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.

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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.

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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:

1. 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.
2. 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.
3. 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.
4. 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.
5. 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

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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.

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Following the second annual Ambition Accelerator Summit, 24-year-old changemaker Victoria Lamar receives $25,000 in funding to help excel her education-focused initiative.

IRVINE, Calif. /PRNewswire/ — Taco Bell Foundation and nonprofit partner Ashoka announced today the top changemaker in the second Ambition Accelerator Summit, hosted at Taco Bell’s headquarters in Irvine, Calif. Victoria Lamar pitched Securing Degrees, a national scholarship coaching platform that helps students alleviate the financial burden of higher education, winning the challenge and receiving a $25,000 social impact grant.

Changemaker Recognition

The prize funding will enable the Atlanta-based initiative to expand and provide additional resources to students aged 17 to 22, especially those from underrepresented communities. Since 2018, Securing Degrees has assisted over 4,000 families in securing $20 million in scholarships, ensuring debt-free education. Students on the platform are provided access to experienced coaches who help identify scholarships, craft compelling narratives, and meet application deadlines.

“Participating in the Ambition Accelerator program has been a transformative experience,” said Victoria Lamar, the 2024 Ambition Accelerator grand prize recipient. “The support and resources provided are empowering me to drive meaningful change and will allow me to take Securing Degrees to the next level. I’m excited to see the positive impact Securing Degrees can make with the help of the Taco Bell Foundation and Ashoka.”

After receiving over 370 applications from young people across the country, the Taco Bell Foundation invited the top 50 changemakers, including Victoria, for an immersive experience at Taco Bell’s headquarters this week. These Summit Semi-Finalists were granted the opportunity to enhance their entrepreneurial skills by participating in workshops focused on storytelling, community building, networking, and more. Each Semi-Finalist received $1,000 in seed funding for their social ventures, and five finalists were invited to a pitch competition. The grand prize recipient of the pitch competition received $25,000 in addition to previous competition awards and a Taco Bell gift card, gifted by Taco Bell Corp. The other four finalists were awarded an additional $5,000 each to further develop their projects.

“We created Ambition Accelerator to elevate the voices of our future leaders,” said Julie Davis, Global Chief Legal Officer, Taco Bell & Executive Sponsor, Taco Bell Foundation. “By fostering a supportive network and providing essential tools over the past few days, we hope these bright, socially motivated individuals will feel empowered to continue their work and make a difference in their communities.”

In addition to Securing Degrees, the other projects selected to participate in the pitch competition included:

• Farms for Thought: Farms for Thought combats food deserts by deploying autonomous vertical farms in schools. Through partnerships and innovative technology, the program aims to improve access to healthy food, promote education, and empower communities.
• Elevate the Navajo Nation: Navajo youth face challenges such as substance abuse, poverty, domestic violence, hopelessness, and lack of guidance. To address these issues, multi-generational Navajo leaders have created Elevate Navajo, a program that provides mentorship to help youth navigate these challenges. The program aims to build long-term, life-changing relationships, equipping Navajo youth to thrive and contribute to their community.
• Every Kid Gets a Robot (EKGAR): Founded in 2019, The STEAM Connection is a 501(c)(3) charity led by youth and minorities, dedicated to democratizing technical education for Indigenous youth through robotics by providing free access to cutting-edge solutions. The STEAM Connection has created Every Kid Gets A Robot (EKGAR), an educational robotics kit that costs less than $20 to produce. It’s provided free of charge to K-12 students, boosting their technical skills by 70%. So far, EKGAR has reached 45,000 youth.
• SignAll: Less than 0.1% of the hearing population understands sign language. SignAll is an AI-based sign language translation app that provides real-time translations by leveraging a mobile device’s camera at the person signing, helping to break down barriers in communication.

To narrow down these breakthrough ideas and select the winner, Taco Bell Foundation invited a panel of judges to deliberate including:

• Kim Malek, Founder & CEO, Salt & Straw
• Stephen Green, Founder, PitchBlack
• Chris White, EVP of Brand Partnerships, The SpringHill Company
• Neil Borkan, Taco Bell Franchisee & Chairman, Taco Bell Foundation
• SG Ellison, Taco Bell Franchisee & President of Diversified Restaurant Group and A&C Ventures
• Tim Bergevin, Vice President of Entertainment & Community Marketing, Taco Bell

“Meeting the participants and witnessing the connections they have made over these past few days is incredible,” said Tia Johnston Brown, Executive Director of Ashoka’s Youth Venture. “The Ambition Accelerator Summit embodies Ashoka and the Taco Bell Foundation’s mission to empower individuals to pursue their passion. These young people are already changing the world.”

