The need to belong is a powerful driver of behaviour. We all want to belong. We crave it. We pray for it. We even change for it. The conversation around Diversity, Inclusion and Equity (DEI) has evolved to include the idea of ‘belonging’ but have we taken the time to understand what it means to belong?
This session addresses what belonging is and how it drives behaviour within our organisations. Organisations can use this to understand how our organisational spaces can assist or frustrate the process of achieving more belonging for more people and offers practical tips on how to create a deeper sense of belonging for more people.
During the expert session, Roy Gluckman discusses the significance of addressing identity differences in promoting a sense of belonging within organizations. He advocates for normalizing conversations around identities through check-ins during team meetings and exploring resources on topics related to identity and psychology.
Through this approach, Roy emphasizes that teams can build stronger relationships, allowing individuals to express their authentic selves and contribute effectively to the organization. Additionally, he shares his experience with Run to the Monster, highlighting the importance of confronting fears and divisions head-on for progress.
Acknowledging and addressing identity differences is essential for building strong, inclusive teams. Normalize conversations around identities in team meetings and explore resources to deepen your understanding of the impact of individual differences.
Embracing discussions about identity fears and divisions can lead to increased belongingness and a more productive workplace. Encourage open communication and create opportunities for team members to share their experiences and emotions, fostering empathy and understanding.
Nurturing an environment where individuals feel safe enough to express themselves fully is vital for organizational growth. Provide opportunities for learning and skill development, as well as encourage trust and belief in each other's abilities, allowing for greater engagement and investment in the organization's success
In this expert session, Roy Gluckman delves into the themes of Belonging, Diversity, Inclusion (D&I), and Equity, and their significance in organizational settings. Using an engaging metaphor, he describes diversity as being invited to a party, while true inclusion is being asked to dance; equity provides access to the dance floor, and belonging allows people to express themselves fully.
Roy emphasizes that past approaches to D&I often focus primarily on inviting diversity without actively including or engaging individuals. He highlights the importance of addressing barriers such as unconscious bias and fear that hinder inclusion and equity.
Roy's message is clear: creating a culture of belonging, diversity, inclusion, and equity demands active effort.
The speaker underscores the evolution of our understanding of employees, shifting from a focus on performance to recognizing the importance of building their skills and abilities, fostering trust, belief, and confidence in themselves. This shift is driven by the increasing complexity of organizations and industries.
Roy highlights that belonging is crucial for individuals to thrive within an organization. Belonging is not just about comfort but having the internal confidence to take risks and speak up. He emphasizes the importance of creating a welcoming and inclusive environment in organizations, especially when bringing in people with diverse identities.
The session touches upon the tension between the desire to belong and the need for innovation and change within an organization. Roy notes that belonging is a feeling of safety, both physically and psychologically, and individuals require comfort to excel.
He encourages organizations to create environments where individuals feel safe enough to try new things, fail, and learn from their mistakes, fostering innovation and growth.
Roy emphasizes the importance of addressing identity differences within organizations to promote a sense of belonging. He shares his experience with Run to the Monster, an organization that encourages confronting fears and divisions head-on.
Roy acknowledges the fear and shame associated with discussing differences but advocates for normalizing conversations and formalizing identity talks within teams.
Roy suggests simple yet effective ways to bring identity discussions into the workplace, such as check-ins during team meetings. During these check-ins, team members can share how their identities shape their experiences and emotions, allowing for increased understanding and belonging.
He also recommends exploring resources on topics like identity, trauma, and psychology to further understand the impact of individual differences within organizations.
Overall, the session emphasizes the need for organizations to shift from avoiding conversations about differences to acknowledging them and using that awareness to build stronger teams. By fostering an environment where team members feel seen and understood, organizations can create a sense of true belonging, allowing individuals to present their authentic selves at work.
From the survey every participant gets when the session ends, in their own words.
Amazing presentation! I want more from Roy! One of the best D sessions ever!
I was inspired by Roy's delivery in that lecture. He speaks with such passion, and his style / language not only makes him highly relatable, but easy to follow in what can be a sensitive and complicated topic. Thank you, Roy!
I always thought that diversity and inclusion would care of ethnicity, religion, ....but it is a common problem, each of us has diversity issues at work, in society in general. Thanks a lot!
I really saw myself in what the expert said. Now i understand my feelings more, so thank you.
Starting to understand what us behind all this wokism! Thanks for that
Should have more of these sessions. Thanks
Thank you for this comforting webinar!
Important talk. Thank you!
It is interactive, and the block above says exactly how for this session. Nobody has to speak up who does not want to: the chat and the polls carry most of it, and the questions can come in anonymously.
The need to belong is a powerful driver of behaviour. We all want to belong. It is built for a general working audience: no prior knowledge is assumed, and people who already know the subject get the research and the practical side rather than an introduction.
Roy Gluckman is one of the experts we auditioned ourselves, and we produce every session so we see how each one lands. Participants rate this session 4.2 out of 5, across 208 responses, and rate Roy personally 4.4 out of 5.
It runs 45 min / 15 min: the talk, then live questions. All you do is pick a date. We brief Roy, produce the session, host and moderate it, run the Q&A, and send you the report within an hour of the end.
A team, a department, an employee network or every single employee at once, with no cap and no per-seat price. It runs inside your own Microsoft Teams, Zoom or Google Meet, or on a branded page we build. No integration, no login, no company device or e-mail.
The session is delivered in English. You can add high accuracy live subtitles in 8, 16 or 24 languages, so everyone follows in their own. That is a paid option, priced by the number of languages you need.
No, and that is by design. There is nothing to install, nothing to integrate and no connection to your systems, so there is nothing for IT to validate: we join your own Teams, Zoom or Meet as a guest speaker, or we host a page and your people open a link. No software, no accounts, and no data of yours that we can reach. It is why hundreds of companies, among them some of the largest technology and financial firms in the world, were able to start within a day.
We never receive or hold personal data about your employees. Because the session runs in your own environment, attendance and identity stay with you, and what we report back is aggregated: numbers, ratings and survey answers, not people. That is also why IT approval usually takes minutes rather than weeks.
You keep the recording and can share it internally. You also get attendance over time, participant ratings for the content and the speaker, the survey answers, and the topics your people asked for next.
Mental health and workplace performance are interconnected. In this keynote I explore behavioural wellness, the intentional…
Many managers feel they’re "managing on eggshells" around Gen Z, wary of their directness and social awareness.
The ever-evolving LGBTIQA+ acronym can feel like a sign of progress for some and a point of confusion for others.
Psychological safety exists within authentic relationships. Creating authentic relationships takes time, effort and emotional…
This keynote invites all genders to explore the complex role of masculinity in today’s workplace.
Psychological Safety is a well documented driver of high performance in teams and organisations.
Ramadan and Eid are deeply significant periods in the Islamic calendar, marked by fasting, prayer, and community celebrations.
What does being an ‘Ally’ mean? From case studies to the Wheel of Power and Privilege, this interactive session will take you…
During Taz's session ‘inclusive thinking’ you’ll learn to understand the impact of unconscious bias.
Having white privilege and recognising it is not racist. But white privilege exists because of historic, enduring racism and…
The topic of culture can sometimes seem dry or theoretical, however in reality we all have a natural ability to connect with…