What makes us tick? Merriam-Webster defines this idiom as “the things that cause someone to behave a certain way: the feelings, opinions, concerns, etc., that are parts of someone’s personality.” As a society, we’re continually learning more about the attitudes, behaviors and actions of people – especially in the workplace.
With time, we often refine our approach to long-standing beliefs and adjust our actions. This ability to shift is significant in business today. When it comes to diversity, equity and inclusion efforts among employers, the evolution continues – and the latest addition? Belonging.
Belonging: The Key To increased Inclusion
A fourth pillar – belonging – has been added to diversity, equity and inclusion (DEIB) and is considered just as important as the others. It’s reflective of the continuing diversity evolution occurring at work.
In its 2021 Culture Report, the Achievers Workforce Institute stated, “Belonging is a critical driver of individual and organizational success. People with a strong sense of belonging are significantly more likely to be engaged in their roles.” A recent study by Great Place to Work defines belonging as “an employee’s sense that their uniqueness is accepted and even treasured by their organization and colleagues.”
In my experience, belonging is highly significant to individuals with disabilities opting to return to work after a prolonged medical absence. Think about how most of us without a disabling condition or illness want to be welcomed, known and supported in our organizations. Imagine how someone with a disability might feel upon returning to work, especially with new challenges, uncertainties and the possibility of needing to request special accommodations.
Unfortunately, in a far-reaching global study by Accenture (Enabling Change) consulting firm, just 20% of the 5,870 employees in the survey who had a disability agreed that their workplace culture is fully committed to helping them thrive and succeed.
Belonging Enhances The Workplace For All Employees
As employers, how do we go about changing the mindset in the Accenture study? How can we make returning to work a positive experience for those with visible or invisible disabilities? A first step is to create an environment where candidates or employees feel comfortable and safe. By providing an atmosphere that promotes transparency, fairness and equitable treatment, employees with and without disabilities will feel they can express themselves and thrive. Team members will feel more engaged, a greater sense of belonging and more freedom to speak about their career goals. Employers may see decreased turnover as employees understand they have been heard and their points of view matter.
Yet, a common concern for workers with disabilities is, “How can I safely perform my job and explain to my supervisor that I may need flexible hours or special equipment?” Title I of the Americans with Disabilities Act (ADA), passed in 1990, ensures employees can request and receive reasonable accommodations in the workplace. It is important for employers to have an in-depth understanding of this landmark legislation as it is vital to fostering an inclusive environment.
Another action employers can take to promote belonging and inclusion is creating an accessibility statement for employees and one for products or services. The Learning Guild, an organizational learning firm, explains that published accessibility statements demonstrate a company’s commitment to DEIB and serve as a cue to those with disabilities that they are wanted and valued.
While the verbiage in accessibility statements can vary, it can include things such as the employer’s commitment to accessibility, specific steps or actions the company takes to ensure accessibility, reference to pertinent laws and policies and contact information for questions and concerns.
Key Steps For Employers To Foster Belonging
Cultivating and sustaining a culture of belonging takes effort and commitment. Employees need to believe their organization cares about them, according to Gartner, a technological research and consulting firm. By taking these three actions, employers can reaffirm their commitment to belonging:
· Celebrate and value individuality. This helps people who experience painful feelings of being different or an outsider get past those feelings and prosper at work.
· Gather all under the tent. Make sure everyone understands and takes part in achieving inclusivity goals. Include employee feedback to demonstrate team members have a vital role in fostering progress.
· Offer benefits and initiatives to show commitment. Flexible work schedules, wellness programs and celebratory events can increase feelings of inclusion by up to 38%, according to Gartner.
Companies can also sponsor and support Employee Resource Groups (ERG) for people with similar backgrounds, experiences or, in these instances, disabilities or chronic illnesses. Successful ERGs give members a platform to share information and concerns, make recommendations for improvements or change and have a voice within the organization. Great Place to Work notes that ERGs have become even more significant as companies strive to institutionalize DEIB within their organizations.
As more and more companies implement belonging as the fourth pillar in their DEIB initiatives, they will be able to strengthen their workforce, promote a culture of inclusion, and provide an environment that meets the needs of people with disabilities of all kinds.
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