Diversity, Equity, Inclusion & Belonging. We’ve seen the evolution from D&I to DE&I and now the emerging DEI&B . . . and that will likely change again; however, one thing remains constant in today’s work environment — employees desire a highly ethical experience — for everyone.
DEI&B has shifted from being an aspirational asset to a non-negotiable, forcing many business leaders to ask themselves how they can help pave the way for true cultural transformation. But DEI&B is more than just “checking a box;” it’s about doing the right thing.
Maybe you’re wondering what “belonging” really means and why it’s so important. In this article, we break down how the “B” differs from the “I” (inclusion), its value to businesses and ways your organization can create a culture that supports it all.
How is Belonging Different from Inclusion?
Inclusion involves actions and behaviors by your organization and your employees to create and maintain a work environment where everyone’s thoughts, ideas and perspectives truly matter. In an inclusive company, employees feel safe expressing their true, whole personalities and opinions.
Belonging is when employees feel accepted, valued and connected to your company — ideally as a result of your inclusion efforts. Those who have a sense of belonging enjoy their work and gain fulfillment from it. A sense of belonging is nurtured by a common purpose and connection. When your company has employees who share some of the same basic values, belonging will be positively impacted.
Why is Belonging So Important?
Even organizations that excel in DE&I can fail to retain employees if they don’t feel like they belong. According to the 2021 Culture Report from the Achievers Workforce Institute, belonging is a key factor for organizational success. Belonging . . .
- Positively affects retention — 40% of respondents with a strong sense of belonging rarely think about looking for a job elsewhere, versus 5% of respondents with a low sense of belonging
- Boosts productivity — 45% of respondents with a strong sense of belonging state they are their most productive self at work, versus 6% of those with a low sense of belonging.
- Is excellent employer branding — 51% of respondents with a strong sense of belonging would recommend their company as a great place to work, versus 4% of those with a low sense of belonging.
How Can My Organization Support Belonging?
Here are a few ideas to start:
- Regularly check in with employees and colleagues. People feel the greatest sense of belonging when their managers and coworkers regularly connect with them to ask how they’re doing, both professionally and personally, if they have any unmet needs and the like. Simply giving them an opportunity to express themselves goes a long way. This, of course, must be modeled by top leadership.
- Directly ask for input. Conduct a survey asking employees about their level of sense of belonging and what the company could do better to foster belonging. (Ensure employees that their answers will not be attributed to any individual.)
- Revisit your corporate mission and vision. People want a sense of purpose in the work they do. In great part, this means they want to connect with your organization’s mission and vision. Do your mission and vision accurately reflect the type of business you are?
- Encourage employee-led groups. Examples include a DEI&B team, a wellbeing group or even a book club.
Bottom line — if you want to maintain a culture that enables your employees to thrive, start putting in the work now to make DEI&B a sustainable part of your organization's DNA.