The Bridge

In the face of DEI backlash, belonging plays a key role to future success

Diversity, equity, and inclusion (DEI) efforts in workplaces soared, but now they’re waning. The author’s research touts “belonging” as crucial, yet contested.

Published

4 months ago

September 7, 2024

The Conversation

Andrea Carter, Adler University

Diversity, equity and inclusion efforts have become increasingly visible in U.S. workplaces, especially over the past five years. However, DEI has recently come under attack, with companies scaling back their DEI plans.

As a professor of organizational psychology, I believe businesses should refine rather than abandon these efforts. Introducing a powerful concept, “belonging,” could hold the key.

Although people mistakenly use “belonging” and “inclusion” interchangeably, their differences matter a lot – and can have a significant impact on employee satisfaction and organizational success.

What DEI is and why it’s struggling

Diversity initiatives have a long history in American workplaces, but it’s only recently that “DEI” has become a buzzword. DEI refers to policies and initiatives implemented by organizations to ensure fair treatment of and full participation by all people.

Adoption of formal DEI programs has seen significant growth. In 2019, around 64% of organizations had some form of DEI initiative. By 2023, this rose to 89%, demonstrating a clear upward trend.

Research shows that companies with diverse teams are 70% more likely to capture new markets and are 87% better at making decisions. Additionally, 85% of CEOs report diverse workforces improving profitability. Despite this, a trend of businesses and schools significantly or completely eradicating their DEI initiatives has become prevalent in 2024.

What happened? While external factors contributed to the backlash, including political pressure and a changed legal environment, research suggests that problems with how DEI is conceptualized and practiced also bear a fair share of the blame.

Misunderstanding DEI

While diversity and inclusion are often well-intentioned, many organizations that approached change initiatives solely through diversity metrics have failed. Effective DEI strategy focuses on learning and development, mentorship, and allyship, extending beyond race and gender. The challenge comes from narrow views of DEI, driving oversimplifications and zero-sum thinking.

For example, people have multiple intersecting identities, with complex traits that often depend on social context. But some DEI efforts ignore that complexity, reducing employees to a single category, such as gender, race, age or disability status. That leaves people, regardless of whether they feel included in “ingroups” or “outgroups,” feeling diminished.

Similarly, research shows that people’s actions and opportunities are strongly influenced by their environment. But too often, DEI efforts place the responsibility for growth entirely on individuals. That actually reinforces people’s biases because group dynamics and social structures shape collective behaviors.

When models fail to distribute accountability and responsibility effectively, collective behavior will uphold toxic environments.

To be fair, not all organizations have fallen into these traps. Those with leaders that adopted a more contemporary understanding of power and bias have developed more effective strategies for employees to thrive.

My research suggests that for DEI initiatives to succeed, respect and fairness must be present. These requirements are rooted in the foundations of belonging.

DEI’s evolution: Integrating belonging for lasting impact

While belonging is related to inclusion, research shows it’s much more than just a synonym.

Inclusion may focus on being seen, accepted and valued within a team or community. Belonging goes deeper, involving a genuine sense of connection and identity within a group.

To truly experience belonging, it’s not enough to feel included; my research shows that five critical indicators must also be present.

These elements ensure that individuals feel a deep, meaningful attachment to the group, which inclusion alone cannot fully achieve. This distinction underscores that belonging is a unique and essential experience, distinct from inclusion, and critical for fostering a truly cohesive and supportive environment.

So what are the five indicators of belonging? They are comfort, connection, contribution, psychological safety and well-being, and all of them can be measured.

When an environment is high in each of the five indicators, and the measured gap between the ingroup and outgroup is low, it suggests an environment where responsibility for creating opportunities to thrive are shared and balanced. Let’s unpack these concepts:

