Diversity brings many benefits to organizations — but it is not enough on its own. An organization with a diverse workforce is not necessarily an inclusive one. Diversity efforts now often fall under the banner of “Diversity and Inclusion” for this reason, but new research in a forthcoming issue of Social Psychological and Personality Science shows that inclusion may also fall short because it does not necessarily lead to a sense of belonging.
Are Your D&I Efforts Helping Employees Feel Like They Belong?
Sometimes, efforts at inclusion can backfire. Consider the manager who talks to her low-wage employees about upcoming international travel plans, or the co-worker who expresses surprise that a Black colleague doesn’t conform to a stereotype. What can managers do? First, recognize but don’t overemphasize differences. It is now clear that a colorblind approach does not effectively manage diversity in the workplace. Colorblind policies can leave employees feeling ignored. Second, managers should focus on the creation of identity-safe environments. Third, leaders must create environments where employees feel comfortable speaking up when they see something that does not seem inclusive. Finally, while inclusion efforts should absolutely focus on different social groups and increasing representation, these efforts should be focused more on the individual than the social group they represent. This is the tightrope that leaders must walk.