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Belonging versus Inclusion Why has Diversity, Equity and Inclusion been expanded to include Belonging? Although there has been progress on the DEI front, there is still a long way to go. More than 50% of employees want their workplace to do more to increase diversity and 45% of U.S. workers experienced discrimination and/or harassment in the past year (Glassdoor - Gallup Stats). Adding belonging to the DEI mix can help to humanize the actual experiences of people. The reality is that unless someone feels they belong, they are at risk of leaving. Today most organizations are diverse and inclusive, which means they have policies & programs in place that support a diverse, inclusive, equitable environment. Belonging on the other hand relates to the feelings of real people and as Paolo Gaudiano notes in his article (Inclusion & Belonging-Gaudiano-Forbes), belonging is a feeling and is therefore difficult to measure. Feelings are an outcome and actions are the cause, so it is important to understand the actions that ultimately lead to feelings of belonging, or not belonging. In addition to Guadiano’s notes on negative actions such as not being invited to meetings, or bosses taking credit for their people’s work, Gallup has captured a list of inclusion items such as creating an open environment, commitment to building employee’s strengths, ability to be authentic etc. (Gallup-DEI)...