Comfort. When an organization is high in comfort, people feel seen for who they are. This requires them to accept that others have complex, sometimes contradictory identities, and to adopt a mindset of awareness. Perhaps counterintuitively, achieving comfort requires being a little uncomfortable, too. That’s because respectfully seeing and being seen means acknowledging other people’s discomfort.
Connection. Connection is the need to be known and trusted. For an organization to score high on connection, people will be aligned on values and goals. Connection creates a shared sense of responsibility and accountability. This shared responsibility is a foundation for empathy, since trust and fairness are born from understanding and empathizing with the social and emotional needs of others.
Contribution. An organization high in contribution values its members for the unique and diverse attributes they bring to the table. In belonging environments, an individual’s contribution is evaluated through curiosity and openness; ideas and perspectives are shared to influence and challenge the status quo, driving innovation and creativity. When someone is genuinely acknowledged for their contributions, both they and their team feel fulfilled.
Psychological safety. When a person is genuinely accepted into a group, making a mistake or even failing is seen as a chance to learn and grow, not an opportunity to shame, blame or exclude. This is the essence of psychological safety. In cases where people’s perspectives are dramatically different, psychological safety requires everyone to reflect and put themselves in the shoes of the other to respect their differences and be accountable for behavior.
Well-being. In an organization high in well-being, members’ experiences are considered and cared for. This requires everyone to share responsibility for caring for individuals, groups, teams and the organization as a whole, each with their authentic needs.

Belonging, based on my research, is not just a buzzword; it’s the bedrock of a thriving, innovative workplace. Leaders who understand this and take action can enhance individual well-being while unlocking the full potential of their teams.

By committing to building environments where the indicators of belonging are prioritized, leaders can ignite passion, loyalty and excellence in their workplaces.

Andrea Carter, Adjunct Faculty in Industrial and Organizational Psychology, Adler University

This article is republished from The Conversation under a Creative Commons license. Read the original article.

The Bridge is a section of the STM Daily News Blog meant for diversity, offering real news stories about bona fide community efforts to perpetuate a greater good. The purpose of The Bridge is to connect the divides that separate us, fostering understanding and empathy among different groups. By highlighting positive initiatives and inspirational actions, The Bridge aims to create a sense of unity and shared purpose. This section brings to light stories of individuals and organizations working tirelessly to promote inclusivity, equality, and mutual respect. Through these narratives, readers are encouraged to appreciate the richness of diverse perspectives and to participate actively in building stronger, more cohesive communities.

https://stmdailynews.com/category/the-bridge

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STM Daily News

Diana Gregory Receives Lifetime Achievement Award from AmeriCorps on Behalf of President Biden

Published

1 day ago

December 19, 2024

Rod Washington, Diana Gregory

Honoring Diana Gregory

In a moment that truly embodies the essence of service and community care, Diana Gregory, the visionary founder of Diana Gregory Outreach Services, has been honored with the esteemed Lifetime Achievement Award from AmeriCorps. This award, presented on behalf of President Joe Biden, took place during a heartfelt ceremony at the VA Health Care System in Phoenix, Arizona, organized by the dedicated leadership of The Order of St. George.

Diana’s selection for this distinguished accolade highlights her extraordinary commitment to fostering positive change and improving the lives of those in her community. Over the past decade, she has passionately addressed critical issues like food insecurity and health awareness, focusing on supporting seniors and veterans. Through her organization, Diana Gregory Outreach Services, she has distributed fresh, nutritious produce to thousands, ensuring that those in need have access to healthy food options.

But Diana’s contributions extend far beyond food distribution; she has also implemented vital health education programs that empower individuals and families, helping them to embrace wellness and make informed choices about their health. This holistic approach has created a transformative impact on underserved communities, reinforcing the importance of access to both nutrition and education.

The Lifetime Achievement Award is an honorable recognition reserved for individuals who have dedicated over 4,000 hours of volunteer service. This milestone is a testament to Diana’s proactive engagement and relentless advocacy for those she serves. Her award serves not only as recognition of her achievements but also as an inspiration for others to follow in her footsteps and contribute to their communities.

The Order of St. George, a respected non-profit organization dedicated to providing humanitarian assistance to refugees, veterans, and the Boy Scouts of America, proudly presented the award. Their involvement signifies the collaborative spirit of various organizations working together to uplift and empower individuals in need, underscoring how interconnected our communities truly are.

As we celebrate Diana Gregory’s well-deserved honor, we recognize the countless lives she has touched and the paths she has paved for a brighter, healthier future. Her remarkable efforts highlight the immense power of community service and the difference every individual can make when they dedicate their time and passion to helping others.

To learn more about Diana Gregory Outreach Services and how you can get involved in her inspiring mission, please visit dianagregory.com. Together, let’s continue the legacy of compassion and service that Diana has so beautifully embodied.

