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Creating Belonging in the Workplace Part 1
Andrea Carter has just completed seven years of research on primary belonging and in this episode, she discusses with Kami and Ishreen how belonging and privilege intersect
They discuss the misperception of belonging and what the primary indicators are and how being valued, empowered and accepted are based on connection, contribution and comfort within the workplace and how these are all connected to belonging
With belonging and privilege the key barriers to creating an inclusive culture this is a hugely informative listen
KEY TAKEAWAYS
- Belonging is not an aspect of personality or something that diminishes performance standards
- Fitting in and belonging are two separate things and someone who fits in is expected to also belong
- When there is a reciprocal responsibility between the organisation, its cultures, its leaders and the individual employees' behaviours can be predicted and performance increased
- To fit in individuals ‘code switch ‘resulting in them not being able to be their authentic self
- There are five primary indicators for belonging - theses are are comfort, connection, contribution, psychological safety and wellbeing
- The more people feel they belong in an organisation the more access they have and the easier it is to succeed
- Being valued is an indicator of connection, being empowered indicates a value of contribution, and being accepted is a value of comfort
- If you experience belonging in the workplace you experience privilege
- Privilege and belonging intersect because belonging brings access to knowledge and information
BEST MOMENTS
‘The understanding of what belonging is can be misperceived and the responsibility for belonging is misplaced’
‘Until the organisation and the environment understand their part in creating belonging it will remain a barrier’
‘Belonging is as important as eating and drinking’
‘It produces a belonging score that is more accurate in allowing the voices that need to be heard because it balances them’
VALUABLE RESOURCES
Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v
Website: https://belongingpioneers.com/privilege-research-and-podcast
Email: [email protected]
Useful links: https://linktr.ee/BelongingPioneers
ABOUT THE GUEST
Andrea Carter is a Neuroscience-based Equity, Diversity, Inclusion & Belonging Senior Consultant & Strategist. Andrea holds her Master of Industrial & Organizational Psychology, with her primary mixed methods, grounded theory research mapping the effects, measurement and behaviours of belonging within the organizational structure as it integrates with the new employee market changes affecting human capital and performance, post-covid. Over the past two years, she has created the only validated organizational belongingness instrument tool to be used for Equity, Diversity, Inclusion and Belonging strategy that impacts corporate culture and governance. This tool allows organizations to score their workplace belongingness and integrate sustainable and measurable metrics into their business.
Contact Email: [email protected]
Website: https://andreacarterconsulting.com/
ABOUT THE HOSTS
Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.
https://www.linkedin.com/in/ishreenbradley/
Kami Nuttall is a culture at work expert, derived from 20 years of experience working with organisations, seeing how they work from a governance, risk, ways of working and people perspectives - understanding the human experience at work. And because she is committed to human development, she is building on her psychology and social anthropology background – she has trained with the Anti-Discrimination Foundation on culture, heritage, and anti-discrimination practices, and is a qualified hypnotherapist. Her purpose is to help leaders create cultures that are inclusive, and psychologically safe, that enable people to safely speak up. She is driven to do this work because of her belief that organisations should maintain and evidence high standards of accountability towards their people and customers.
https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/
Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com
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By Ishreen BradleyAndrea Carter has just completed seven years of research on primary belonging and in this episode, she discusses with Kami and Ishreen how belonging and privilege intersect
They discuss the misperception of belonging and what the primary indicators are and how being valued, empowered and accepted are based on connection, contribution and comfort within the workplace and how these are all connected to belonging
With belonging and privilege the key barriers to creating an inclusive culture this is a hugely informative listen
KEY TAKEAWAYS
- Belonging is not an aspect of personality or something that diminishes performance standards
- Fitting in and belonging are two separate things and someone who fits in is expected to also belong
- When there is a reciprocal responsibility between the organisation, its cultures, its leaders and the individual employees' behaviours can be predicted and performance increased
- To fit in individuals ‘code switch ‘resulting in them not being able to be their authentic self
- There are five primary indicators for belonging - theses are are comfort, connection, contribution, psychological safety and wellbeing
- The more people feel they belong in an organisation the more access they have and the easier it is to succeed
- Being valued is an indicator of connection, being empowered indicates a value of contribution, and being accepted is a value of comfort
- If you experience belonging in the workplace you experience privilege
- Privilege and belonging intersect because belonging brings access to knowledge and information
BEST MOMENTS
‘The understanding of what belonging is can be misperceived and the responsibility for belonging is misplaced’
‘Until the organisation and the environment understand their part in creating belonging it will remain a barrier’
‘Belonging is as important as eating and drinking’
‘It produces a belonging score that is more accurate in allowing the voices that need to be heard because it balances them’
VALUABLE RESOURCES
Privilege Survey https://intelligentlinking261447.typeform.com/to/SNkQvD0v
Website: https://belongingpioneers.com/privilege-research-and-podcast
Email: [email protected]
Useful links: https://linktr.ee/BelongingPioneers
ABOUT THE GUEST
Andrea Carter is a Neuroscience-based Equity, Diversity, Inclusion & Belonging Senior Consultant & Strategist. Andrea holds her Master of Industrial & Organizational Psychology, with her primary mixed methods, grounded theory research mapping the effects, measurement and behaviours of belonging within the organizational structure as it integrates with the new employee market changes affecting human capital and performance, post-covid. Over the past two years, she has created the only validated organizational belongingness instrument tool to be used for Equity, Diversity, Inclusion and Belonging strategy that impacts corporate culture and governance. This tool allows organizations to score their workplace belongingness and integrate sustainable and measurable metrics into their business.
Contact Email: [email protected]
Website: https://andreacarterconsulting.com/
ABOUT THE HOSTS
Ishreen Bradley is a Strategic Pioneer who guides Professional Leaders to navigate complex situations and achieve success with clarity, confidence, and courage. Her focus is to cultivate mindsets and cultures that acknowledge valuable differences, inclusive behaviours, and authentic leadership. She advises, consults, trains, and coaches senior leaders through her compassionate, intuitive and incisive approach - facilitating them to develop themselves and their teams towards their growth strategy.
https://www.linkedin.com/in/ishreenbradley/
Kami Nuttall is a culture at work expert, derived from 20 years of experience working with organisations, seeing how they work from a governance, risk, ways of working and people perspectives - understanding the human experience at work. And because she is committed to human development, she is building on her psychology and social anthropology background – she has trained with the Anti-Discrimination Foundation on culture, heritage, and anti-discrimination practices, and is a qualified hypnotherapist. Her purpose is to help leaders create cultures that are inclusive, and psychologically safe, that enable people to safely speak up. She is driven to do this work because of her belief that organisations should maintain and evidence high standards of accountability towards their people and customers.
https://www.linkedin.com/in/kaminuttall-cultureguru-cultureauditor/
Privilege, Eruption, Culture, Diversity, inclusion, Equity, diverse, cultural, impact, power: https://privilege-eruption.com