Diversity, equity and inclusion efforts have become increasingly visible in U.S. workplaces, especially over the past five years. However, DEI has recently come under attack, with companies scaling back their DEI plans.
As a professor of organizational psychology, I believe businesses should refine rather than abandon these efforts. Introducing a powerful concept, “belonging,” could hold the key.
Although people mistakenly use “belonging” and “inclusion” interchangeably, their differences matter a lot – and can have a significant impact on employee satisfaction and organizational success.
