Inclusive Cultures, Diverse Voices: Nurturing Belonging at Work

Talent Report+THRIVE

Description: Explore the importance of belonging in the DEI movement in this 30 minute THRIVE podcast episode. Discover how it empowers individuals, amplifies voices, and enhances well-being in our diverse world. Perfect for anyone seeking insights into creating a more inclusive and equitable society.

Resources:

DEI Conference - 10/18/23

Belonging in the Workplace: What Does It Mean and Why Does It Matter?

Belonging: The Cornerstone of the Human Experience at Work

Belonging Drivers & Elements

DEI Resources for Employers

MRA Membership

About MRA

Let's Connect:

Guest Bio - Denise Jamison

Guest LinkedIn Profile - Denise Jamison

Guest Bio - Cheryl Lucas-DeBerry

Guest LinkedIn Profile - Cheryl Lucas-DeBerry

Host Bio - Sophie Boler

Host LinkedIn Profile - Sophie Boler

Transcript:

Transcripts are computer generated -- not 100% accurate word-for-word.

00:00:00:00 - 00:00:21:03
Unknown
Hello everybody and welcome to 30 minute Thrive, your go to podcast for anything and everything HR, powered by MRA, the Management Association. Looking to stay on top of the ever changing world of HR? MRA has got you covered. We'll be the first to tell you what's hot and what's not. I'm your host, Sophie Boler, and we are so glad you're here.

00:00:21:05 - 00:00:43:19
Unknown
Now it's time to thrive. All right. Well, hello, everybody, and thanks for joining us today. I'm here with and really excited to introduce to you Denise Jamison and Cheryl Lucas-DeBerry. They're both learning and development instructors here at MRA and come with a lot of great insight and expertise today on our topic. So, Denise, welcome to the show.

00:00:43:20 - 00:01:23:10
Unknown
I know you've never been on the podcast. And Cheryl, welcome back. Thank you. Well, these two both come with 20 plus years of experience. And Denise specifically comes with experience in presenting and facilitating really large groups around diversity, equity and inclusion strategy and implementation. And Cheryl's experience includes the development of programs and leadership, customer service and diversity. And I know that you guys do a lot more than just this, but I'm just kind of highlighting your expertise and our topic for today.

00:01:23:12 - 00:01:43:11
Unknown
So I know you both are really passionate about DEI and have led a lot of successful DEI plans and initiatives. So today we're really going to be focusing on how to bring belonging a part of the DEI mix. But before we do that, I just want to kind of start out by defining what DEI truly means in the workplace.

00:01:43:11 - 00:02:13:07
Unknown
So Cheryl, do you want to kick us off and kind of explain what you think DEI means when we're talking about bringing it into the workplace? Yeah, absolutely. And I. Sophie, it's great to be here, and I am. This is a topic I'm very excited about, especially including the, the piece on belonging. But just to kind of level set as diversity is kind of the multiple identities that are represented within an organization.

00:02:13:09 - 00:02:44:16
Unknown
Inclusion is those thoughts and ideas and perspectives that each individual kind of brings to the workplace and things that actually matter for that individual. And then equity is constantly and consistently recognizing and kind of redistributing power and thinking about the whole equity piece. Equity does not mean necessarily equal. And sometimes we get a little bit confused on that.

00:02:44:20 - 00:03:11:20
Unknown
It doesn't mean that we're treating everybody equally. We're giving people what they need in in the workplace. And so those are some things just to be consciously aware of. That's a great point, Cheryl. And we're seeing more of the DEI, B acronym now with belonging included in the mix. So what is belonging truly mean? I know you touched on this briefly, but you expand on that.

00:03:11:22 - 00:03:50:07
Unknown
Yeah, I think the learning is really helping individuals bring their whole authentic selves to the workplace. And so whatever that happens to be, whomever they are, whether it's their hairstyle, whether it's part of their cultural background, all of those things, people feel like they can be themselves and bring their whole unique identity to the workplace. And I think just to add on that they can feel comfortable doing it could have something to bring your your unique self in there, but not feel like you're appreciated and welcome.

