Equality, diversity and inclusion – creating belonging
Is inviting people to the party and asking them to dance enough to create a sense of belonging?
There’s a growing desire within organisations to engage with and celebrate equality, diversity and inclusion (ED&I).
And this is brilliant. When people feel included, they’re happier, more engaged and free to do their best work.
So how might we build on this?
That is, opening up conversations about what ED&I means to people – and how we can bring it to life – throughout the year?
Verna Myers’ now famous phrase ‘Diversity is being asked to the party; inclusion is being asked to dance’, sums up beautifully how ED&I is about people feeling they belong.
But what about the people who don’t like dancing?
Those who get a rich sense of belonging from simply sitting at the bar, having a one-on-one chinwag? Or those sat in the nearest booth, picking over the buffet and having a lively discussion with a couple of mates?
How’s about we went beyond making sure those who wanted to dance were asked to do so, and those who wanted to dig into the cocktail sausages had seats waiting for them – what if we instead created a safe space where the dancers could chat with the lively bunch around the table? Where the wallflowers could chew the fat with the DJ? And where nobody felt restricted to stay in the same place all night?
They might not share the same ideas or opinions.
We’d bet our last pound there’ll be differences of opinions among the dancers too. And that’s not a bad thing.
Making sure everyone has a seat at the table is critical to creating a truly inclusive workplace. Understanding that ED&I is about individuals – and no single community has one voice – is equally important.
This isn’t about finding the answers.
It’s about creating a psychologically safe space for people to ask questions in the first place. To support them to see from other’s perspectives so they get a better understanding of each other’s worlds. To find differences as well as common ground.
Explore challenges and opportunities together. And crucially – to listen to those conversations and use them to agree tangible actions and create meaningful change.
Who’s up for a waltz?
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