“Belonging at Work: Everyday Actions You Can Take to Cultivate an Inclusive Organization” (2018) by Rhodes Perry is a book that explores the importance of fostering a sense of belonging in the workplace for individuals who identify as part of marginalised groups, such as LGBTQ+ individuals, people of colour, and people with disabilities. The book provides practical advice and strategies for employers and managers to create more inclusive workplaces that prioritise belonging, and outlines the benefits that come with doing so, including increased employee engagement, retention, and productivity.
Rhodes Perry is an entrepreneur, speaker, author, and is a leading voice on LGBTQ+ diversity, equity, and inclusion in the workplace and has worked with a wide range of organisations, including the White House, to create more inclusive and equitable workplace cultures.
What is the book about?
Much of the book is drawn from Perry’s personal experiences and research to offer insights on the challenges that marginalised employees face, including micro-aggressions, stereotypes, and feelings of isolation. He also highlights the importance of intersectionality, acknowledging that individuals may experience multiple forms of marginalisation, and that an inclusive workplace must take all of these factors into account.
The book also provides a roadmap for creating a more inclusive workplace culture, including developing a sense of purpose and shared values, implementing inclusive policies and practices, and creating opportunities for employee feedback and engagement. Perry emphasises the importance of ongoing learning and growth, recognising that creating an inclusive workplace is an ongoing process that requires continued effort and commitment.
What are the key takeaways of the book?
Perry offers a couple of points that I think are obvious but bear repeating:
- When employees feel like they belong in the workplace, they are more likely to be engaged and productive. This is not a revolutionary concept, yet many businesses fail to achieve this, especially for people who already feel more marginalised. When this goes wrong it can manifest as exclusion or, worse, discrimination.
- Creating an inclusive workplace is not a “one and done” thing. It requires time and effort to continue learning and growing as an organisation. Employers and managers must be willing to listen to employee feedback and address areas of improvement. This may require a willingness to engage in difficult conversations about diversity, equity, and inclusion, something many in the workplace do not feel equipped to handle.
In addition to this somewhat familiar territory, Rhodes discusses a couple of concepts that were new to me.
- Intersectionality. The book mentions intersectionality at several points and states that it is key to creating an inclusive workplace: Individuals may experience multiple forms of marginalisation, such as being both a person of colour and LGBTQ+. This changes their experience of belonging, as those sitting at the intersection of two (or more) marginalised group may feel like they belong to none or all of these groups. To create an inclusive workplace, it is essential to take intersectionality into account and develop policies and practices that address the needs of all employees, regardless of their identity.
- Implicit culture. Perry describes implicit culture as the unspoken norms and expectations that exist in a workplace. These can include things like the way people dress, the way they communicate, and even the social norms around breaks and work hours. Implicit culture can also include subtle biases and micro-aggressions that can make individuals feel excluded or unwelcome. The book postulates that the best way to avoid an undesirable implicit culture is to be very intentional in defining what the culture of your organisation actually is, and to take steps when actions or behaviours are identified that do not conform to this.
The final point I’d like to call out that resonated with me was “The Platinum Rule” for treating people. We are all no doubt familiar with the Golden Rule, drummed into us by our parents from childhood, which is, “Treat other people as you would like to be treated.” Perry remind us that, in the context of workplace belonging, we need to heed the Platinum Rule which is, “Treat other people as they would like to be treated.” A subtle but powerful difference.
Who should read this book?
I think this book is a great place to start for HR professionals and business leaders that know they need to be doing more to create a culture of belonging, but who perhaps see it as a bit of a minefield and are therefore scared to start!
Overall, I found “Belonging at Work” to be a valuable read. As mentioned above, I’d recommend it for employers and managers who are committed to creating more inclusive and equitable workplaces, and for individuals who are looking for practical strategies to navigate workplace challenges and cultivate a sense of belonging. For me, it made me realise how much I don’t know about this topic, and I’m now off to learn more.
