belonging - ahri · belonging what we hoped to get to: •culture understanding...

Way beyond Engagement is a much deeper conversation around Culture,

Contribution and Connection

Belonging

A conversation between

Dimitria GroutsisAssociate Professor, SOAR Fellow,

University of Sydney Business School

Rhonda Brighton-Hall Co-Founder & CEO of mwah.

Chair of AHRI D&I Advisory Panel

Overview

• Common Ground: Culture. Inclusion. Belonging.

• The Trouble with Engagement

• The Trouble with D and I

• Conformity and Culture Fit

• A different approach

• Some case studies so far

• Role of HR

What if we’ve got it wrong? What if we’ve got a lot wrong?

What if we could do better?

Remember the last time we got really clever?

Remember the last time we knew the answer?

95.7%

Do you like making new friends?

What if the goal wasn’t bigger, better, faster higher?

What if we each defined growth, life and success?

Culture

Inclusion

Belonging

Common Ground

T h e t r o u b l e

w i t h e n g a g e m e n t

• What does it measure?

• What does it align to?

• The end result, over time?

• What doesn’t it align to?

• What conversations does it create?

T h e t r o u b l e

w i t h D & I

• Diversity + Diversity Management - > Inclusion

• Inclusive ecosystem that supports everyone. The ecosystem frames the culture of the organisation. Inclusion is part of the organisation’sDNA

• Is inclusion really part of the equation?

• Key Questions: How do we make the leap? How is it operationalized? How is it measured?

C o n f o r m i t y a n d C u l t u r e

F i t : c o n s e q u e n c e s o f e x c l u s i o n

• What is Belonging?

• Why is it important?

• How we might measure it?

• Measurement from the individual perspective?

• Measurement for the team or organization?

• Driving different conversations: Case study

evidence

Me thodo l ogy And

Ou t comes

C a s e S t u d y : Te c h n o l o g y

• Look at fundamentals

• Using non-competitive scoring

to create culture maps

• Personal/Individual roles

in culture

• Comparing layers of ‘privilege’

C a s e S t u d y : A r c h i t e c t s

• Using Culture Maps to create

team connectivity and

accountability to each other.

• And a language to ‘request’

C a s e S t u d y : N o t F o r P r o f i t

• Differences in assumptions

• Beyond the walls to community

and volunteers and partners

• Differences that matter

Roadmap

Idea … …• Test Privilege• Test Belonging• Test Identity

• Team• Individual

… Org Wide

… …Industry Wide? Societal?

And that’s before we add…

Privilege

Identity

Where we’re up to

Us i ng Be l ong i ng

What we hoped to get to:

• Culture understanding

• ‘Strengths-based recruitment’

• ‘Psychological Safety’

• ‘Welcomed contribution’

What we now think we’ll get to:

• Culture maps (+ link to Perf)

• Employee-led experience

• ‘Psychological Acceptance’

• ‘Relied on best possible’ contribution

The Role of HR

A Conve r s a t i o n

Thank youRhonda Brighton Hall,

CEO and Founder MWAH. F.CPAHRIwww.mwah.live

Dimitria Groutsis, Associate Professor, SOAR Fellow, University of Sydney Business School

www.sydney.edu.au