00:03:50:08 - 00:04:19:13
Unknown
But the balance is kind of I feel great coming, coming to work, being who I am and kind of showing off who I am. Right. And feeling that the organization values it as well as the individuals that we work on with our in our teams. So organizational overall, but also the people that we work with. And then we have to feel as individuals have to feel comfortable bringing our unique selves to the workplace.

00:04:19:15 - 00:04:58:18
Unknown
Yeah. Yeah, totally. Do you have anything to add on really bringing belonging into the mix and how it complements and kind of enhances the traditional DEI efforts? Sure. As Cheryl was saying earlier, with belonging, it's really bringing our whole selves to work and feeling comfortable, as you had mentioned earlier, and also being able to contribute our ideas and feel that when, when we contribute that our intelligence isn't being held in question.

00:04:58:20 - 00:05:30:22
Unknown
Right. Or if we ask a question, our intelligence isn't again, our intelligence isn't being called into question. Also that we can feel psychologically safe. That's that word that keeps coming up with belonging with DEI traditionally, you know, and that started back in the sixties. We were still finding this empty space and it was like, what is this emptiness?

00:05:30:22 - 00:05:58:05
Unknown
Why is it why is everything not connecting? But it was that belonging piece. And to be able to ask a question, to be able to challenge an idea, to be able to bring a different perspective and feel comfortable and feel valued at, you know, in the workplace, that's where that belonging piece really fit in. To me. And so it brought everything together in that way.

00:05:58:07 - 00:06:24:10
Unknown
And another piece to add on that there is some research that I found that says that diversity, equity and inclusion really came about and thinking about it with regard to the MeToo movement and Black Lives Matter and things like that, it kind of elevated diversity, equity and inclusion. But the research also said in the I found this to be interesting.

00:06:24:12 - 00:06:49:12
Unknown
The pandemic and the great resignation have also made creating that culture of belonging so critical for many organizations, not just employee well-being, but the overall well-being of the organization. So I thought that was an interesting point to make, that the pandemic has had an impact on whether people feel like they can bring their authentic selves to the workplace as well.

00:06:49:14 - 00:07:27:16
Unknown
Oh, yeah, sure. That was an interesting point you brought up. I know we talked about it earlier, but and I think you should include the article too, and the resource I will give. So, Cheryl, why do you employers really need to incorporate belonging into the mix when you're talking about just DEI efforts in the workplace? Again, from this article that we will include in the resources, it says that if people, individuals feel like they belong, they are three times more likely to look forward to coming to work.

00:07:27:18 - 00:08:01:06
Unknown
They are three times more likely to stay or to say that their workplace is a fun place to work. They are nine times more likely to believe that people are treated fairly, regardless of their race, culture, etc. And there are five times more likely to want to stay at the company. So with that great resignation, if people feel like they actually belong, they're going to be more likely to stay at an organization versus leaving.

00:08:01:08 - 00:08:32:01
Unknown
You just listed a bunch of benefits. But Denise, how do you how do you really bring belonging into the workplace? So when we think about that belonging and wanting to stay at the organization and all of those wonderful statistics that you provided with just that belonging piece, when we also think about DEI and how belonging can bring everything together is with belonging, It's that your diversity belongs here, right?

00:08:32:01 - 00:09:02:19
Unknown
So it doesn't matter if it's your accent, it fits your perspective, if it's your the way that you talk, the way that you dress, your diversity belongs here. Also your perspective as far as equitable practice, you know, that also belongs here in our organization. And over the pandemic, all of us had a good amount of time to kind of get to know ourselves just a little bit better, you know, just culturally, you know, as a society.

00:09:02:21 - 00:09:27:09
Unknown
But when we think about the workplace, it also made us more accountable to who we were going to be and how we were going to show up. Right. And how we were going to actually create that belonging space. I know one thing that I also like to say is with belonging, it's active, right? Because belonging actually really exist in organizations today.

00:09:27:11 - 00:09:56:00
Unknown
But we want to cast a wider net so that more people feel like they belong. And you hear that cultural fit you know, oh, I'm not sure if they were a cultural fit right, but it's that belonging piece that is all always, always been, been there and it's not making everyone feel like they belong. And that's where the challenge I think has been in the past.

