Diversity, equality and inclusion (DEI) is one of the most talked-about topics in the world of employment. Organisations and those in charge of hiring are learning more about the importance of diverse and inclusive workplaces as not just an ethical imperative, but as a key ingredient in a successful business strategy.
DEI matters enormously to young people. According to People Management, 78% of 18-24 year olds said that it played an important role in their job searches. This means that, if you want to attract and retain the best young talent, prioritising diversity and inclusion is essential.
But, along with the three pillars that make up DEI, there is a fourth element that is no less critical but is often missing: belonging.
The Missing Piece: Belonging
A sense of belonging is a core human need. We all want to feel at home with our families, our friends, and in our peer groups. Belonging matters at work, too. No matter how diverse a workplace is and how it attempts to treat all members equally, those who do not feel a sense of belonging will ultimately not stick around in the long term.
Diversity, equality, and inclusion (DEI) all matter hugely. But without belonging, they will not achieve their ultimate aim: to create workplaces where everyone has the opportunity to thrive as their full selves.
For this reason, many organisations are now embracing DEIB and explicitly including “belonging” in their DEI strategies.
What Does It Mean to Belong?
The Cambridge Dictionary defines belonging in this way: “A feeling of being happy or comfortable as part of a particular group and having a good relationship with the other members of the group because they welcome you and accept you”.
In other words, to belong is to know that you are able to show up in a space as yourself and that you will be accepted and embraced.
At work, a sense of belonging could mean knowing that you are an important member of the team and that your insights and knowledge are valued. It could also mean feeling that the organisation is aligned with your values, understands your wants and needs, and works well with your unique personality.
Five Ways to Create Belonging in Your DEI Strategy
Belonging has a tremendous impact on employee satisfaction, employee retention, and overall organisational culture. It leads to better decision making, stronger productivity, and more effective problem solving. But once you have decided to add “belonging” to turn your DEI strategy into DEIB, how do you actually do it?
Here are five key tips you can use to get started.
1. Focus on How Employees Feel
“Belonging” and “inclusion” are often used interchangeably. But, though they are closely linked, they are also two distinct things. Inclusion is about what your organisation does, while belonging is about how your employees feel.
Therefore, to start including belonging in your DEI strategy, you will need to understand the extent to which employees (particularly those from marginalised and underrepresented groups) do or do not feel a sense of belonging and then continue to monitor this as you employ new practices.
You can temperature-check how employees feel through mechanisms such as focus groups, interviews, feedback forms, and suggestion boxes. You will need to create an environment where it is safe to be honest and transparent. One way to do this is to create a means for employees to give feedback anonymously.
2. Understand Microaggressions and Unconscious Bias
Few people want to hurt or offend others. However, due to a lack of knowledge and pervasive stereotypes, migroaggressions (small and often unintentional discriminatory comments or behaviour) and unconscious biases (negative views or stereotypes that we are not consciously aware we hold) can still have a major impact on members of marginalised groups.
Examples of microaggressions include:
- Tokenism, or using one person to represent an entire group (e.g. “I need a woman’s opinion on this.”)
- Comments on speech, accent, or language skills (e.g. “you speak English so well!”)
- Mispronouncing, shortening, or westernising people’s names
- Comments on appearance, such as telling someone they “don’t look disabled” or a transgender person that they “pass” as cisgender.
Examples of unconscious bias include:
- Assuming that women are in administrative or support roles while men are in technical or leadership roles
- Assuming that older people do not understand technology, or that young people are all tech experts
- Unintentionally creating homogenous teams by hiring for “culture fit” and inadvertently prioritising people who are most like you.
Include microaggression and unconscious bias training for all staff, particularly managers and those in charge of hiring, as part of your DEIB strategy.
3. Examine Your Pay Gap
Unfortunately, pay gaps along gender and racial lines are still far too common. Keep a close eye on pay equity and amend any discrepancies. When employees become aware of pay imbalances, they may understandably feel that they are less valued than those who are paid more for a similar role.
One way to ensure pay equity and transparency is to create clear salary bands for each role and level within the organisation. Managers will also need to play a role in advocating for equal pay (including raises where appropriate) for those employees who are less likely to advocate for themselves.
4. Create Mentorship, Employee Resource Group, and Diverse Social Opportunities
Mentorship programmes and employee resource groups (ERGs) can be a fantastic way to enhance belonging, particularly for those from marginalised and underrepresented groups. These facilities allow employees to connect with others like them, find community and understanding, push for positive change, and work together to make the organisation more welcoming to everyone.
In addition, work social activities should allow employees to connect and bond with others from across the organisation as well as their immediate teammates. This fosters a sense of camaraderie and encourages social bonds between diverse groups.
5. Monitor Your Efforts
DEIB is an ongoing challenge and should be something that you are continuously working on, monitoring, and improving. Approach DEIB strategically and ensure that you are regularly assessing your progress, checking in with your employees, and making improvements accordingly. In other words, it is not a box-ticking exercise but a core part of your organisational culture and values.
Work With The Youth Employment Experts
Learn how to improve DEI within your organisation, and attract and retain a diverse group of young talent by using our expertise and catalogue of resources.
Email members@youthemployment.org.uk or complete the enquiry form to find out more.
