For some, you may be writing your first #Diversity #Equity and #Inclusion strategy, while others may be reviewing theirs as a new year fast approaches. Wherever you find yourself, understand that systemic change does not happen on the fumes of good intentions. You NEED to have a strategy. And as an ally, are you: 🖤 Including DE&I as criteria for hiring and promotion, connecting with underrepresented communities 🤎 Creating clear DE&I goals and outcomes and inviting stakeholders to hold you accountable to these 🤍 Relying on DE&I as a compass to guide important decision-making processes 🖤 Bringing on leaders that are able to champion DE&I as much as the company does, growing a culture of allyship You have your work cut out for you in 2025. Pic Credit: Hayley Bennett 🙏🏿 #Allyship #Belonging #InclusionMatters
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Harvard social psychologist and author of "The Conversation: How Seeking and Speaking the Truth About Racism Can Radically Transform Individuals and Organizations"
Belonging and inclusion are both important in organizations and communities. But they are not one and the same. Belonging is subjective. It’s a feeling. It’s how someone perceives themselves within a group. Inclusion, though, is objective. It’s an action. And it’s intentional. Belonging is not something you can really “do.” You can’t make someone belong. You can, however, include them. And by including them you can increase the likelihood that belonging will occur. When organizations and leaders exclusively focus on belonging and take inclusion off the table, we risk diminishing the importance of not just including, but also celebrating, people of different groups. We reduce the significance of everyone learning in what ways and to what degree people have been excluded, disregarded, and neglected before. People should certainly feel like they belong. But the only way to see that feeling come to fruition is to intentionally include everyone in the conversation, bring them to the table, and celebrate them for who they are. **For more on the use of “belonging” in DEI, check out my fuller exploration in my newsletter, UpCurrent: https://hubs.la/Q02rtVNc0 #DEI #Inclusion #Belonging #DiversityEquityInclusion
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"#Belonging is subjective. It’s a feeling. It’s how someone perceives themselves within a group. #Inclusion, though, is objective. It’s an action. And it’s intentional." Robert Livingston below #InspiredByYou "In the #Atlanta area, Black-owned firms raised a record-high $467 million in 2021, which dropped to about $110 million a year later and only $23 million last year, according to Crunchbase. A 79% decline from 2022 to 2023 is twice that of the general overall decline in #VentureCapital funding." Mirtha Donastorg & Michael Elliott Kanell in Atlanta Journal-Constitution source in Daniel Smith, MBA's post https://lnkd.in/eV4NXd-C "For the 2023 fiscal year, the U.S. Small Business Administration issued nearly $34 billion to business owners across the U.S. Around a 1/3 of those loans went to businesses with female #ownership. 8% of 7(a) loans & 3.6% of 504 loans went to Black applicants. Hispanic/Latino business owners received 8.5% of the #money distributed from 7(a) loans and 10.3% of 504 loans." Bankrate https://lnkd.in/eVawaF8Q "2% of funding goes to all-female startups, 26% to mixed-gender start-ups, and 72% to all-male #startups. Thus, this gap certainly needs to be addressed...the 2% message may cause excellent women to self-select out of #entrepreneurship, If they believe that VC funding is so biased that only 2% goes to women...If the gap is perceived as so large that drastic action is needed, female-only VCs may launch seeking to plug the funding gap. This can lead to homogeneity and gender-segregated VC portfolios that are the opposite of diversity and reduces the flow of ideas to the VC or between the VC-funded companies. Moreover, evidence suggests that being funded by a female VC reduces the ability of the start-up to raise #money in future rounds, as other investors worry that the initial investment was due to gender homophily rather than its inherent merit." Alex Edmans Source in Ludovic Phalippou's post https://lnkd.in/eN25NZmd "98% of the founders receiving money are male with your interpretation 😉 no lie, no excuse and it is clearly differentiated in the study between female only, diverse teams and male only" Christian Diller "We should stop working against each other and start working #together to unlock the huge potential of a more diverse investment ecosystem. #MoneyisPower." Katja Baur on above thread. Shall we put an end to questioning of #data interpretation? #calltoaction: advocate for #transparency + mandatory #disclosure in #assetmanagement. #investing #narrative #leadership #economy #finance #cultureofmoney #InvestDifferent #MindtheGap
Harvard social psychologist and author of "The Conversation: How Seeking and Speaking the Truth About Racism Can Radically Transform Individuals and Organizations"
Belonging and inclusion are both important in organizations and communities. But they are not one and the same. Belonging is subjective. It’s a feeling. It’s how someone perceives themselves within a group. Inclusion, though, is objective. It’s an action. And it’s intentional. Belonging is not something you can really “do.” You can’t make someone belong. You can, however, include them. And by including them you can increase the likelihood that belonging will occur. When organizations and leaders exclusively focus on belonging and take inclusion off the table, we risk diminishing the importance of not just including, but also celebrating, people of different groups. We reduce the significance of everyone learning in what ways and to what degree people have been excluded, disregarded, and neglected before. People should certainly feel like they belong. But the only way to see that feeling come to fruition is to intentionally include everyone in the conversation, bring them to the table, and celebrate them for who they are. **For more on the use of “belonging” in DEI, check out my fuller exploration in my newsletter, UpCurrent: https://hubs.la/Q02rtVNc0 #DEI #Inclusion #Belonging #DiversityEquityInclusion
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Culture and inclusion consultant | Former professional services Head of Inclusion | Solutions focused support | Specialises in employee listening programmes, policy and process review, people / culture strategy, training
For anyone who has found it tricky to grasp the difference between inclusion and belonging, here is a great explanation of how the two concepts differ from Robert Livingston.
