Is it Time To Drop Belonging From the Diversity Conversation?

When I talk about the term belonging, generally I’m quite critical

Finally, I’ve found someone else doing the same!

But we don’t agree on everything

Get your pen and paper ready because we’re talking about if it’s now time to drop Belonging from the Diversity conversation

In today’s show we discuss several things including:

  • An unpopular opinion about a growing Inclusion trend
  • Brene Brown’s definition of Belonging
  • An alternative approach I rarely take and much more

Here’s some of what we discuss on the show:

Belonging is an increasingly important concept that is rarely well defined

the author does think that this a definition intended for our purposes for creating an inclusive workplace or at least treats it as if it is because they spend the rest of the article explaining why they think it’s inappropriate and should be dropped ”

 It’s useful to think about Belonging from the perspective of the individual and the organisation

“Belonging is about how a person feels and by using this term, we place the onus on individuals whereas inclusion places responsibility with the organisation, it goes further to say that responsibility lies with the leadership. I don’t think this is the case”

 It’s useful to think about Belonging in the context of Acceptance

“This is useful because it embraces the idea that we as individuals need to work on ourselves in order to accept ourselves consistent with what was in the article, but it also means that organisations have responsibilities to create environments where people are accepted for who they are”

SHOWNOTES

A Discussion about Dr. Jill Biden Misogyny and Privilege

Brene Brown

Why It’s Time to Drop “Belonging” From The Diversity Conversation

Lucy Butters on LinkedIn: Why It’s Time to Drop “Belonging” From The Diversity Conversation

Everything You Need To Know About The Famous McKinsey Report ‘Why Diversity Matters’ [Report Breakdown]

Everything You Need To Know About Delivering through Diversity The Follow Up Study To The Famous McKinsey Report [Report Breakdown]

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