Belonging Diversity Equity and Inclusion

Why Diversity Equity and Inclusion?

There are many reasons why diversity, equity, and inclusion (DEI) are important. Some of the key benefits of DEI include:

Improved decision-making: Diverse teams have been shown to make better decisions, as they are able to bring a wider range of perspectives and experiences to the table.
Increased creativity and innovation: A diverse and inclusive workplace can foster greater creativity and innovation, as it allows employees to draw on a wider range of experiences and perspectives.
Greater employee satisfaction and retention: Employees who feel included and valued are more likely to be satisfied with their job and to stay with the organization.
Better performance and productivity: Research has shown that diverse teams tend to outperform homogeneous teams, and that organizations with a strong DEI focus tend to have higher levels of productivity.
Enhanced reputation and customer satisfaction: Organizations with a reputation for promoting DEI are often seen as more attractive to customers, clients, and employees, and may be better able to retain and attract top talent.

Overall, promoting DEI can help organizations to create a more inclusive and equitable workplace, and to realize a wide range of benefits, including improved decision-making, increased creativity and innovation, greater employee satisfaction and retention, better performance and productivity, and enhanced reputation and customer satisfaction.

Creative Health Care Management Starts with Belonging

At CHCM we start with belonging because belonging is a basic human need. People can be included, but if they don’t feel like they belong we have more work to be done.

At CHCM we have created Belonging Diversity Equity and Inclusion™ (BDEI™) as an adjunct training solution to complement our core programs; Relationship-Based Care®, See Me as a Person, and shared governance.

Understanding cognitive diversity with regard to our basic human needs shows what influences we have, how we think, how we solve problems, and how we view the world around us.

How Creative Health Care Management Can Help

Belonging Diversity Equity and Inclusion Leadership Workshops and Strategy

Our team works with leaders to co-create a culture that supports BDEI. Utilizing Relationship-Based Care® as the foundation, we work with your team to develop a sustainable strategy that creates meaningful change.

We support organizations by

Developing a shared language and understanding for Belonging Diversity Equity and Inclusion (BDEI).
Increase staff knowledge of racial literacy and culturally responsive treatment modalities for BIPOC and LBGTQ+ diverse communities.
Create affirming healing environments for staff and clients.
Develop diverse staffing and retention strategies.
Develop short and long term sustainable BDEI initiatives that are integrated with an organization’s mission and business strategy.

BDEI Presentations, Workshops, and Webinars

Each organization is unique and at a different stage in their BDEI journey, we offer customized presentations, workshops and webinars to meet your BDEI needs. We will work with your team to develop content specific to your goals.

What is the Difference between Inclusion and Belonging?

Inclusion and belonging are related concepts that are often used in the context of diversity, equity, and inclusion (DEI).

Inclusion refers to the active, intentional, and ongoing engagement with diversity in a way that creates an environment in which all individuals feel valued, respected, and supported. It involves creating policies and practices that are inclusive of all individuals, regardless of their background or identity.

Belonging, on the other hand, refers to the sense of being accepted, welcomed, and connected to a group or community. It involves feeling that one is an integral part of a community and that one’s presence is valued and appreciated.

While inclusion and belonging are related concepts, they are not the same thing. Inclusion involves creating an environment in which all individuals are welcomed and included, while belonging refers to an individual’s sense of connection and acceptance within that environment.

In order to create a truly inclusive and welcoming environment, organizations and communities need to focus on both inclusion and belonging. This can involve creating policies and practices that are inclusive of all individuals, as well as fostering a sense of connection and belonging within the community.

How to Promote Diversity Equity and Inclusion in the Workplace?

There are a number of ways that organizations can promote diversity, equity, and inclusion (DEI) in the workplace. Some specific strategies that organizations can consider include:

Developing and implementing DEI policies and practices: This can involve creating policies that prohibit discrimination and harassment based on protected characteristics (such as race, gender, sexual orientation, etc.), as well as developing practices that promote inclusivity and equity.
Increasing diversity in hiring and promotion: Organizations can make a concerted effort to recruit and hire a diverse workforce, and to provide opportunities for advancement to underrepresented groups.
Providing training and education: This can include training on topics such as unconscious bias, cultural competency, and microaggressions, as well as ongoing education about DEI issues.
Encouraging open and respectful communication: Organizations can create a culture of open and respectful communication by encouraging employees to speak up and share their ideas and perspectives, and by promoting a safe and supportive work environment.
Measuring and tracking progress: Organizations can track and measure their progress on DEI goals and objectives and use this information to inform their ongoing efforts to promote diversity, equity, and inclusion.

Overall, it is important for organizations to approach DEI efforts in a holistic and ongoing way, rather than as a one-time initiative. This can involve engaging employees at all levels of the organization and creating a culture that values and respects diversity.

Why is Diversity Equity and Inclusion Important?

There are many reasons why diversity, equity, and inclusion (DEI) are important. Some of the key benefits of DEI include:

Improved decision-making: Diverse teams have been shown to make better decisions, as they are able to bring a wider range of perspectives and experiences to the table.
Increased creativity and innovation: A diverse and inclusive workplace can foster greater creativity and innovation, as it allows employees to draw on a wider range of experiences and perspectives.
Greater employee satisfaction and retention: Employees who feel included and valued are more likely to be satisfied with their job and to stay with the organization.
Better performance and productivity: Research has shown that diverse teams tend to outperform homogeneous teams, and that organizations with a strong DEI focus tend to have higher levels of productivity.
Enhanced reputation and customer satisfaction: Organizations with a reputation for promoting DEI are often seen as more attractive to customers, clients, and employees, and may be better able to retain and attract top talent.

Move Forward Together

Cultivate shared ownership and a deep sense of purpose, so your entire organization can attain extraordinary results.

How to Measure Diversity Equity and Inclusion?

There are a number of ways that organizations can measure diversity, equity, and inclusion (DEI). Some specific strategies that organizations can consider include:

Gathering and analyzing data

Organizations can collect and analyze data on the diversity of their workforce, including metrics such as the proportion of employees from different racial and ethnic groups, gender and sexual orientation, and other protected characteristics.

Conducting surveys

Engaging in focus groups and interviews

Focus groups and interviews can be a useful way to gather more in-depth information about DEI within an organization, and to identify specific areas for improvement.

Setting DEI targets and metrics

Organizations can set specific DEI targets and metrics, such as goals for increasing the diversity of their workforce or improving the inclusivity of their policies and practices, and track progress towards these goals.

Conducting DEI audits

Organizations can conduct DEI audits to assess their current DEI efforts and identify areas for improvement.

Overall, it is important for organizations to approach DEI measurement in a holistic and ongoing way, and to use a range of tools and methods to gather information about DEI within the organization. This can help to identify areas for improvement and track progress over time.