The New Culture of Belonging

Not so long ago, few companies paid attention to diversity. Not many cared about giving different groups equity and power in the corporate process. And companies didn't understand how or why a workforce comprised of diverse backgrounds could foster creativity or lead to the development of important new ideas. Back then, diversity was a legal mandate for some organizations but was rarely seen as a competitive advantage to pursue.

But times are changing. While we're not quite "there" yet, it's easy to see that more companies than ever actively recruit employees that offer different perspectives and life experiences. Team members with diverse backgrounds and experiences may approach a problem in new ways and have unique solutions to offer. As a result, diversity, equity, and inclusion are transforming from a corporate mandate into a competitive advantage.

Ready or Not, Systemic Change is Coming

2020 was a year full of events highlighting injustices and flaws in our institutions, but outrage against widespread racism, discrimination, and racial inequality experienced by people of color has been building over the past decades.

The Black Lives Matter movement fights police brutality and racially motivated violence against so many black people. But it also shines a light on the domino effect of racism and how bias can present danger in almost every walk of life.

The MeToo movement gained widespread attention in 2017 when actress Alyssa Milano urged victims of sexual harassment and assault to share their stories on social media.?Millions did so, and in the years that followed, hundreds of powerful men lost their jobs because of harassment in the workplace. The movement not only eliminated tolerance for covering up predatory behavior, but it also made casual sexual harassment, once commonplace, unacceptable. ?

In 2015, the U.S. Supreme Court struck down all state bans on same-sex marriage and legalized it in all fifty states. Legalizing gay marriage was a critical step toward integrating the LGBTQ community into mainstream America. This legal shift also mandated changes in corporate benefits, insurance, legal services, financial planning, family leave laws, adoption, and wedding services.

With so much institutional change in progress, businesses are adopting policies to ensure the workplace is a safe hub for every employee. No matter the industry, no matter company size, and no matter geography, intolerance has become intolerable. All companies must develop diversity, equity, and inclusion in new, more integrated ways.

The Role of Unconscious Bias in the Workplace

Unconscious bias is pervasive. In 1998, the University of Washington reported that unconscious prejudice may be present in some form in as much as ninety-five percent of the population.??Many people rely on automatic mental shortcuts to make decisions, but when these shortcuts make assumptions about race, gender, age, religion, sexual orientation, and socioeconomic status, they can harm any firm's ability to embrace diversity.

While these biases are often deeply ingrained, addressing them in the workplace is critical.

Senior leadership has an obligation to educate employees about unconscious bias and its effects and provide training and tools to help them recognize and mitigate these biases.

Openly acknowledging the role of unconscious bias is an essential first step. Putting processes in place that encourage staff to pay special attention to behavior around protected characteristics (such as age, gender identity, and culture) is also important. Implementing policies and practices that combat unconscious bias can include mandating inclusive language, diverse hiring practices, and sensitivity training for managers and employees.

The Role of Equity

Diversity, equity, and inclusion must be part of a dynamic approach that continually seeks to create a new culture of belonging. In addition to intentionally hiring a more diverse workforce, firms must develop a clear path to equity. How do people of color move up the ladder? How do older employees get their voices heard? Will employees know they will not be left behind if they are different? Are you placing diverse hires in management positions? Do they have a seat on the board? Are they allowed a voice in company decisions?

?It's not enough to have diverse populations represented. They must also have equity. They must have a clear path to promotions, management, and company leadership. They must feel seen and heard.

Diverse Gender Identity and Gender Expression at Work

As a sis gay woman, I am very aware of the challenges the LGBTQ faces on the job. And I'm also surrounded by a community that knows that seemingly small things, like co-workers using preferred gender pronouns without an eye roll, can go a long way toward acceptance, productivity, and corporate development. I know this stuff really matters.

Agencies also need to address the ability of workers to be openly gay on the job, acceptable responses when supervisors or co-workers assume heterosexuality, combating negative gay stereotypes, lack of gender-neutral restrooms, and the availability of?gender-affirming healthcare, life insurance, disability, and other employment benefits.

We must make it okay for people to be fully human at work. That means accepting people for who they are without asking them to change or hide their identities to conform to outdated "norms."

Open the Door. Make Everyone Welcome

Making people feel welcome and valued is good manners. Making a diverse group of employees feel welcomed, belonged, and seen is good business. Inclusivity is one of the most reliable ways to promote new ideas, innovation, and growth.

That's why I encourage every organization to open the door and make everyone feel welcome. The culture of belonging is here to stay. The faster it is adopted, the stronger we collectively become.