Harvard social psychologist and author of "The Conversation: How Seeking and Speaking the Truth About Racism Can Radically Transform Individuals and Organizations"
Belonging and inclusion are both important in organizations and communities. But they are not one and the same. Belonging is subjective. It’s a feeling. It’s how someone perceives themselves within a group. Inclusion, though, is objective. It’s an action. And it’s intentional. Belonging is not something you can really “do.” You can’t make someone belong. You can, however, include them. And by including them you can increase the likelihood that belonging will occur. When organizations and leaders exclusively focus on belonging and take inclusion off the table, we risk diminishing the importance of not just including, but also celebrating, people of different groups. We reduce the significance of everyone learning in what ways and to what degree people have been excluded, disregarded, and neglected before. People should certainly feel like they belong. But the only way to see that feeling come to fruition is to intentionally include everyone in the conversation, bring them to the table, and celebrate them for who they are. **For more on the use of “belonging” in DEI, check out my fuller exploration in my newsletter, UpCurrent: https://hubs.la/Q02rtVNc0 #DEI #Inclusion #Belonging #DiversityEquityInclusion
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Organizational Psychologist| Founder| Executive Coach I Author I Speaker| Forbes| HBR Advisory Council
This is something that I say often. There is no belonging without inclusion. I appreciate how it’s explained here. Instead of focusing on what we call it let’s just do the work. #dei #psychology #organizationaldevelopment
Harvard social psychologist and author of "The Conversation: How Seeking and Speaking the Truth About Racism Can Radically Transform Individuals and Organizations"
Belonging and inclusion are both important in organizations and communities. But they are not one and the same. Belonging is subjective. It’s a feeling. It’s how someone perceives themselves within a group. Inclusion, though, is objective. It’s an action. And it’s intentional. Belonging is not something you can really “do.” You can’t make someone belong. You can, however, include them. And by including them you can increase the likelihood that belonging will occur. When organizations and leaders exclusively focus on belonging and take inclusion off the table, we risk diminishing the importance of not just including, but also celebrating, people of different groups. We reduce the significance of everyone learning in what ways and to what degree people have been excluded, disregarded, and neglected before. People should certainly feel like they belong. But the only way to see that feeling come to fruition is to intentionally include everyone in the conversation, bring them to the table, and celebrate them for who they are. **For more on the use of “belonging” in DEI, check out my fuller exploration in my newsletter, UpCurrent: https://hubs.la/Q02rtVNc0 #DEI #Inclusion #Belonging #DiversityEquityInclusion
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Activating Human Brilliance at Work | Coach | Facilitator | Consultant | Thinking Environment® Trainer | Self-Fidelity Pioneer | Published Author | True Power Podcast Host |
In this episode of True Power, Shaheen . shares her approach to fostering inclusive spaces where every individual is empowered to contribute—whether they're an intern or a CEO. It’s a powerful reminder that true inclusion requires us to rethink traditional practices and make room for every voice. Listen to the full episode to learn more, check links in the comments 👇 #Leadership #Inclusion #Empowerment #TruePowerPodcast #Diversity
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Social Work Professional | Social Welfare | Community Development | Literature Grad | Joint General Secretary United For Humanity Master’s in Social Work | Jamia Millia Islamia
I recently read a insightful article on blogpost of Ginny's Planet that made me reflect deeply on what inclusion truly means. It reminded me that inclusion isn’t just something we talk about; it’s something we actively practice every day. It starts with how we treat ourselves , embracing our unique quirks instead of hiding them to fit in. The article also touched on how quick we are to label others, often missing the chance to really understand them. Inclusion is more than a feel-good concept. It’s about making connections, offering support, and being courageous in how we interact with ourselves and others. As Ginny's Planet says "Being Different is Okay". Read this article https://lnkd.in/grQCzXB9 by Ginny's Planet to know more about how we can create an inclusive world. #Inclusion #Empathy #BeingDifferentIsOkay #GinnyPlanet #Connection #Diversity
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Last month we launched our Inclusion Conversation Series under the 'Intentions' strand. It is a unique platform where professionals in the field of inclusion or connected areas can convene to discuss the challenging aspects of their work—topics that are often overlooked in typical conferences and roundtables. The first one was on 'Dismantling EDI. We asked ourselves: What do we do about the language and debate around 'EDI' today? Is there any truth in what detractors are saying? Who are the people we need to take on a better journey? The event is run under the Chatham House Rule which can make a huge difference to the quality of the output. We're delighted to have received positive feedback from a diverse range of esteemed colleagues. Here's what a Coach and I&D Consultant had to say: "The Third Culture have provided a safe space today to hold facilitated meaningful conversations to discuss & debate the inclusion agenda in an ever-challenging world for practitioners." The report from this session will be published very soon for all who attended first - and will be available to the public a month later.