00:09:56:02 - 00:10:35:23
Unknown
Yeah, absolute. So we kind of discovered the importance of belonging in the workplace and kind of the benefits to it. But either of you can take this one. Can you tell us how employers can really bring this into the workplace? There are a couple of things that that organizations can do just creating that sense of belonging in the workplace is going to kind of result in higher productivity, higher engagement with all of the employees that come into the workplace and kind of building that into the overall organizational culture.

00:10:36:01 - 00:11:02:13
Unknown
I think is also important and just making it not just a a nice thing to do, but it's it's part of who the organization is, it's part of who we are is part of this culture that people feel comfortable in bringing their whole unique selves to the workplace. So like when we think about how we can implement it, it's all hands on deck, right?

00:11:02:13 - 00:11:28:20
Unknown
So it's not just starting at the top. It's not just starting at where the employee is front line, you know, leadership. It is all hands on deck. And and that means that psychological safety. I'm going to go back to that. When someone asks a question, me as an individual, I would say great question. I'm glad you asked that.

00:11:28:20 - 00:11:57:05
Unknown
Right. So those are just some practices that we can put in place. And then we also want to make sure that when people come in to our workplace that they feel valued. How do we make them feel valued? We celebrate their milestones. We also invest in their their progress when they are at the organization. So what are we doing as far as Buddy systems, as far as coaching, as far as mentoring?

00:11:57:11 - 00:12:27:08
Unknown
What are we doing to invest in their education? Is is it tuition reimbursement? You know, different programs that we can offer individuals so that they actually feel valued. That's also going to make a difference with how you know, to answering the are how we can make it work. A couple other things to add on to that to the how of what organizations can do.

00:12:27:10 - 00:12:50:10
Unknown
One, it's to avoid favoritism. And I know that, oh, we don't play favors. Well, do all the managers know that favoritism is not something that they should be doing? So just making sure that managers are aware of whether they are playing favorites. And all it takes is a perception, because perception is reality to the person that perceives it.

00:12:50:12 - 00:13:19:14
Unknown
And so just constantly reiterating to managers about not playing favorites or having the perception of favoritism. Another thing that organizations can do is to involve the employees in decision making. You know, just what what input do you have? What ideas do you have? Oftentimes with people who are doing the work, usually have the best ideas. We just don't always ask them in having some transparency.

00:13:19:14 - 00:13:49:24
Unknown
So everybody has access to the same information, having their promotions, and as Denise said, kind of celebrating those accomplishments. We can also make sure that we're being welcoming of new employees and making sure that we are embracing the whole self and that organizations can create that sense of belonging and inclusivity, you know, kind of beyond tolerance, as we talked about earlier.

00:13:50:01 - 00:14:14:14
Unknown
And it sends the message that all employees are valued when it goes beyond tolerance, that this is just part of who we are, what this organization stands for. And it's it's real simple. You know how it starts. It starts with eye contact. Right. With just saying hello, you know, welcome. What is your name, man? I've been meeting to get to know you.

00:14:14:14 - 00:14:43:18
Unknown
So tell me about yourself. You know, welcome to our team. I, you know, I'm just glad that you're here. All of that makes a huge difference. I was just going to say a lot of the ideas and advice that you just lost out. They seem like simple tasks, but it can't just be like a like Denise mentioned a one time saying it's got to be an organization wide initiative and everyone has to get comfortable doing it too.

00:14:43:18 - 00:15:15:15
Unknown
So employee appreciation may sound easy, but it's got to be an all hands on deck thing where everybody is a pre and appreciating. Everybody in the managers are appreciating everybody on their team, not just one person. I'd also like to put in there that organizations need to have more persistence. Organizations need to have more grit. You know, a lot of times we hear it on the other side, you know, well, that person made it because of their grit, because of their persistence.

00:15:15:17 - 00:15:43:22
Unknown
And I think organizations I would like to invite organizations to also have that persistence and have that grit and to leaning in to making people feel like they belong because it's active. You know, it's a it's a very dynamic space where you're actually making people feel like they belong in an organization. It's that cultural piece that we tend to miss out on sometimes.

