14 Ways to put Belonging into Practice
Co-Creating and Cultivating Belonging with diverse teams and organizations is not a check-box topic or “nice to have”.
Belonging is the golden thread that runs through every element of your business. From talent sourcing and recruiting to employee engagement, well-being, and retention, product development and sales, branding, communication, supply chain, stakeholder management, and sustainability. Yet the practice of belonging remains somewhat of a mystery to many people.
We want to make it as easy as possible to start taking action. Because we’re in the midst of a period of profound change. And we believe that this change needs all of us.
We’re here to help you be that change and bring that change into your teams and organizations. That is why we have put together a list of some of our favorite Belonging Interventions;
Action steps that you can start implementing in your teams and organizations today, to create a more just and equitable workplace.
This list is neither exhaustive nor is it particularly structured. They are stepping stones; Suggestions for getting started — not a comprehensive change program. These different items stem from our experience and expertise. They also include crowd-sourced suggestions from folx like you, who participated in one of our DEIB-focused trainings.
May they support you in weaving the golden thread of belonging into your organizations, so that the dream of lived Diversity, Equity, and Inclusiveness can become a reality.
Invite people to shape & co-create systems within the organization. Make sure that everyone has a voice in the process. Ask people how and where they would like to get involved. Then act on those ideas!
Ensure that physical spaces are accessible to everyone. Design your physical spaces as you would your products: by creating different personas and reviewing your design (physical space) through their eyes. Think wheelchair & mobility accessibility. This lens can also include providing prayer spaces, nursing spaces, ergonomic desk setups, and private and open workspaces. As with all these suggestions: check with affected individuals or engage external consultants from affected communities to source ideas and suggestions of what to do. Then do it.
Design (office & virtual spaces) with sensory sensitivity in mind. That includes noise sensitivity, light sensitivity, and smell sensitivity. You might think about lighting, scent-free space, quiet zones, volume policies, offering sound-blocking equipment, support animals (with and without formal documentation), etc.
Make sure you have gender-neutral and accessible toilets. We are all human and we all have bodily functions. Bodily functions don’t have genders. You might also consider changing tables and other parental needs, menstrual products, lockable toilet stalls, grab bars, emergency call buttons, levers, or automatic faucets.
Policy and Guidelines
5. Create an unbureaucratic and inclusive names-change policy. Allow and encourage folxs to use their preferred names. Enabling a flexible name policy is a way to welcome and recognize trans, non-binary, and gender-expansive identities. Note that there are also various reasons why cis-gendered people benefit from flexible name policies. These can range from marriage and adoption to fleeing from abusive ex-relationships.
6. Have an actionable Code of Conduct (CoC), and a clear way of reporting infringement and repairing harm. Ensure all employees know your CoC (e.g. by including it in your onboarding process) and how they can report issues and breaches. No, “Don’t be an asshole” is not good enough.
7. Create a team glossary to establish a common language and ensure everyone has access to knowledge. Bonus tip: make it a practice to stop using abbreviations!
8. Rotate administrative tasks, such as taking notes in meetings & doing office housework, instead of asking for volunteers. This prevents the same person or people from always taking up the extra work or feeling like the “default person” and helps disrupt the perpetuation of stereotypical gender roles in the office space.
Relational Space
9. Model vulnerability, especially as leaders and managers. Speaking openly about mental health and other issues creates space for understanding, and empathy and fosters psychological safety.
10. Create clarity around expectations. What are your expectations around responsiveness? Personal time off and vacation times? Meeting times and deadlines? When we all know what to expect from one another, we can work better together.
11. Make it a practice for everyone to share their pronouns! And ensure that everyone understands why this is important. This normalizes a wide array of pronouns folxs may connect with and will support and validate those whose gender is frequently marginalized.
12. Plan social events that are not centered around alcohol consumption! Folxs may be in recovery from alcohol or other substance use and may feel pressured to drink thus putting their recovery at risk. Folxs may feel uncomfortable drinking with co-workers, and not everyone drinks alcohol for a wide array of reasons! Folxs do not have to justify why they do not drink. Find other fun creative social ideas that encourage sobriety.
13. Schedule meetings inclusively, ensuring that everyone has a chance to take part, including those who are caretakers (e.g. parents, people who are caring for ill or elderly family members (chosen or biological), etc.).
14. Normalize the use of various forms of communication in meetings. Written feedback and engagement might be more accessible than speaking during meetings & workshops. That can be true for groups such as non-native speakers, individuals with social anxiety, or introverts.
Creating a culture of belonging takes time, care, trust, and patience. Be kind to yourself, but make sure that you follow through. Especially on the needs and suggestions communicated to you by people inside the organization.
We are here to help, should you need it! Set up a call to see if we can support you in weaving the golden thread of belonging inside your organization.
For a truly equitable, inclusive, and diverse workplace, where every human can feel safe, seen, and valued for who they are.