What Belonging Means Now: Reimagining Inclusion Beyond DEI Checkboxes

There has been a noticeable retreat from traditional DEI programs in recent times. Companies are renaming teams, reallocating budgets, and stepping back from public commitments. Yet, beneath these changes, the fundamental need for belonging persists.

Belonging Is Not a Trend

When employees discuss "psychological safety," "engagement," or "trust," they're essentially expressing a desire for belonging. This manifests in questions like:

• Do I feel like I matter here?

• Can I express my thoughts openly?

• Is this a place where people like me are acknowledged and respected?

According to Gallup, only 2 in 10 U.S. employees report having a best friend at work—a factor strongly linked to engagement and job success .

The Risks of Scaling Back DEI

As organizations pull back from DEI, there's a danger of also retreating from care, candor, and connection. This shift can lead to a culture of caution, where genuine conversations are stifled, and employees feel isolated.

Reimagining Belonging Without the Acronym

Belonging doesn't necessitate a comprehensive strategy document. It thrives on:

• Intentional leadership behaviors

• Spaces for storytelling and shared experiences

• Accountability across all levels—not just HR

Having someone to guide and hold space for these conversations can make all the difference.

How I Can Help

I collaborate with organizations aiming to rebuild culture beyond traditional checklists. Through workshops, leadership coaching, and strategic advising, I assist in embedding belonging into daily interactions—even amidst evolving terminologies.

If you're navigating these transitions, you're not alone. Reach out to explore how we can work together.

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