It is Inclusion or Belonging?
Diversity, Equity and Inclusion or DEI is the new acronym for today's workplace, the goal being to build teams and create environments which exemplify DEI. I'm a fan. The best teams I was a part of were good (not perfect) examples of DEI. Perfection in DEI is impossible. When you unpack the diversity part of the equation, you'll notice the first flaws. There are simply too many diversity categories and it is impossible to meet them all. This obstacle notwithstanding, leaders ought to strive for DEI. Today's workforce demands and deserves it.
For this blog, I want to focus on inclusion. While inclusion is a sound concept, I think it is the weakest part of the DEI approach. "You're included Larry." Sounds pretty lame doesn't it? It's not enough. Like its diversity sibling, inclusion can be hard to accomplish. Should executive meetings include everyone in the company just to meet this criteria? That would obviously be unproductive for a company. The key is not to exclude just for the sake of excluding. Leaders ought to strive for a greater level of consciousness when deciding who to include in what groups, forums, or meetings or who might be missing as they examine the room. I believe belonging is the better word and concept. Let's change DEI to DEB. It rolls off the tongue easier anyway and belonging, I believe, ought to the real goal.
You can foster a culture of belonging even when some individuals may be excluded from events or meetings. People who feel like they belong, like they are members of the team or family will feel included. Daniel Coyle in his book, The Culture Code introduces belonging cues as he describes healthy and effective cultures. He states, "belonging cues are behaviors that create safe connection in groups. They include, among others, proximity, eye contact..., turn taking, and body language..." Coyle emphasizes that belonging cues can't be reduced to an isolated moment. "These cues ought to be a steady pulse of of interactions within a social relationship." Here are Coyle's three basic qualities of belonging cues including my examples for your kit bag.
Energy. Invest in the exchange that is occurring. This is an attentive and engaged leader, one who is focused and energetic about how his or her people are feeling and what they have to share.
Individualization. Treating a person as unique and valued. "Larry, I just want you to know how special you are to this team. You bring such unique qualities to our cause and I really value you as a teammate." "Theresa, that is an outstanding and innovative idea. Tell us more."
Future Orientation. A signal the relationship will continue. This has a lot to do with psychological safety which I often mention in my blogs. "Bryan, welcome to the company. You are safe here, meaning I want your honest assessment of things, your constructive criticism and ideas on how we can be better. You're a teammate and you bring a fresh perspective to our organization. Your feedback will be welcomed, not penalized."
You can and should promote DEI as a leader but give the 'I' some thought. Take it a step further. Fill your bucket with belonging cues and shower your people with them daily. The results will be amazing!
Make it Personal!
Rob
Rob Campbell