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“Belonging is not something you can really “do.” You can’t make someone belong. You can, however, include them. And by including them you can increase the likelihood that belonging will occur.” - Robert Livingston 🏄🏼♀️🏔️📚 Hi - I’m Ellie. I write daily about what’s affecting children and young people and what we can do to make it better for them. I speak from my experience: 3️⃣+ years experience leading strategy and operations for children with disabilities 1️⃣ year leading pupil premium projects 8️⃣ total years in education. #EDI#equalitydiversityandinclusion #specialeducationalneeds #disability #neurodivergence #children #youngpeople #edchat
Harvard social psychologist and author of "The Conversation: How Seeking and Speaking the Truth About Racism Can Radically Transform Individuals and Organizations"
Belonging and inclusion are both important in organizations and communities. But they are not one and the same. Belonging is subjective. It’s a feeling. It’s how someone perceives themselves within a group. Inclusion, though, is objective. It’s an action. And it’s intentional. Belonging is not something you can really “do.” You can’t make someone belong. You can, however, include them. And by including them you can increase the likelihood that belonging will occur. When organizations and leaders exclusively focus on belonging and take inclusion off the table, we risk diminishing the importance of not just including, but also celebrating, people of different groups. We reduce the significance of everyone learning in what ways and to what degree people have been excluded, disregarded, and neglected before. People should certainly feel like they belong. But the only way to see that feeling come to fruition is to intentionally include everyone in the conversation, bring them to the table, and celebrate them for who they are. **For more on the use of “belonging” in DEI, check out my fuller exploration in my newsletter, UpCurrent: https://hubs.la/Q02rtVNc0 #DEI #Inclusion #Belonging #DiversityEquityInclusion
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DEIB On the People-to-People Level🌟Leadership Training 🌟 People Skills Training🌟 DiSC Certified 🌟 Personal Branding 🌟 Keynote Speaker 🌟 Certified WBE, MBE, WOSB, SLEB #LatinaLeader #SupplierDiversity
This is an important distinction laid out by Robert Livingston- belonging and inclusion are not one and the same. Many of us with nurturing personalities do "belonging" effortlessly. Big hearts, love of people... it's natural. However, inclusion takes more than just being nurturing. It takes looking for barriers, addressing where exclusion exists, taking a stand for change, challenging "that's how we've always done it" and "well, that wasn't my intention", and "why didn't THEY ask to be let in?". I see many hiding out in talking only about #Belonging without challenging the barriers to #Inclusion. They can't be separated. Read his piece below, it's essential to understanding this. #diversityequityinclusion #deib
Harvard social psychologist and author of "The Conversation: How Seeking and Speaking the Truth About Racism Can Radically Transform Individuals and Organizations"
Belonging and inclusion are both important in organizations and communities. But they are not one and the same. Belonging is subjective. It’s a feeling. It’s how someone perceives themselves within a group. Inclusion, though, is objective. It’s an action. And it’s intentional. Belonging is not something you can really “do.” You can’t make someone belong. You can, however, include them. And by including them you can increase the likelihood that belonging will occur. When organizations and leaders exclusively focus on belonging and take inclusion off the table, we risk diminishing the importance of not just including, but also celebrating, people of different groups. We reduce the significance of everyone learning in what ways and to what degree people have been excluded, disregarded, and neglected before. People should certainly feel like they belong. But the only way to see that feeling come to fruition is to intentionally include everyone in the conversation, bring them to the table, and celebrate them for who they are. **For more on the use of “belonging” in DEI, check out my fuller exploration in my newsletter, UpCurrent: https://hubs.la/Q02rtVNc0 #DEI #Inclusion #Belonging #DiversityEquityInclusion
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