Resources

Rhodes Perry Consulting: The Belonging at Work Blog

Belonging at Work: Everyday Actions You Can Take to Build an Inclusive Organization

Othering and Belonging Institute: Targeted Universalism: Policy & Practice

Harvard Business Review: Creating Psychological Safety in the Workplace

Coqual: The Power of Belonging: What It Is and Why It Matters

Deloitte: The Six Signature Traits of Inclusive Leadership

Dale Carnegie Leadership Training: Build Trust, Credibility, and Respect

Diversity and Inclusion in the Workplace: Top Diversity and Inclusion Terms You Need to Know

General Assembly Blog: What’s the Difference Between Diversity, Inclusion, and Equity?

Diversity Toolkit: A Guide to Discussing Identity, Power and Privilege

Privilege Wheel

Exploring Power and Privilege

Pedagogy of Privilege

Power and Control Wheel

Allan G. Johnson, The Trouble We’re In

Building an Anti-Racist Workplace

Anti-Racism Resources

Talking About Economic Justice: Communications that Support Efforts to Eliminate Poverty

How to Promote Gender Equality in the Workplace

Best Practices for Nonbinary Inclusion in the Workplace

Checklist to Build a Gender Inclusive Workplace

10 Ways to Protect Undocumented Workers

10 Ways to Make Your Organization More Inclusive of People with Disabilities

Downloadable PDFS

Book Club Questions

1. How am I defining success for myself and others as it relates to advancing my organization’s DEI goals?

2. Is my role to critique, or am I invested in this work to engage, imagine, and implement solutions that lead to transformative culture change? How am I moving myself and others closer to feeling an emotional outcome of belonging at work?

3. How can I use whatever relative power and privilege I hold to share more power, access, resources, money, attention, and influence with those in my organization least likely to feel a sense of safety on the job? How can I provide and support collective leadership to improve my organization’s culture?

4. Who and what am I willing to make a long-term commitment to as it relates to imagining and then building belonging at work? If I am sharing DEI best practices and insights on social media, what else am I doing to deepen my engagement and relationship to advancing my own organization’s DEI goals and others impacted by them?

5. How am I accountable to using my personal and positional power within a community for more than personal advancement?

6. How am I staying attentive to where power is most consolidated in my organization? What am I doing to address oppression at a systemic level and with those at the very top of my organization’s hierarchy—not just in my immediate circle of influence?

7. What personal comforts or personal gains am I willing to give up in the service of building more psychological safety and trust for those in my organization who lack it? Am I willing to take a right risk for the benefit of another person or group of people in my organization?

8. What personal beliefs, perspectives, or values must I never compromise as they relate to advancing my organization’s DEI goals? Which ones must I be open to revisiting as part of a process of personal, interpersonal, and systemic transformation?

9. How are my actions moving beyond performative allyship and symbolic gestures?

10. What resources, coaching, and other guidance do I need to keep learning about to advance my organization’s DEI goals, and who do I need to listen to in order to learn?