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