Don't Dream It, B It: DEI policies add up to belonging.

• Author: Doggett, J. Maija
• Position: Diversity, equity, inclusion

By now, you've seen the initialism DEI, and you know that the letter "D" stands for diversity, the letter "E" stands for equity, and the letter "I" stands for inclusion. But in recent years, the term has become DEIB, with the letter "B" for belonging. What is belonging, and why did DEI become DEIB?

Before explaining the B, let's review the meaning of each component of DEI.

Diversity can be described as the unique characteristics possessed by individuals within a group. Your workplace diversity initiative may include programs or actions to invite diverse individuals to your organization.

Equity, in this context, is recognizing that not everyone starts from the same place and, therefore, it may be necessary to provide what's needed so that everyone can get to the same place, i.e., everyone achieves equality.

Inclusion involves taking action to create a feeling of belonging for all individuals in an organization.

And now for the letter B:

Belonging is the feeling that results from DEI efforts. It is an individual's perception that their uniqueness is welcomed and valued by others in the organization. It's the security of knowing they can be who they really are.

"DE&I is about your organization's approach and principles, while belonging tells you if it's working," according to Monique McDonough, COO of Work Tango, the Canadian maker of an employee engagement platform.

Notice the difference between inclusion and belonging: inclusion comprises efforts made by an organization and behaviors demonstrated by people within that organization that foster employees' feeling of belonging.

B Is for Bottom Line

Why is it important for employees to feel belonging?

"Experiences of reduced belonging most strongly relate to feelings of inauthenticity, whereas experiences of exclusion most strongly relate to negative affect (sadness and anger)," according to a study published in the journal Social Psychological and Personality Science by Michael L Slepian and Drew S. Jacoby-Senghar. "Furthermore, experiences with identity threats were related to loneliness, lower life satisfaction, and worse self-reported physical health... and both aspects predict lower workplace satisfaction, identification, and commitment when experienced in professional settings."

Employees who lack belonging are less happy, feel less healthy, and don't contribute to their full potential. They may quietly quit or even outright jump ship to an organization with which they feel better...