Feeling of inclusion

Sommaire:

1. Introduction 
2. Talent membership and commitment
3. Why inclusiveness and commitment aren't enough
4.Why belonging is so important for inclusion and diversity
5. Best practices for diversity, inclusion and belonging feedback programs

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‍1. Introduction?

Belonging represents a fundamental need inherent in human identity. The deprivation of this feeling can cause emotional distress equivalent to physical pain. In a context where concerns about health and economic instability are exacerbated, professional belonging takes on added importance when it comes to employee commitment.

When employees do not feel integrated within their professional environment, whether due to day-to-day difficulties or disruptive elements such as remote working in times of pandemic, this can impair their ability to concentrate and engage. For this reason, many companies are evaluating their diversity and inclusion strategy by including the aspect of belonging.

This new approach, called "Diversity, Inclusion and Belonging" (DIB), demonstrates a firm commitment to a more inclusive and rewarding working environment for all employees.

2. Talent membership and commitment

Employees who feel a strong sense of belonging are six times more committed than those who do not. In fact, employees who feel a deep attachment to their work are more inclined to invest themselves fully and give their best.

Belonging is a unifying force that can unite all employees around a common vision. This innovative approach overcomes the historical challenges faced by diversity and inclusion initiatives. It avoids focusing on superficial measures that are only relevant to certain individuals, and promotes cohesion within the company.

It also helps to demonstrate that diversity and inclusion are not simply a regulatory obligation or a management statement, but an integral part of the organization's policies, practices and working methods.Integrating DIB into every aspect of talent and business management has a significant impact on the employee experience. This raises crucial questions, such as:

- How do we foster inclusion from recruitment through to integration?‍
- Are we intentional in the way we design career paths and promote employees?‍
- How do we take inclusion into account when giving feedback and coaching to help employees reach their best level?
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3. Why inclusiveness and commitment aren't enough

Diversity and inclusion are not new issues for most organizations. For some time now, companies have recognized that the changing demographics of the world and of their customer base demanded that they improve the diversity of their workforce.

While organizations have made progress in this diversification, there are still opportunities for improvement, particularly when it comes to the representation of women in senior management positions, where the pace of progress has been very slow.

However, the work of diversity and inclusion initiatives is not limited to improving representation. Recent headlines have shown that it's entirely possible for business leaders to talk publicly about improving diversity while practicing toxic behaviors, ranging from overt harassment to micro-aggressions, that prevent individuals from thriving within their company.

Even when the focus is on improving representation, not all organizations necessarily seek to create a truly inclusive culture, in which everyone feels accepted. And even for those companies that understand the value of greater inclusivity, diversity and inclusion initiatives don't always yield the desired results. One of the main reasons for this is the lack of collective ownership in creating more inclusive workplaces where everyone can bring their unique personality and feel accepted.

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4. Why belonging is so important for inclusion and diversity

Belonging is a fundamental human need, so much so that we have developed behaviors to minimize the lack of belonging, in the same way that we seek to avoid physical pain.

According to a study published in the Journal of Personality and Social Psychology, the anxiety of not belonging, known as belonging uncertainty, affects everyone, but can have an even greater impact on historically under-represented groups within organizations, as they see fewer people with whom they can identify in positions of leadership or influence.

This anxiety can lead to "hedging" behavior, where individuals seek to hide authentic aspects of themselves that they perceive as detrimental to their success. Even majority groups may feel the need to cover up their difference, which can stifle creativity and productivity in the workplace.In contrast, when belonging is intentionally fostered in the workplace, employees feel accepted within a community where members identify with each other around a shared sense of purpose and willingness to invest emotional energy for the benefit of the community.

To promote belonging, we need to reframe the conversation around diversity and inclusion, and better involve majority groups in creating inclusive environments.

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5. Best practices for diversity, inclusion and belonging feedback programs

For organizations looking to use employee engagement surveys to support their Diversity, Inclusion and Wellbeing (DIB) strategy, here's a five-step approach:

5.1 Alignment: It's crucial that your organization shares a common perspective on the importance of DIB to your success and culture.

5.2 Listen: Seek to understand the experiences of different parts of your organization, including critical talent segments and diverse populations.

5.3 Inform: Analyze what's working and what's not in your current strategy, and identify areas for improvement to strengthen your DIB program.

5.4 Activate: Coach teams and leaders to develop inclusive practices in the way they work. Provide early access to their team's feedback so they can take ownership.

5.5 Recording: Take time to measure progress, course-correct if necessary, celebrate successes, recognize efforts and continue learning together.‍Building a culture strongly focused on inclusive practices is an ongoing journey, and belonging is a central part of it. It's a unifying conversation in which everyone can participate, and everyone has a role to play in moving forward in this direction.