In her TEDxSonomaCounty talk, “Belonging, A Critical Piece of Diversity, Equity & Inclusion,” Carin Taylor, Chief Diversity Officer at Workday, shares her insights on the often-overlooked importance of “belonging” in Diversity, Equity, and Inclusion (DEI) efforts. Taylor argues that while DEI initiatives are essential, they can only be truly successful when people feel they belong. Here’s a closer look at her ideas and how “belonging” can enhance DEI efforts.
1. Belonging Completes the DEI Equation
Taylor begins by explaining that while many organizations invest heavily in diversity, equity, and inclusion, they often miss out on fostering a genuine sense of belonging. DEI, she suggests, remains incomplete without a focus on helping every individual feel accepted and valued within their work environment. Belonging is the element that makes employees feel safe, respected, and engaged in ways that go beyond representation.
Key Takeaway:
Without belonging, DEI efforts can feel like just another corporate initiative. Belonging creates an environment where individuals not only see themselves reflected in their teams but feel like they are truly part of the organization’s culture and mission.
2. The Power of Safe and Inclusive Spaces
According to Taylor, feeling a sense of belonging means being able to show up as your true self. She emphasizes the importance of creating safe spaces within organizations where employees can express their identities freely and feel supported. This involves actively cultivating a culture that values open dialogue, respect, and empathy.
Key Takeaway:
Belonging thrives in environments where psychological safety is prioritized. For an employee to feel they belong, they need to feel safe enough to express their thoughts, make mistakes, and bring their whole selves to work. Taylor highlights that this requires a shift in organizational mindset to encourage acceptance over conformity.
3. Belonging as a Driver of Innovation
Taylor argues that a strong sense of belonging doesn’t just benefit employees on a personal level—it also boosts the organization’s success. When employees feel that they belong, they are more likely to contribute ideas, collaborate effectively, and push the organization forward. Conversely, a lack of belonging can lead to disengagement, reduced productivity, and turnover.
Key Takeaway:
By fostering a sense of belonging, organizations not only support employee well-being but also encourage innovation and creativity. When people feel valued, they are more likely to share ideas and perspectives that challenge the status quo, opening doors to new solutions and growth opportunities.
4. Steps to Foster Belonging in the Workplace
Taylor provides actionable steps to create an environment of belonging. She emphasizes the importance of listening to employees, understanding their needs, and being open to feedback. Leaders and managers must be proactive in reaching out, checking in, and creating opportunities for employees to voice their experiences.
Key Steps to Foster Belonging:
- Listen and Act: Regularly seek feedback and act on it. Listening sessions and surveys can provide insights into areas where employees feel excluded or undervalued.
- Celebrate Differences: Instead of focusing on assimilation, celebrate the unique perspectives each individual brings.
- Create Opportunities for Connection: Support programs, events, or mentorships that connect employees across teams and departments, building relationships that foster a sense of community.
Key Takeaway:
To foster belonging, leaders must go beyond surface-level inclusion efforts and commit to understanding and acting on the needs and concerns of their employees. This creates a cycle where employees feel valued, are more engaged, and actively contribute to the organization’s mission.
5. Belonging as a Collective Responsibility
Taylor underscores that belonging isn’t solely the responsibility of DEI leaders or HR teams. It’s something that every individual in an organization should contribute to. This includes fostering a culture of support, standing up for each other, and being allies to colleagues who might feel marginalized.
Key Takeaway:
Creating a culture of belonging requires everyone in an organization to play a role. When employees and leaders alike commit to inclusive behavior and allyship, it creates a ripple effect, building a culture where everyone feels they are part of the larger mission.
Final Analysis: Belonging as the Foundation of Effective DEI
Carin Taylor’s talk brings to light a critical insight—belonging is what binds DEI efforts together and makes them impactful. When people feel they belong, they become more than just employees; they become integral parts of the organization’s purpose and future.
In today’s workforce, where people are increasingly seeking purpose and connection in their roles, a focus on belonging could be the difference between a thriving culture and one that simply ticks boxes. Taylor’s approach reminds leaders that DEI is not just a set of policies or quotas but a commitment to making every individual feel seen, heard, and valued.
By embedding belonging into DEI strategies, organizations can not only drive inclusion but also unlock their full potential, fostering an environment that attracts and retains top talent, promotes innovation, and leads to lasting success.
