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.

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

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In the vast and challenging expanse of space, astronauts Butch Wilmore and Suni Williams recently found themselves the subjects of media frenzy due to an unexpected extension of their mission aboard the International Space Station (ISS). Originally set for an eight-day stint, technical issues with their Boeing Starliner capsule have prolonged their stay to a staggering six months. What’s more telling than the incident itself, however, is the narrative some segments of the media have chosen to adopt.

Starliner Will Return Home

At a recent press conference, NASA’s head Bill Nelson announced that while the Starliner would return to Earth, Wilmore and Williams would stay on the ISS, scheduled to come back in February 2025. The media’s portrayal of this plan ranged from suggestions of dire peril to implications of the astronauts being mere hobbyists inadvertently stranded. This kind of sensationalism not only misrepresents the situation but undermines the professionalism of these seasoned astronauts.

Butch Wilmore and Suni Williams are not novices. They are highly trained and experienced space travelers, with previous missions under their belts — 178 days in space for Wilmore and a cumulative 322 for Williams. They’ve both visited the ISS multiple times, proving their capabilities and resilience in low Earth orbit.

In a recent episode of “Star Talk” with Neil deGrasse Tyson, the astrophysicist provided much-needed clarity on the situation, drawing comparisons to historical space missions and explaining the incremental progress inherent in space exploration. Tyson reassured viewers that the astronauts are well-equipped for their extended stay, emphasizing that the ISS has all necessary facilities for a safe and productive mission.

However, the ground-level analogy I find most apt occurred to me amidst all this news: Imagine you’re on a business trip and your rental car fails just outside a comfortable hotel. If you can’t use the car, but the hotel offers food, Wi-Fi, and other amenities, the situation isn’t disastrous — it’s merely inconvenient, and entirely manageable. Similarly, while the Starliner setback is not ideal, the ISS is more than a makeshift shelter; it’s a fully equipped facility where astronauts can continue their work and live comfortably.

Therefore, terms like “stranded” or “stuck” do not accurately describe the current state of Wilmore and Williams. They are safe, they are cared for, and they are exactly where they need to be. The real story here isn’t one of dire emergency but of a planned, professional response to an unforeseen technical challenge.

This perspective adjustment is crucial not only for the accurate reporting of events but also for public understanding of space missions. Space exploration is inherently filled with risks and the unexpected. However, with experienced astronauts like Wilmore and Williams, along with the entire support from NASA, every challenge becomes an opportunity for learning and preparedness for future missions.

So, let’s focus on the facts and feats rather than the sensationalized scenarios. The real narrative should center on the professionalism, preparation, and resilience of our astronauts and space agencies as they navigate the complexities of space travel.

For futher reading, check out these links.

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https://www.nasa.gov/news-release/nasa-sets-coverage-for-starliner-news-conference-return-to-earth/

https://stmdailynews.com/nasa-decides-to-bring-starliner-spacecraft-back-to-earth-without-crew/

The science section of our news blog STM Daily News provides readers with captivating and up-to-date information on the latest scientific discoveries, breakthroughs, and innovations across various fields. We offer engaging and accessible content, ensuring that readers with different levels of scientific knowledge can stay informed. Whether it’s exploring advancements in medicine, astronomy, technology, or environmental sciences, our science section strives to shed light on the intriguing world of scientific exploration and its profound impact on our daily lives. From thought-provoking articles to informative interviews with experts in the field, STM Daily News Science offers a harmonious blend of factual reporting, analysis, and exploration, making it a go-to source for science enthusiasts and curious minds alike. https://stmdailynews.com/category/science/

In the world of inventions and innovations, recognition often eludes unsung heroes whose contributions shape our daily lives. One such hero, Philip B. Downing, an African American inventor, made a significant impact on the postal system with his innovative version of the U.S. postal mailbox. Though often overlooked, Downing’s inventions have left a lasting legacy on the way we handle and protect our mail. Let’s take a closer look at his life and achievements, while addressing misconceptions surrounding other names in the history of the street mailbox.

The Life and Inventions of Philip B. Downing:

Born in Providence, Rhode Island, in 1857, Philip B. Downing faced numerous challenges and societal barriers as an African American inventor in the late 19th century. However, his determination and ingenuity propelled him forward.

While Downing is best known for his contribution to the development of the street railway switch, his impact on the postal system is equally significant. In 1891, he patented his version of the U.S. postal mailbox, incorporating an anti-tampering feature. This innovative design protected mail from the elements and tampering, ensuring its safe delivery. Downing’s other patents included an envelope moistener and a user-friendly desktop notepad.

The Legacy of Philip B. Downing:

Despite his notable inventions and their impact on the postal system during his time, Philip B. Downing’s name has been overshadowed by other inventors who were involved in the development of the mailbox. However, it is essential to recognize the contributions of all parties while ensuring historical accuracy.

Addressing Misconceptions:

Some mentions have been made of individuals such as JH VanDoran, but the evidence for their involvement in the development of the mailbox is scarce or nonexistent. On the other hand, the Van Dorn Iron Works Company of Cleveland, Ohio, played a crucial role in manufacturing collection boxes for the Post Office Department. It is worth acknowledging the contributions of all involved parties while setting the record straight.

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Philip B. Downing’s contributions as an inventor serve as an inspiring example of resilience and determination. His revolutionary designs in the postal system not only enhanced efficiency but also ensured the security of mail delivery. Downing’s remarkable achievements, often overshadowed by others, deserve recognition and remembrance. As we celebrate Moments in History, it is important to shine a light on the overlooked heroes like Philip B. Downing, whose work shapes our world today. Let us honor their legacies as we continue to aspire, innovate, and shape the future.

Sources:

National Postal Museum

– “Vanishing Americana: Lamp Post Letter Boxes” by James H. Bruns and Michael J. Lilly.

Philip B. Downing – United States Patent Office

https://patents.google.com/patent/US462093A/en

https://en.wikipedia.org/wiki/Philip_B._Downing

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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