00:15:43:23 - 00:16:19:18
Unknown
How about now, looking at some challenges? What are some key challenges that organizations face when integrating belonging into their DEI strategies and any advice on how to address these these challenges? Well, one thing because it's so all hands on deck, you know, it's I remember one time or I it's actually my practice. So sometimes if there's a new person that starts right, I as somebody who has been with the organization, might go and sit with that person.

00:16:19:20 - 00:16:51:09
Unknown
Now, sometimes the team will kind of see that like, wait a minute, what's Denise doing over there? Right. When we want to make everyone feel included. So it's that practice that everyone is going to take part in it. And it's okay. It's okay for another team member to welcome or sit next to someone who's different or, you know, we tend to sit by people who are like ourselves.

00:16:51:09 - 00:17:13:24
Unknown
Why is that that affinity bias right there on the same team? They look like us, they act like us, whatever that might be. I went to the same school. But when we invite someone different and new that is making that eye contact saying hello, actually sitting next to them when they're sitting at a table that's open and no one else is sitting next to them.

00:17:13:24 - 00:17:48:20
Unknown
Right. And feeling okay to do that. And, you know, that takes the whole team, but it starts at an individual level. That's one way. Cheryl, any other challenges you see? Yeah, I think it also comes down to just the concept of respect and showing respect. And, you know, again, respect is in the eye of the beholder or the person who and going back to perception, but just respecting what people bring to the table different doesn't mean wrong.

00:17:48:20 - 00:18:16:12
Unknown
It's just different. And if things have always stayed the same, then we would never improve. If organizations always stayed the same, they would never grow. So if you had the same kind of people, you wouldn't have a diversity, even diversity of thought. Then sometimes we think diversity means race, age, gender, etc. is all of those things, but it's also diversity of thought in people who have different backgrounds and experience.

00:18:16:12 - 00:18:51:16
Unknown
Bring those to the workplace. And if we create an environment where they feel comfortable bringing their own backgrounds and experiences, it is going to make for a much richer organization, much richer team, and also the projects and products will be much richer for their customers. And you know, when you say respect and I just have to have to add this, all of us know the Otis Redding or the Aretha Franklin song, right, Ari, C t, what's the rest of it?

00:18:51:18 - 00:19:14:12
Unknown
You got to find out what it means to me. R-E-S-P-E-C-T find out what it means to me. Right? In order for us to do that, we have to reach out and find out what it means to be people that might not sound like us or look like us, you know, and be active. And it's like I said, it's a dynamic space.

00:19:14:12 - 00:19:47:14
Unknown
It's a place where we're actually constantly making people feel like they're comfortable and leaning in to that discomfort. One thing for the employees or once once we think about the creating that belonging space. So we've created a space where people can feel psychologically safe, they can challenge assumptions, they have somebody they can go to when they have those questions that they might have and might not feel comfortable sharing it on an open forum.

00:19:47:16 - 00:20:26:08
Unknown
When we provide that space where we say, Welcome, you are included, not only are you included, but you belong. The only thing that I think is the responsibility of the the new person is just to stay curious, right? So we have to keep staying curious. And that means that we feel comfortable asking questions. We feel comfortable bringing our whole selves and not feeling like we are being questioned when it comes to our integrity or our our intelligence.

00:20:26:10 - 00:20:54:07
Unknown
Right. All of that. So, yes, respect, I think, asking from a place of curiosity versus a place of condemn, condemning or negativity, just a place of curiosity. Tell me more about that. Tell me more about your background. Tell me more about, you know, the lunch that you're eating. Is that a cultural meal? And tell me more about your culture.

00:20:54:12 - 00:21:24:20
Unknown
That is a great way to get to know people and have people feel like they belong. When you come from a place of curiosity versus I'm and, you know, being critical of you because you're different. But we want to start with the curiosity, but we also want to go back to the fact that, hey, we invited this person to be on our team because of their skills, because of their education, because of their knowledge, because of their passion.

