through experience, after that diversity comes naturally and it’s not orchestrated by an authoritarian its developed through the laws of nature.
thanks for the thoughtful reflections, Darwin!