What’s Missing in Diversity and Inclusion Strategies?

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What It’s About: When I worked for US WEST in 1991, we were a Fortune 50 company with a massive focus on diversity. All leaders went through a diversity workshop, along with thousands of others. We had councils representing all kinds of communities in the company: Indigenous, gay (not LGBQT at that time), Black, Latino, etc. Our recruitment strategy was focused on completely reflecting the community and achieving gender balance at every level. Many other major corporations had similar initiatives. So what the heck happened? How could we be where we are in 2021? How much true inclusion have we really achieved? Not as much as we aspired to. Why?

So What?: This is a complex issue, and there are no direct or simple paths to sustainable progress. Also, the matter of unconscious, and institutional bias seems like the plaque that invades our teeth or arteries. It’s hard to see, and even harder to permanently remove. Yes… We must make more progress through top down focus by intentionally investing in diversity (a fact of numbers), equity (true fairness and justice in our policies, processes, etc.) and inclusion (authentic and meaningful participation). However, we are missing something that starts at the core of every organization, the sense and feeling of BELONGING at an individual, personal level.

Now What?: An openly gay man I worked with and I were having dinner together. He shared his sadness regarding his ongoing personal struggle/worry about introducing his partner and navigating peoples’ responses when they “find out.” Why should he have to worry about this? When you really BELONG, you can bring your authentic self, without worry. So as much as institutions must have a positive policy supporting the LGBTQ community (and every other), ultimately it becomes very personal and individual. Real sustainable progress will arrive when we genuinely embrace, respect and accept each other, ONE by ONE! Promote and make belonging happen at a personal level.

Think Big, Start Small, Act Now,

- Lorne

One Millennial View: This is why Belongify focuses on making an incredible impact on small teams. A company handbook is just a bunch of words. When you focus on the individual and personal connection of your specific, small team, that’s when action can actually matter. Your company handbook might be well intentioned, but often can be disconnected from day to day practice. Tackle these issues on a very manageable and intimate level.

- Garrett

Edited and published by Garrett Rubis

What’s Missing in Diversity and Inclusion Strategies?

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