Several years ago, executives at Citigroup, with the entire global organization, shared Livestream in 96 countries personal stories that resonated powerfully. For example, one executive described how, at an earlier time in her career, she had consistently avoided disclosing that she never attended college. She stated that whenever the conversation turned to ‘what school did you attend,’ she evaded answering, or she would change the subject.
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Anecdotes from leaders and managers about their struggles to fit in or be their authentic selves at work leave a positive effect on people. It is a nurturing tool that promotes a sense of togetherness and belonging among everyone.
This reduces impressions of aloofness by reinforcing that you’re not in this alone. In addition, it is resulting in a high trust environment where inclusion builds the team.
During a conference with a company executive, I listened to a man of Pakistani descent. In a previous role, he felt he stood out among everyone else because of their whiteness. I chose to act proactively and own it. He took the step of growing a long beard, making him even more conspicuous. This became for him a confirmation that he belonged.
Gradually, companies are embracing the attitude that diversity and inclusion aren’t nearly enough. They recognize that there must additionally be a sense of belonging for all workers. At Woods Kovalova Group, we refer to belonging as “the progression of our journey.” But then, what does that mean, and how can companies attain it?
In a recent Zoom call with several executives, we discussed what ‘belonging’ is. Would this become merely another buzzword that too eventually fades into irrelevance?
One executive said that the superior business outcomes frequently associated with having diverse teams aren’t achievable without a sense of belonging. She concluded by stating, “It’s not enough to include people at the table simply. We have to amplify everyone’s voices, clear barriers, and appreciate each other for our unique backgrounds and experiences.
This means that employees can bring their whole selves to work. Consider doing more internal story sharing of different employees and what their experiences have been.
Discuss different cultures, traditions, and backgrounds and sensitively ask others and yourself genuinely:
Express how you feel when at work.
Do you feel appreciated?
Do you feel like you belong there?
Do you feel that your insights and perspectives matter at all?
Challenge Your Fundamental Beliefs.
Put into practice unconditional self-acceptance.
Create room for “and”
Focus on healing yourself
Many of the barriers we need to address are clearly tied to underrepresented populations and their experiences, but the solution is tied to each of us. Schedule a call to learn how we can help you.
About Jim Woods
Jim Woods has been a global diversity and inclusion expert since 1998. He advocates linking strategic interventions to bottom-line business results. He is a D&I innovator and respected thought leader, having written numerous leadership books and contributed to many publications on the subject of strategic diversity and inclusion and leadership solutions. As President and CEO of Woods Kovalova Group, he has had the privilege of working with clients that include Whirlpool, the U.S. Army, Homeland Security, Deseret Bank, Seimens, and myriad organizations and individuals everywhere.
He has taught fifth-grade math and science along with teaching human resources and leadership on the university level. Mr. Woods holds a bachelors’ degree in business administration and leadership. Including a master’s of science in organizational development and human resources.
He delights crowds as a speaker and is an accomplished children’s book author. Mr. Woods landed his second Fortune 1000 client while homeless living in his car. Work with Jim.