00:21:24:24 - 00:22:03:09
Unknown
Making people belong is is the precursor or just that groundwork that we create for somebody to actually do their job and do it well and bring all of their passion, their skills, their talents, their education, so that they can contribute to the organization. Right. And that's what we finally want to get to, is creating that space where you can communicate faster, where it's almost like, I don't know if either of you have played charades with two best friends, right?

00:22:03:12 - 00:22:37:06
Unknown
You can never win because they have all these different ways that they can communicate with one another that is just not shared with people who might not be in there. You know, have they have shared that past history with them? So that's the advantage of having a space where you welcome diversity, where you're actually leveraging that diversity and creating that inclusive and belonging space and also in including equitable practice.

00:22:37:08 - 00:23:15:10
Unknown
So making sure that everyone has equal access, as Cheryl had said earlier, making sure that we are all have the voice to share our perspectives. All of that is is important. But but the bottom line is in the workplace, we are there to be more to create more innovation, to compete at a faster rate. And the way that we can do that is by getting to know everyone who's on our teams.

00:23:15:15 - 00:24:10:20
Unknown
So you both shared some great real life examples of how organizations are implement doing belonging initiatives in their organizations. But do you have any other examples or maybe you know, of an organization who's doing a certain thing that you can share with us on how they're really leveraging belonging to strengthen their DEI efforts? I have made example of an organization that has created a senior leadership mentoring program, and I think it's important that senior leaders are involved in this and so that they are then paired up with a new employee so that that employee learns from the expertise of that senior leader, but also the senior leader can learn some things about that individual because

00:24:10:23 - 00:24:43:06
Unknown
none of these practices, none of these initiatives will work as effectively as they could if it does not start with senior leadership. Senior leadership is not involved. That's not embrace these initiatives, does not ensure that the initiatives are cascaded down throughout the organization. Then it doesn't work as well. We can do a lot of great things on the ground level, but if it doesn't go up the ladder and if it doesn't cascade down, then it's not going to be as effective.

00:24:43:06 - 00:25:09:10
Unknown
So having that senior leadership mentor program goes a long way in that person, feel committed to the organization, feels like the organization is committed to them because that senior leader is taking time out of their schedule to mentor them, but also that individual, that new employee is learning from the senior leader about their skills, but also about the organization overall.

00:25:09:12 - 00:25:55:06
Unknown
You know, another thing is affinity groups. I have a lot of respect for affinity groups. The reason being is that it gives people who might not have the opportunity to be in leadership or show leadership, the opportunity to show leadership. You can be responsible for budget, you can organize a meeting throughout the organization, and all of these efforts help people who might not normally be seen, get seen and make those connections and build those relationships so that you can learn more about the organization and just how your organization in particular works and functions.

00:25:55:08 - 00:26:34:16
Unknown
So that would be one that I would really encourage. So how can individuals then really start to become allies in advocates for belonging and supporting those who may feel excluded or that they don't belong in in this kind of setting? Any advice for that? Well, with individually, I think that being curious about different cultures, also learning about people who might be different, learning a different language, right.

00:26:34:16 - 00:27:17:08
Unknown
That even opens your mind to different perspectives. So when we think about language in and of itself, some languages have one word that would be a masculine and another language that it might be feminine, right? So when we just think about learning a new language, eating a new type of food, going to a movie that's in a different language, all of this helps us understand that there are different people that come to our organizations with different perspectives, different cultures, a different upbringing, and how important it is to the growth of our organization.

00:27:17:10 - 00:27:43:16
Unknown
Cheryl, anything to add on this? Yeah, I think just again, that that curiosity, but just inviting people to join your your group or if your group is like, no, we don't want to to deal with that, you reach out to that person and say, Hey, just wanted to. Why don't we get together and go to lunch? Why don't we get together and have coffee or whatever?

00:27:43:16 - 00:28:20:24
Unknown
And just to get to know that person on an individual basis is going to help want them in. So you want to model the behavior that others will see, that you're doing something positive, you're not doing it because you're obligated to do it. You're doing it because it is the right thing to do and to make sure that everybody feels included and feels like they belong at the organization and feel like they can bring their authentic selves and show who they really are and not have to feel like they have to wear mask when they come to work that they can be their authentic selves.

