Equality , diversity and belonging
Feature
Research has shown that belongingness is a key component of psychological and physical wellbeing ( Haggarty et al 1992 ). The absence of sense of belonging is typically described as exclusion , sense of alienation , or marginality , which has been linked to negative proximal and long-term outcomes such as depression , anxiety and suicide .
In spite of the presence of emerging scholarship around belongingness , key factors that promote sense of belonging are still poorly understood . Subsequently , approaches to building sense of belonging have varied .
Traditionally , some institutions , societies and organisations adopt a deficit approach by maintaining a focus on ‘ fixing individuals ’, individual problems and individual conditions in order to promote assimilation .
These approaches have often proven inadequate and unsustainable . Therefore , as I have written elsewhere ( Thomas 2022 ), I recommend a more holistic , transformational approach that outlines five proposals for action .
Increase accountability
If we don ’ t intentionally include , we are very likely to exclude . Belonging is a by-product of inclusion . Creating organisational cultures with inclusive values at its core , where everyone can bring their whole , authentic selves ( if they so desire ) could prove effective in promoting and sustaining inclusive environments .
This requires collective action , honesty , compassion , empathy , creativity and courage . Everyone has to be invested in the endeavour and actively play their part .
Acknowledge that healing requires recognition
Intersecting identities can result in multiple modes of exclusion and unbelonging . One way to mitigate this might be to support leaders , managers , practitioners and educators as they work to redress barriers to belonging and promote inclusion , by helping them to recognise and understand modes of exclusion and unbelonging .
Allyship
Recognising the advantages ( earned or unearned ) afforded to members of majority groups and using those advantages to challenge systems and processes that promote and sustain inequality is often thought of as allyship .
Allyship is more than about speaking out against inequalities . It involves acting with intent . In terms of promoting belonging , ‘ allies ’ should work collectively with and in support of , marginalised and affected groups in order to highlight , agree and sustain actions to address structural inequalities
Recognising standpoint
Our social positions and experiences gives us unique perspectives ( Collins 1986 ). Organisations should value the intersectional experiences of all stakeholders , particularly those that traditionally may have been marginalised .
Ensuring that those experiences and perspectives feature in decision-making and the creation of equitybased activities may be effective in building and sustaining more inclusive cultures and environments .
Listen
Listening is key in order to promote and sustain equity , inclusion and belonging . Listen to understand . Listen impartially without interruption . Listen with discernment . Let all stakeholders feel affirmed , seen and heard . Then develop transparent processes to show the steps that have been taken in response .
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Words DR DAVE SP THOMAS , Associate Professor at Solent University and an occupational therapist with a remit in social justice
November 2022 OTnews 35