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Belonging. It’s the archetypal experience we all seek. When it’s not there, we know that it’s missing, and when we feel it, we really feel it.
But what actually is belonging? And how does it relate to HR buzzwords that have all had a massive uptick in recent years: diversity and inclusion?
Belonging is an experience that can only happen however, if organisations have both diversity and inclusion. If there’s diversity in the workplace and there are inclusive behaviors, then it’s likely you’ll feel belonging in that workplace
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MORE IDEAS ON THIS
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An ally actively works at inviting other people into the conversation. A straight ally, for example, would invite a queer person into a forum where decisions are made. An accomplice is a person from a non-marginalized group who uses their unearned privilege to dismantle the structures and systems...
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As a leader, your unconscious biases may cause you to build a team in your own likeness.
Resist the temptation to surround yourself with others who have similar skills, backgrounds and experiences to your own.
Focus on “culture add” rather than “culture fit” when hiring. Difference ...
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If you really want to create belonging, consider these four key approaches to establishing diversity and inclusion in your workplace:
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At a minimum, inclusive practices should involve training in understanding and exploring unconscious bias. But it needs to go further. As an HR leader, invite your employees (not just management level), into learning spaces that facilitate dialogue and education about the experience of minority a...
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Organizational leaders need to learn how to help team members go from being bystanders to up-standers, and create allies and accomplices A bystander is a well-intended onlooker who hears or witnesses micro-aggressions but doesn’t do anything about it, such as listening to a co-worker’s joke about...
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The connectedness felt amongst team members and the psychological safety that comes from that connectedness supports a sense of belonging. Team cohesion comes from having goal clarity, role clarity and decision-making clarity.
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CURATED FROM
IDEAS CURATED BY
The Purpose Driven Gen Z Advocate & Digital Catalyst who helps Businesses and People Skyrocket in Life by Transcending the Conventional.
Taking these in more detail, diversity is the fact that when one looks around one can note whether you’re among people who are, and are not like you. Inclusion, meanwhile, is a set of behaviors, frameworks or approaches whereby you’re able to leverage a diverse workforce by ensuring that the diversity is being utilized, invited and welcomed. It ensures that people with historically disempowered identities have an equitable seat at the table.
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Covert culture change is the best option when leadership or the company culture is not ready to address diversity, equity, and inclusion directly. We can still move the needle in several ways without using those three words at all. It can be tax...
Inclusion is a scale that progressively means that your user can not only use your service but also feel safe, welcome, and, – importantly, use it in a way that makes them feel equal to all other users who might need to use that service.
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