Belonging vs. Inclusion: Why You Shouldn’t Replace One With The Other

Inclusion and Belonging are both relevant where you work.

Find out why you shouldn’t confuse or replace one with with other

Here’s some key topics covered from this episode:

How inclusion intentionally addresses workplace diversity

How belonging naturally follows effective inclusion

How to differentiate inclusion from belonging

Play the episode for more

Here’s some key takeaways from this episode: 

Belonging and Inclusion are not the same thing

“Belonging is subjective whereas inclusion is intentional.”

The research shows that Belonging is part of Inclusion

“Inclusion is found at the intersection of Diversity and Belonging.”

People are talking about Belonging in contradictory ways

“People are talking about belonging in a lot of ambiguous ways.”

Check out these resources

Belonging Is a Feeling. Inclusion Is How You Foster It.

The Authority Series: Dr Lauran Star on Evidence Based Inclusion

Inclusify: The Power of Uniqueness and Belonging To Build Innovative Teams [Book Review]

6 Inclusive Themes You Can’t Afford To Ignore

Is it Time To Drop Belonging From the Diversity Conversation?

Element of Inclusion Youtube Channel

Whenever you’re ready, there are a few ways I can support your Inclusion Journey:

1.      Work with me 1:1

2.     Get Practical Book Insights

3.     Get our Free Email Course

For everything else check this

The Elements of Inclusion #4

Leaders must collaborate innovatively to leverage cultural expertise and drive business performance.

  • Why inclusive outcomes are driven by innovation
  • How developing a business case for diversity and inclusion specific to your organisation is a competitive advantage
  • Why novelty is at the heart of your inclusion journey

The Elements of Inclusion #3

Leaders must establish systems to ensure that everyone shares the same advantages and benefits. These processes will create incentives for inclusive behaviours.

  • How to augment your team with the tools and insights they need to prevent structural disadvantage
  • Why reinforcing generative norms ensures everyone belongs in the organisation
  • How inclusive representations can be embedded to promote an inclusive culture

The Elements of Inclusion #2

Leaders must redefine career development relationships to support inclusive performance.
  • Why traditional mentor relationships must be revised for an inclusive workplace
  • How leaders must embrace networks of developmental relationships for individual growth
  • Why established workplace norms must evolve for inclusion in the modern workplace

The Elements of Inclusion #1

Leaders must properly socialise people and socialise inclusive ideas by providing an environment for the cultural learning needed for an active role in an inclusive organisation

  • How your socialisation processes must evolve to encourage the sustainable cultivation of inclusive competencies
  • Why Leaders must consistently negotiate the line between organisational commitment and personal authenticity to promote performance
  • How developing intersectional self awareness can help leaders to leverage individual employee experiences