Congratulations, Diana Gregory, on this remarkable achievement! Your dedication is a shining example of what it means to be a true leader and advocate for community well-being. Your work inspires us all to be better, do better, and serve better.

To learn more about Diana Gregory, visit https://dianagregory.com/

Authors

Rod Washington

Rod: A creative force, blending words, images, and flavors. Blogger, writer, filmmaker, and photographer. Cooking enthusiast with a sci-fi vision. Passionate about his upcoming series and dedicated to TNC Network. Partnered with Rebecca Washington for a shared journey of love and art. View all posts

Diana Gregory

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Community

Create Meaningful Impact This Holiday Season

Published

3 weeks ago

December 3, 2024

Daily News Staff

(Family Features) The holidays are a time of celebration, cheer and reflection; though for some, they are overshadowed by conflict and emergencies worldwide. From the Middle East to Haiti, Sudan and beyond, children are facing unparalleled crises.

You can make an impact through your holiday traditions and festivities, and create a life-changing difference in the lives of children around the world with meaningful gifts from UNICEF USA and its partners.

Say “Happy Holidays” and support children around the world with UNICEF holiday boxed cards. Choose from charming designs featuring everything from cute critters to messages of peace, joy and friendship. Find these cards at participating IKEA US and Hallmark Gold Crown stores and online at market.unicefusa.org, hallmark.com/unicef and amazon.com.

For those who spend the holidays traveling, Marriott Bonvoy will match five points for each point donated by members to philanthropic partners from Dec. 3-10. Points donated to UNICEF will go toward its mission to ensure every child is healthy, educated, protected and respected. For year-long travelers, Marriott Bonvoy members who earn 50 or 75 qualifying nights in a calendar year are eligible to select UNICEF to benefit from their Annual Choice Benefit with a $100 donation. Learn more about the program, donate points and select your Annual Choice Benefit online through giving.marriott.com.

Give the gift of holiday radiance with The Serum by Clé de Peau Beauté. Whether you are treating yourself or a loved one, this gift is sure to spread some cheer. Since 2019, Clé de Peau Beauté has proudly donated $11.6 million total to UNICEF to support the education and empowerment of girls around the world. Ring in the new year with a self-care routine that also cares for the children of the world. Find out how you can help unlock the power of girls at cledepeaubeaute.com.

Support education worldwide with a donation of 1,000 pencils to UNICEF by purchasing a handcrafted black and white woven pouch that’s stylish and versatile for carrying travel essentials or art supplies. Showcasing the unique Pattu pattern by the Desert Weavers of India, this pouch lets you provide crucial tools for children while delivering hope for a brighter future.

Send five warm blankets to children in crisis and gift your loved ones or yourself with five exclusive handmade UNICEF Snowbaby Wool Ornaments. Crafted by Indian artisan Renu Rani, the ornaments feature four babies in vibrant snowsuits for a touch of holiday cheer.

Create meaningful impact for children fighting to shape their own futures around the world this holiday season by purchasing beautiful, hand-crafted artisan gifts that give back and send lifesaving supplies in the name of your friends and family from market.unicefusa.org.

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SOURCE:
UNICEF

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The Bridge

An upward spiral – how small acts of kindness and connection really can change the world, according to psychology research

Published

3 weeks ago

December 1, 2024

The Conversation

kindness — Strengthening relationships strengthens communities, which influences societies. Charles Gullung/The Image Bank via Getty Images

Liza M. Hinchey, Wayne State University

Political chasms, wars, oppression … it’s easy to feel hopeless and helpless watching these dark forces play out. Could any of us ever really make a meaningful difference in the face of so much devastation?

Given the scale of the world’s problems, it might feel like the small acts of human connection and solidarity that you do have control over are like putting Band-Aids on bullet wounds. It can feel naive to imagine that small acts could make any global difference.

As a psychologist, human connection researcher and audience member, I was inspired to hear musician Hozier offer a counterpoint at a performance this year. “The little acts of love and solidarity that we offer each other can have powerful impact … ” he told the crowd. “I believe the core of people on the whole is good – I genuinely do. I’ll die on that hill.”

I’m happy to report that the science agrees with him.

