Creating a Culture of Belonging

Diversity, equity, and inclusion (DEI) initiatives have been under increasing scrutiny, especially in the past several months. This is true even though companies with diverse perspectives do better financially and are more innovative. Employees, too, want to feel included and be able to raise their voices in their workplaces without fear. Adding belonging and promoting inclusion and psychological safety can help organizations achieve their goals, retain employees, and support a positive culture.

In “Transform DEI Into DEIB,” Charlotte Hughes writes “Belonging embraces the mental and emotional parts of inclusion … Belonging initiatives boost creativity, teamwork, and overall job happiness.”

DEIB Training and Development Methods

Fostering buy-in to DEIB efforts starts with including employees in the process. Help them understand why such programs are beneficial to them, their teams, and the organization. Make sure to have leader support and have them vocally support the endeavors. Understand that an inclusive culture is not about a training program but rather ongoing, continuous efforts.

Hughes advises that talent development leaders and others heading up DEIB programs create programming for different audiences. All employees should have a basic understanding about unconscious bias and inclusive communication. Leaders should learn how to foster psychological safety among their teams; and some teams may need specific content, such as hiring practices for HR teams and conflict resolution for managers.

The ongoing training and development plans can include such methods as e-learning modules, which are flexible and accessible; role playing, which helps individuals become more comfortable with having challenging conversations; presentations by external experts, which can be especially beneficial in helping leaders understand how to incorporate DEIB into company strategy; and resource libraries, which can provide content on varied subjects at the point of need.

How to Get There

i4cp’s 2025 Priorities & Predictions: C-Suite Perspectives from i4cp’s Boards report notes that “Shoring up the inclusiveness of their organization’s cultures and working to expand access to diversity offerings and allyship opportunities is a prime area for DEI practitioners to help ensure a future-ready culture with diverse networks that foster both diversity and a great sense of community and belonging.”

Within the methods for training and development mentioned above, among the topics to include, says Hughes, are multigenerational workforce training, disability and accessibility, neurodiversity, workplace mental health, and psychological safety.

Make equity, inclusion, and belonging a priority by pledging resources to it. Conduct regular reviews and assessments, pledge leadership engagement, and adapt to change.

Diversity and Inclusion Is Not Behind Us

Hughes emphasizes that today’s generations—especially Gen Z and Millennials—care about diversity and acceptance. To attract the best talent, businesses will need to create a culture where mental health, psychological safety, and belonging are embraced.

In his Forbes’ article, “Change Is Here: 5 Hard Truths & A Blueprint For Your DEI Plan in 2025,” Doug Melville writes, “The year 2025 represents a big moment, where we can all play a part in revising the DEI playbook. This process will take time, and it may be uncomfortable on occasion. But this is an opportunity, not a crisis.”