Diversity, Equity, Inclusion, Belonging

The trend of Diversity, Equity, Inclusion & Belonging, otherwise known as DEIB, refers to four concepts that work jointly to bolster the effectiveness, productivity, dynamics, and creativity of an organization while ensuring individuals have equal opportunities and feel valued. Guided by mutual respect, trust, openness, and honesty, this trend’s focus both encompasses and extends beyond the borders of gender, race, religion, age, different ability, sexual orientation, national origin, and other characteristics protected by law.

One of the most rapidly developing social and business trends in the last two years, DEIB has evolved from Diversity & Inclusion to now also recognize individuals as being a long-term and integral part of the organization. This is the frame in which employment seekers consider potential employers.

Companies shift towards including DEIB as part of corporate culture in order to attract talent and retain employees. Here at DHL we additionally see this trend developing from the individual level to the organizational level, recognizing that companies now choose to interact with and support businesses owned by minority groups and businesses that break stereotypical bounds of how certain industries were once run in the past.

The relatively imminent realization of this trend shows people and companies understand the importance of increasing DEIB awareness. Within logistics and the supply chain – realms that were previously predominantly male – we here at DHL are seeing a movement towards greater inclusivity of women not only in leadership but also in operations. This alters the ways in which team members interact within the workplace. Employee engagement increases as inclusion is realized and, in turn, this increases the need to belong. Ultimately, inclusion and belonging lead to better results.

Belonging in the workplace is a powerful addition to the dimensions of diversity, equity, and inclusion. It can be seen on the one hand as “longing to be” and on the other hand as “being for long.” This introduces an affective and sequential dimension, bringing a shift towards psychological safety and real inclusion.

When the individual recognizes the HR department prioritizes DEIB, especially the belonging dimension, they are less likely to leave. A 2021 study found 40% of respondents with a strong sense of belonging rarely think about looking for a job in another company, versus 5% of respondents with a low sense of belonging.