In this expert session, Roy Gluckman delves into the themes of Belonging, Diversity, Inclusion (D&I), and Equity, and their significance in organizational settings. Using an engaging metaphor, he describes diversity as being invited to a party, while true inclusion is being asked to dance; equity provides access to the dance floor, and belonging allows people to express themselves fully.
Roy emphasizes that past approaches to D&I often focus primarily on inviting diversity without actively including or engaging individuals. He highlights the importance of addressing barriers such as unconscious bias and fear that hinder inclusion and equity. Roy's message is clear: creating a culture of belonging, diversity, inclusion, and equity demands active effort.
The speaker underscores the evolution of our understanding of employees, shifting from a focus on performance to recognizing the importance of building their skills and abilities, fostering trust, belief, and confidence in themselves. This shift is driven by the increasing complexity of organizations and industries.
Roy highlights that belonging is crucial for individuals to thrive within an organization. Belonging is not just about comfort but having the internal confidence to take risks and speak up. He emphasizes the importance of creating a welcoming and inclusive environment in organizations, especially when bringing in people with diverse identities.
The session touches upon the tension between the desire to belong and the need for innovation and change within an organization. Roy notes that belonging is a feeling of safety, both physically and psychologically, and individuals require comfort to excel. He encourages organizations to create environments where individuals feel safe enough to try new things, fail, and learn from their mistakes, fostering innovation and growth.
Roy emphasizes the importance of addressing identity differences within organizations to promote a sense of belonging. He shares his experience with Run to the Monster, an organization that encourages confronting fears and divisions head-on. Roy acknowledges the fear and shame associated with discussing differences but advocates for normalizing conversations and formalizing identity talks within teams.
Roy suggests simple yet effective ways to bring identity discussions into the workplace, such as check-ins during team meetings. During these check-ins, team members can share how their identities shape their experiences and emotions, allowing for increased understanding and belonging. He also recommends exploring resources on topics like identity, trauma, and psychology to further understand the impact of individual differences within organizations.
Overall, the session emphasizes the need for organizations to shift from avoiding conversations about differences to acknowledging them and using that awareness to build stronger teams. By fostering an environment where team members feel seen and understood, organizations can create a sense of true belonging, allowing individuals to present their authentic selves at work.
