Belonging A reflection by Helen Bevan
Belonging is SO important; being part of the team
and being recognised for what you bring, valuing
difference. That’s the environment we want to create
in the Improvement Directorate
Hugh McCaughey,
NHS National Director of Improvement
‘
The NHS People Plan frames its goals for
equality, diversity and inclusion in the
context of “belonging”

Inclusion and Diversity in Work Groups: A Review and Model for Future Research (2010)
Lynn Shore and colleagues https://journals.sagepub.com/doi/10.1177/0149206310385943
Why belonging is such a big issue in business today (2020) Josh Bersin https://joshbersin.com/2020/08/why-belonging-is-a-big-issue-in-business-today/
DIFFERENTIATION
I am different
I am uncomfortable
ASSIMILATION
I can fit in
I have to be guarded
DIFFERENTIATION
I am different
I am uncomfortable
INCLUSION
I belong
I can be myself
Uniqueness
is valued
Sameness
is valued
High belongingness
Low belongingness Diversity is a strategy;
Inclusion is a goal;
Belonging is a feeling.
And a feeling of Belonging
is the most important goal
of all.
Belonging is the most
powerful diversity and
inclusion measure of all:
people who feel they
belong are six-times more
likely to be highly
engaged.
Josh Bersin
‘
To truly create belonging, we need to embrace the uniqueness that each person brings

The real reason diversity is lacking at the top
A study as to why people from underrepresented racial and ethnic groups aren’t
present in senior roles in management consultancy firms
Boston Consulting Group November 2020
The research shows:
• Little difference between the degree to which skill level or capability influence
advancement for consultants from underrepresented racial and ethnic
groups versus for those who are not from underrepresented groups.
• A weak sense of belonging is one of the greatest barriers to success in
highly challenging and demanding environments, such as consulting firms.
• Feeling socially connected, supported, and appreciated as an individual is
essential to perform well
• 45% of survey respondents from underrepresented racial and ethnic groups reported
feeling a weak sense of belonging at their respective firms, a result that is consistent
with findings across other professional and academic settings.
• That feeling can erode individuals’ confidence in their value to their organisation and
their ability to advance to the next level.
https://www.bcg.com/en-gb/publications/2020/why-is-diversity-lacking-at-top-of-corporations

Our transformation efforts need to be rooted in a sense of belonging
(see rule 2)
In BMJ Leader: https://t.co/v9RUuyA4O0?amp=1

Register: www.everydaycourageiwd21.co.uk/

Wellbeing zone
Ways to keep well and recover
from our massive contribution
to the pandemic response
Racial and
social justice zone
Honouring, celebrating and
learning from
women of colour
Career and
development zone
Taking forward our careers in
health & care –
and a space for women in
specialist groups to
connect
Equality zone
Taking forward actions for
women’s equality at work:
ALL women
Pioneering zone
Learning from women
who are leading change and
improving health and care
Creating the future zone
What have we learnt during
the past year and how do
we create a different
future?
The six zones: women in health and care International Women’s Day
www.everydaycourageiwd21.co.uk

Belonging: questions to reflect on
• To what extent are we really getting
to know the people in our teams
and understanding the unique gifts
that each person brings?
• Are we making the space in a virtual
world (where the lack of direct
contact makes feelings, emotions
and reactions harder to gauge) to
build belonging?
• Are we asking people if they feel
they are included, feel they have
power over the work they are
allocated, feel they are in the know,
and feel that their ideas are valued?
People feel
“I belong”
https://joshbersin.com/2020/08/why-belonging-is-
a-big-issue-in-business-today/