{"id":75341,"date":"2023-05-16T19:44:35","date_gmt":"2023-05-16T19:44:35","guid":{"rendered":"https:\/\/www.talogy.com\/?p=75341"},"modified":"2025-11-07T16:18:26","modified_gmt":"2025-11-07T16:18:26","slug":"diversity-equity-inclusion-and-belonging-how-to-create-these-desired-outcomes-for-organisations","status":"publish","type":"post","link":"https:\/\/talogy.com\/en-gb\/blog\/diversity-equity-inclusion-and-belonging-how-to-create-these-desired-outcomes-for-organisations\/","title":{"rendered":"Diversity, equity, inclusion, and belonging: How to create these desired outcomes for organisations"},"content":{"rendered":"\n

A few years ago, three colleagues and I interviewed two dozen Chief Human Resources Officers along with about a dozen scholars who study diversity, equity, and inclusion (DEI) with the goal of understanding the current challenges they see when it comes to enhancing DEI. What was agreed across these discussions was that there has been a general ‘failure to move the needle’ to really have an impact on making organisations more inclusive, more welcoming, and where most feel a sense of belonging. The simple questions we kept returning to were, \u201cWhat are we missing?\u201d and \u201cWhat are we doing wrong?\u201d <\/p>\n\n\n\n

My friend and colleague, Ali Shalfrooshan, wrote a wonderful blog<\/a> a few months back and provided a very helpful review of this discussion. Ali\u2019s blog gave us a firm foundation on the topic by clearly defining the three key terms, diversity, equity, and inclusion, and concluding with the idea that together they create a sense of belonging, sometimes referred to as DEI-B. He further advanced the argument that an organisation\u2019s ability to create a sense of belonging requires actions at the individual, team\/group, and organisational levels to meet this mission-critical goal. There is no doubt the conversation needs to continue, and we need to put forth ideas that truly work and that actually ‘move the needle.\u2019 <\/p>\n\n\n\n

I have been a scholar and practitioner of assessment for my entire career and that fact explains why I believe measurement can provide meaningful insights and effectively drive DEI-B success. <\/p>\n\n\n\n

Gaining a better understanding of the individual and what the organisation values when it comes to DEI-B is where we begin. When looking through an organisational lens, it is important to understand the policies, practices, and norms that facilitate inclusion<\/a>. Consequently, every organisation hoping to make an impact on participants\u2019 sense of belonging should have a clear vision of the variables underlying the concept and what underpins a truly inclusive climate<\/a>. <\/p>\n\n\n\n

Often this can be achieved by utilising a model that clearly expresses the DEI-B variables important for organisations and having a definition of each variable.\u202fTo do this, over the last few years my colleagues have been developing a model of inclusive climate informed by our model of allyship<\/a> and the work of other academics and practitioners. <\/p>\n\n\n\n

Together we have been working with a university\u2019s honours college to help them improve a sense of inclusiveness among students, staff, and faculty.\u202fWe adopted a rather extensive model with three broad allyship categories and five specific climate dimensions within each category.\u202fThis is what it looks like:\u202f<\/p>\n\n\n\n

Appreciates (A)<\/h2>\n\n\n\n