When diversity, equity and inclusion intersect in the optimal way, it results in a culture of belonging.

This blog contains several links to some of my past blogs … do please look at them!

In part 1, my first installment on this blog series on DEIB – Diversity, Equity, Inclusion and Belonging, I concluded with:

Diversity is not something to be afraid of or demonize. If we remember that every single person is part of the story and hence has something special to bring to the table, we could leverage diversity to build a better organization, a better community and a better world.

In part 2, I focused on the “E” – Equity. I concluded with:

The idea behind equity is to provide each single person the tools that they need to be their very best selves and contribute their maximum to the good of an organization and society. Why would be want to leave anyone behind and hinder them from becoming their best selves?

I have always stated that when diversity, equity and inclusion intersect in the optimal way, it leads to belonging. One great definition of belonging is from City Year San Antonio and People Insight:

“Ongoing culture created to ensure all feel welcome across differences manifested in relationships, conversations, physical space and written word. Being a part of something bigger.”

Rhodes Perry, a leading consultant and pioneer in the belonging space defined belonging as:

“An emotional outcome that comes from feeling seen for your unique contributions, connected to your coworkers, supporting in your daily work and career development, and proud of your organization’s values and purpose.”

Several years ago, I published blogs about Rhodes Perry’s two books on this subject, “Belonging at Work: Everyday Actions You Can Take To Cultivate an Inclusive Organization,” and “Imagine Belonging – Your Inclusive Leadership Guide to Building an Equitable Workplace.”

Why would any company, nonprofit, city, state or nation want to ostracize anyone and make them feel like they do not belong? When everyone feels like they belong, they can contribute their very best work, creativity and imagination to the team. That is what creates a winning organization; everyone belonging and bringing their best.

On the flip side, when people feel as if they do not belong in the workplace, that can lead to reduced productivity and increased turnover and recruiting costs. In society, a feeling of not belonging can even lead to fear and dangerous behaviors impacting mental health and increasing costs within a nation.

One example of demonizing others and making them feel like they do not belong is xenophobia – a fear of immigrants and foreigners.  Please read my blog “Another way to look at immigration.” Other examples of exclusion are homophobia and transphobia. Please do read my recent blog, “I am sick and tired of being demonized.”

Bottom line, focusing on assuring everyone feels valued and as if they truly belonged has so much upside with very little cost and downside.