00:28:21:01 - 00:29:08:07
Unknown
Yes, So often as a people who are in the minority, we come to a workplace and the first thing we in the back of our heads is what do I have to give up? Or what is it that I have to minimize about myself so that I can be a part of this organization, but instead of spending time wondering about what I need to give up, what I need to minimize to be able to just come to work and do my job and be able to contribute everything that I have, all of the education that I that I've had over the course of all my years, all of the skills that I have to bring

00:29:08:12 - 00:29:47:14
Unknown
to be able to bring everything that I have and concentrate on that and just build relationships, ask questions, challenge ideas, bring new ideas to the fold. That's where we can really experience that richness, that diversity, equity, inclusion and belonging is there to help organizations thrive. And I love that word. 30 minute Thrive. Yeah, right. You both brought up just the importance of just reaching out and including people in your organization.

00:29:47:16 - 00:30:13:20
Unknown
And actually just last week, just for an example, one of our coworkers stopped by my desk and was like, Hey, I'm volunteering with a group of people next week. Like, I'd love I'd love for you to join. Are you available? And I was available, but and to another point, it made me feel really good that she came and reached out and it was a group that I didn't really do a lot with at work.

00:30:13:22 - 00:30:51:24
Unknown
So it just made me feel really good about myself and come over and include me with a group that I'm not too familiar with and I got to get to know that group, which makes me feel better about just my coworkers and who I'm working with and stuff like that. So it can be just as simple as inviting your coworker to go volunteer with you and think about all the new people that you're going to meet, all the different perspectives that you're going to get and you, if you build it, you believe or you begin to trust their ideas and you feel like they'll trust you, you know?

00:30:52:01 - 00:31:30:05
Unknown
And so just as we wrap up here is our times are up and up. What are some of the most critical takeaways for listeners to remember when adding belonging into the dynamics in their own lives and in their organization? I think just making sure that people feel feel comfortable bringing their host also to the workplace, whatever is unique about that individual that they don't feel like they have to hide it or they don't feel like they have to minimize it, as Denise was saying, but they can bring their whole selves.

00:31:30:05 - 00:32:04:22
Unknown
Whatever makes you makes you you that I can bring that to the workplace. There is a great quote that we talked about with diversity, equity, inclusion and belonging. In a sense that diversity is being invited to the party. Inclusion is being asked to dance by belonging is dancing like nobody's watching. And if I can dance like nobody's watching at work, then I am being my authentic self.

00:32:04:24 - 00:32:38:10
Unknown
Totally. Yes, I love that. Denise, any other key takeaways as we wrap up today? One thing that I would just like to remind organizations is that D and B is great business strategy, so it helps teams function smoothly. It also helps departments work closer together and be more innovative and be more creative and compete and keep up with what's happening in the world.

00:32:38:10 - 00:33:09:15
Unknown
And our our world is just changing at such a quick and fast rate, especially when we think of competitiveness globally. DEI helps include different perspectives, quickly make those relationships so that we can build trust and create more dynamic teams and systems so that we can compete. So great, great takeaways from Cheryl and Denise Sink you. Thank you again for all the great information you shared today.

00:33:09:19 - 00:33:37:14
Unknown
I think we can all walk away with some some great ideas around implementing belonging into our DEI efforts. To our listeners, if you liked our chat and topic today, I would just urge you to comment something new you learned today or anything that you want to add on to this conversation. We're always open to hear your thoughts and your suggestions and advice to Don't forget to share out this episode and consider joining MRA if you aren't a member already.

00:33:37:19 - 00:33:59:01
Unknown
We have all the resources you need in the show Notes below, including resources on this topic with article Cheryl was talking about otherwise. Thank you so much for tuning in today and we will see you next week. Thanks everyone. Thanks for having me, Sophie. Thank you. And that wraps up our content for this episode. Be sure to reference the show notes where you can sign them to connect.

00:33:59:01 - 00:34:14:05
Unknown
For more podcast updates, check out other MRA episodes on your favorite podcast platform. And as always, make sure to follow MRA’s 30 minute Thrive so you don't miss out. Thanks for tuning in and we'll see you next Wednesday to carry on the conversation.