Funded by Yum! Brand’s $100 million Unlocking Opportunity Initiative, Ambition Accelerator is dedicated to creating pathways for a more equitable and inclusive society. The inaugural Ambition Accelerator India Summit will be taking place in September in Bengaluru.

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About Taco Bell Foundation 

Taco Bell Foundation, Inc. is a 501(c)(3) public charity that helps break down barriers to educate and inspire the next generation of America’s young leaders. Since 1992, the Taco Bell Foundation has reached more than 5 million young people across the country and has awarded more than $188 million in grants and scholarships, focused on education and career readiness. For more information about the Taco Bell Foundation, visit www.tacobellfoundation.org.

About Ashoka 

Ashoka is the largest global network of leading social entrepreneurs—individuals with new ideas to systemically address the world’s biggest challenges and the entrepreneurial skill to transform those ideas into national, regional and global social impact. For over 40 years, Ashoka has supported over 4,000 social entrepreneurs in 90 countries with solutions addressing society’s most pressing issues. Ashoka’s vision is a world in which Everyone is a Changemaker—a society that responds quickly and effectively to challenges, and where every individual has the freedom, confidence and societal support to address any social problem. For more information, visit ashoka.org.    

Katie Snyder – Edelman
katie.snyder@edelman.com 

Chad Hoffmann – Taco Bell Corp.
chad.hoffmann@yum.com 

Tia Johnston Brown – Ashoka
tjohnston@ashoka.org 

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SOURCE Taco Bell Corp.

Our Lifestyle section on STM Daily News is a hub of inspiration and practical information, offering a range of articles that touch on various aspects of daily life. From tips on family finances to guides for maintaining health and wellness, we strive to empower our readers with knowledge and resources to enhance their lifestyles. Whether you’re seeking outdoor activity ideas, fashion trends, or travel recommendations, our lifestyle section has got you covered. Visit us today at https://stmdailynews.com/category/lifestyle/ and embark on a journey of discovery and self-improvement.

Disney fans have long debated one of the most puzzling questions in the magical kingdom: What exactly is Goofy? The lovable, clumsy character has been a staple of Disney cartoons for decades, but his species has always been a bit of a mystery. While many fans assumed Goofy was simply a dog, others wondered if he might actually be a cow, given his association with Clarabelle Cow, a frequent companion in older cartoons. Yet, recent revelations have turned this longstanding debate on its head, sparking a new wave of confusion and surprise among Disney enthusiasts.

Goofy Clues

The mystery deepened when Bill Farmer, the voice actor behind Goofy since 1987, appeared on the Popcorn Podcast With Leigh and Tim, where he dropped a bombshell that has left fans reeling. According to Farmer, Goofy isn’t a dog at all, at least not in the traditional sense. “He’s not a dog,” Farmer clarified. “But he’s a canine. So it’s kind of like a wolf is not a dog but it’s a canine. Same thing. ‘Goofus Canis,’ that’s what he is.”

The revelation, as reported by Yahoo Entertainment, has caused quite a stir on social media. Fans have taken to Instagram and other platforms to express their disbelief, with some even humorously lamenting the toll this new information is taking on their childhood memories. “First Hello Kitty isn’t a cat… Now Goofy isn’t a dog…next Nemo won’t be a fish…” quipped one Instagram user. Another fan stubbornly declared, “Nope, you ain’t ruining my childhood again with this nonsense. Goofy is a dog, Hello Kitty is a kitty, and that’s it—can’t make me change my mind.”

This isn’t the first time Disney has surprised fans with unexpected revelations about their beloved characters. Yet, for many, the idea of Goofy not being a straightforward dog is particularly hard to swallow. After all, Goofy’s character design, personality, and even his original name, “Dippy Dawg,” strongly suggest canine roots. However, the official Disney Parks blog indicates that Goofy has evolved significantly since his early days, with his first official appearance as “Goofy” coming in the 1939 film Goofy & Wilbur.

So, what does this new classification mean for the Goofy we all know and love? Perhaps not much in the grand scheme of things. Goofy’s appeal has always been his goofy (pun intended) charm, his lovable clumsiness, and his big-hearted nature. Whether he’s a dog, a “Goofus Canis,” or something else entirely, Goofy will always be the character who brings a smile to our faces and a chuckle to our hearts.

In the end, this latest Disney revelation is just another chapter in the ever-evolving story of its iconic characters. While some fans may need time to process Goofy’s new identity, others might just take it in stride, happy to know that the essence of Goofy remains unchanged. After all, in the world of Disney, where imagination reigns supreme, it’s not about the label but the joy that each character brings to life.

https://www.yahoo.com/entertainment/disney-fans-arms-revealed-goofy-172336997.html

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