Belonging At Work: A Guide On DEIB For The Channel

Hello, and welcome back. In this special edition, we take a look at belonging in the workplace and specifically in the channel. Why does belonging at work matter? How does it fit into the DEI—or DEIB—equation? We spoke with channel leaders who are prioritizing belonging to get answers.

We also take a look at how channel and IT executives are advocating for neurodiverse employees and more.

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Why The 'B' Needs To Come First In DEIB

You're likely familiar with "DEI," the acronym for diversity, equity and inclusion. But have you heard of "DEIB?" The "B" in this evolving concept stands for belonging, which many channel executives are saying needs to be a priority at work.

"Belonging is the biggest factor of any growing business, and people put it toward the end. All the time," said Izzy Polk, customer relations manager for MSP Limitless IT Solutions. "Before you implement diversity and inclusion, you have to start with belonging because if you're not building a team that belongs as a unit, there's always going to be conflict."

A key part of belonging is psychological safety and genuine care, according to Cass R. Cooper, MHR, DEI community leader for CRN's parent company, The Channel Company.

"We all want and need to belong somewhere in our families, our homes, our communities, our work," Cooper said. "Institutions are built on people but maintained on their ability to connect and belong."

When individuals know there is care, not just for their work product or capitalistic output, but for who they are at their core, they feel belonging.

According to Harvard University, belonging means that everyone feels like a full member of the larger community and can thrive.

Here's what else you need to know .

"When you get into the mindset of being able to put yourself in other people's shoes, that's the difference between fairness and justice. It's not just making sure everyone has a piece of the pie. It's making sure that everybody is satisfied and happy and has that feeling of support." - Amanda Glidden, Academy Product Owner, Pax8

People Learn Differently: Helping Neurodistinct Employees Reach Their Full Potential

For Dawn Sizer, co-founder and CEO of solution provider 3rd Element Consulting , being a leader means she's responsible for finding a way for everyone in her organization to succeed.

"It's insanely important. It's the No. 1 priority," Sizer said. "Where we focus first is on the employee, then the company, and then the client."

In Sizer's view, that includes taking the challenges faced by neurodiverse employees—people whose brains process information differently, including those with autism, ADHD and dyslexia—into account.

The security-focused MSP's 15-person staff is small but diverse: It is made up of 25 percent women and also includes people of color and neuro-distinct employees.

With inclusion in mind, the company built its onboarding process to account for neurodiversity, Sizer said.

"Everybody learns differently. And depending on the person, you have to figure out how they learn, how they communicate, what needs to be in their environment and what needs to not be in their environment," she said. "Once you have that figured out, you can build a plan."

Hear from other IT leaders who are working to raise awareness about neurodiversity because of their own experiences.

MSP Execs On The Benefits Of Diversity, Inclusion

Diversity, equity, inclusion and belonging is a journey. And whether MSPs built their foundation upon DEIB principles or are just starting out, many are now taking actionable steps to provide an inclusive space where everyone feels welcomed.

Tanaz Choudhury's entire organization was built with DEIB in mind.

"My purpose is not only maintaining that for the organization but also ensuring that more people are involved with the concept of it," Choudhury, president and CEO of Tanches Global Management, a Houston-based IT solution provider, told CRN.

One aspect of DEIB that she prides herself on is hiring employees of all ages.

"I think that demarcation of age brings different thought processes to the table, which can then help improve processes and workflows, hence creating efficiency," she said.

Choudhury also likes to have employees with a unique professional background, such as Tanches' head of esports, and this year she also hired a young woman who comes from a refugee family.

"It's those type of things [where] you can make a difference in your own little way," she said. "When you belong in a certain place, or you belong with a certain idea, that gives you a sense of place, and we're all looking for that. It's a human need."

Celebrating Channel Leaders Who Champion Inclusivity

Learn about the channel leaders who have taken inclusivity to heart and work every day at their companies to ensure all employees feel valued and respected. These 100 executives have been recognized in CRN's inaugural Inclusive Channel Leaders Awards . ????

You can visit the complete 2023 Inclusive Channel Leaders database for more details. ???

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