Research shows that individual acts of kindness and connection can have a real impact on global change when these acts are collective. This is true at multiple levels: between individuals, between people and institutions, and between cultures.

This relational micro-activism is a powerful force for change – and serves as an antidote to hopelessness because unlike global-scale issues, these small acts are within individuals’ control.

two young men in conversation, seated at a table — A personal connection makes you more willing to find common ground. Hinterhaus Productions/DigitalVision via Getty Images

Abstract becomes real through relationships

Theoretically, the idea that small, interpersonal acts have large-scale impact is explained by what psychologists call cognitive dissonance: the discomfort you feel when your actions and beliefs don’t line up.

For example, imagine two people who like each other. One believes that fighting climate change is crucial, and the other believes that climate change is a political ruse. Cognitive dissonance occurs: They like each other, but they disagree. People crave cognitive balance, so the more these two like each other, the more motivated they will be to hear each other out.

According to this model, then, the more you strengthen your relationships through acts of connection, the more likely you’ll be to empathize with those other individual perspectives. When these efforts are collective, they can increase understanding, compassion and community in society at large. Issues like war and oppression can feel overwhelming and abstract, but the abstract becomes real when you connect to someone you care about.

So, does this theory hold up when it comes to real-world data?

Small acts of connection shift attitudes

Numerous studies support the power of individual acts of connection to drive larger-scale change.

For instance, researchers studying the political divide in the U.S. found that participants self-identifying as Democrats or Republicans “didn’t like” people in the other group largely due to negative assumptions about the other person’s morals. People also said they valued morals like fairness, respect, loyalty and a desire to prevent harm to others.

I’m intentionally leaving out which political group preferred which traits – they all sound like positive attributes, don’t they? Even though participants thought they didn’t like each other based on politics, they also all valued traits that benefit relationships.

One interpretation of these findings is that the more people demonstrate to each other, act by act, that they are loyal friends and community members who want to prevent harm to others, the more they might soften large-scale social and political disagreements.

Even more convincingly, another study found that Hungarian and Romanian students – people from ethnic groups with a history of social tensions – who said they had strong friendships with each other also reported improved attitudes toward the other group. Having a rocky friendship with someone from the other group actually damaged attitudes toward the other ethnic group as a whole. Again, nurturing the quality of relationships, even on an objectively small scale, had powerful implications for reducing large-scale tensions.

In another study, researchers examined prejudice toward what psychologists call an out-group: a group that you don’t belong to, whether based on ethnicity, political affiliation or just preference for dogs versus cats.

They asked participants to reflect on the positive qualities of someone they knew, or on their own positive characteristics. When participants wrote about the positive qualities of someone else, rather than themselves, they later reported lower levels of prejudice toward an out-group – even if the person they wrote about had no connection to that out-group. Here, moving toward appreciation of the other, rather than away from prejudice, was an effective way to transform preconceived beliefs.

So, small acts of connection can shift personal attitudes. But can they really affect societies?

From one-on-one to society-wide

Every human being is embedded in their own network with the people and world around them, what psychologists call their social ecology. Compassionate change at any level of someone’s social ecology – internally, interpersonally or structurally – can affect all the other levels, in a kind of positive feedback loop, or upward spiral.

For instance, both system-level anti-discrimination programming in schools and interpersonal support between students act reciprocally to shape school environments for students from historically marginalized groups. Again, individual acts play a key role in these positive domino effects.

a chain of colorful dominos falling one by one — Small positive steps can build off each other in a chain reaction. bee32/iStock via Getty Images Plus

Even as a human connection researcher, I’ve been surprised by how much I and others have progressed toward mutual understanding by simply caring about each other. But what are small acts of connection, after all, but acts of strengthening relationships, which strengthen communities, which influence societies?

In much of my clinical work, I use a model called social practice — or “intentional community-building” – as a form of therapy for people recovering from serious mental illnesses, like schizophrenia. And if intentional community-building can address some of the most debilitating states of the human psyche, I believe it follows that, writ large, it could help address the most debilitating states of human societies as well.

Simply put, science supports the idea that moving toward each other in small ways can be transformational. I’ll die on that hill too.

Liza M. Hinchey, Postdoctoral Research Fellow in Psychology, Wayne State University

This article is republished from The Conversation under a Creative Commons license. Read the original article.