As more and more organizations are taking the journey of Diversity, Inclusion & Belonging (DIB), it is evident that the DIB agenda is here to stay. While the need for DIB is clear, the question being raised is more around implementation. Though, each organization has its unique challenges pertaining to the different aspects of diversity. One thing is clear, that a holistic approach to DIB is essential, for a sustainable long-term solution.

There are multiple stakeholders who may be involved in the DIB journey. Ensuring Leadership commitment could be a good starting point for most organizations beginning their DIB journey. The company strategy needs to reflect the ambition around DIB. That is not possible, till the management has a strong intent towards furthering the Diversity agenda.

Company-wide policies are another vital point to achieve DIB goals. The entire life cycle of an employee, starting with recruitment, on-boarding, training, engagement, and exit, needs to be re-looked through the DIB lens. There may be existing policies in place, that may just need a bit of tweaking, to make them more inclusive. But, policies alone are insufficient to foster high levels of inclusion.

The key relationships that shape inclusion for employees in addition to organizational systems are leaders and peers/ teammates. Hence, to be effective, organizations must take a top-down, as well as, bottom-up approach to DIB. They need to execute initiatives through leadership support, teammate allyship, and broad accountability. While policies help to address the overall organizational systems, this just prepares the framework. It is the daily behaviors and personal interactions with leaders and peers that can make or break the inclusive workplace experience.

When employees experience inclusive behaviors from their leaders, they consider the organization itself, to be inclusive. This can be through mentorship, impartial treatment, advocacy, team building, encouragement in decision making. With team members the experience can be through allyship, empowerment, support, genuine concern, mutual respect, integration of diverse ideas. In this case, they are more likely to report feeling included at work, regardless of whether their organization has any formal inclusion systems in place.

The hiring manager may hire a team of people from diverse backgrounds, but the success of the team would lie in those people getting integrated in the team, over the next few weeks or months. If the existing team members, do not accept the new hires as they are different or do not consider their views then inclusion or belonging may not be possible. Hence, sensitization at the ground level is pivotal. To make DIB a reality, working across all levels in the organization is a must. Afterall it is said, one weak link in the chain, can cause the entire chain to break. The chain of DIB needs to be woven with care and made stronger each day by showing employees empathy and respect.