Adding a B after your DEIB strategy

It is no secret that a lot of organizations have added a B to their DEIB strategy. The common workplace acronym DEIB - diversity, equity, inclusion and belonging.

Before delving into why adding a B matters, the first step is to understand what DEIB means.

What is DEIB?

Diversity in the workplace means employing people of different race, ages, gender identity, sexual orientation, religion, and social economic status. A diverse workplace is an important asset for a business to practice. Each individual is different, why is why understanding and valuing the skills and differences that each employee brings into the workplace can make a huge difference in the trajectory of your business.

Equity provides fair opportunities for all of your employees based on their individual needs. With equity, and organization recognizes that each employee has various access to certain resources, therefore is important to support those with less access in order to provide fair advantage of opportunities.

Inclusion ensures that everyone on the team is treated fairly and respectfully. Inclusion is about how employees interact. An inclusive work environment is where employees feel safe showing their personality. Having an inclusive organization can help people feel valued and encouraged to bring their authentic selves to work.

Belonging in the workplace allows employees to thrive simply by being who they are every day. One can argue that belonging is an outcome variable affected by positive equity and inclusion activities. When there is equity and inclusion a high sense of belonging will follow.

Why DEIB now?

Adding a B to the acronym DEI continues to gain more traction that ever before.

Creating a workplace where everyone feels like they truly belong has been the end goal of diversity and inclusion efforts.

Most people devote 8 hours of the day to their job, at the end of the day they want to feel like they belong there. Creating a sense of belonging means that employees feel that the culture your organization has built is one they can thrive in as they are.

Although, most organizations have decided to adopt belonging to their DEIB strategy there is still work to be done.

How to foster DEIB

Creating a culture of belonging is vital to all levels of an organization. Here are 5 ways leaders can foster a sense of belonging in the workplace:

• DEI is the foundation. Without diversity, equity, and inclusion one cannot feel a sense of belonging. This one is pretty straight forward.
• Focus on purpose. Now more than ever, people are looking for a purpose in what they do, especially if it involves at work. Employees and future candidates look for companies that align with their personal values.
• Frequent check in with employees. Regular one-on-one- meetings can help employees feel a greater sense of belonging when their managers and co-workers check in on them personally and professionally.
• Ask for input. It's essential there is clear communication from lower and higher management. Managers can ask employees what they can do to promote belonging and make employees feel accepted.
• Give employees a voice. It is important everyone in the organization voice is heard. Keeping an open-door policy is a way for employees to voice their concerns or opinions.

Ultimately, people thrive their best when they feel a sense of belonging in their communities especially the workplace. Leaders are responsible for building acceptance and trust, which will create safe spaces for employees. In turn, these initiatives may enhance productivity and performance. A win for all.