Minority Issues

Can LinkedIn’s ‘DIBs’ Philosophy Improve Diversity In The Legal Profession?

Here are six ways to help foster a culture of belonging and inclusiveness in your workplace.

By Renwei Chung on August 12, 2016 2:59 pm

LinkedIn logo“Walk it out like an usher / If you say real talk, I probably won’t trust ya” — Andre 3000

On Wednesday, Pat Wadors, senior vice president of global talent organization at LinkedIn, wrote an article for the Harvard Business Review, Diversity Efforts Fall Short Unless Employees Feel That They Belong. In this article, she uses the term “DIBs” to describe policies focused of diversity, inclusion, and belonging.

Wadors believes that diversity and inclusion initiatives “are necessary to win the war for talent, to find and hire a diverse workforce, and to ensure fair practices, but they aren’t sufficient.” She contends that creating a culture of belonging is the ultimate differentiator.

Wadors cites research from Greg Walton, a psychologist at Stanford University, which reveals “that mitigating threats to a sense of belonging helps minorities significantly reduce stress levels, consequently improving physical health, emotional well-being, and performance. Therefore, creating a wide sense of belonging can become the competitive advantage for any company.”

Wadors outlines six ways for employees to create “belonging moments” and help foster a culture of belonging and inclusiveness:

  • Make introductions. Show appreciation for the whole person; go beyond their role and responsibilities. Add tidbits that are unique to the individual. Use the language of belonging: “This is Sara — she is part of our research team.” The word our really adds the feeling of being on a team.
  • Ask. Start with a simple, genuine question: “How do you feel? How are you today?” Then listen.
  • Solicit input in meetings. There are three ways to foster inclusiveness at meetings: Invite someone to the meeting. Ask their opinion, and follow up with questions so they truly felt heard. And when someone speaks, let them finish their thought — do not speak over them.
  • Delegate. When you as a manager “give” an agenda item to someone on your team, it conveys real ownership, trust, and an opportunity for impact.
  • Pay attention. Put away devices at meetings. Be fully “present” for conversations with colleagues. Show respect to everyone.
  • Share stories. An important part of creating a sense of belonging is sharing our stories. Storytelling means two things. First, you, as the storyteller, care enough about your audience’s career journeys to show your own vulnerability and share your mistakes and successes. We can learn from each other. Second, we can begin to see ourselves in someone else’s shoes. We begin to see possibilities. This is even more powerful if the storyteller “looks like you.”

Wadors believes that “belonging moments” can make a huge difference in someone’s life, have a positive impact on your company’s culture, and change the diversity makeup. DIBs — the power of belonging — is a necessity when it comes to recruiting and table stakes when it comes to retention. How is your firm fostering a culture of belonging and inclusiveness?

Storytelling is Wador’s favorite technique for promoting a sense of belonging because we are all wired to respond to stories; they “trigger our human ability to connect, empathize, and make meaning.” It is time for us to change the narrative from law is the least diverse profession in the nation and lawyers aren’t doing enough to change that to law is finally addressing its structural and leadership issues and is stepping up to accept the diversity challenge.

The legal profession is awaiting the next chapter, but it is up to us to turn the page.

Renwei Chung is passionate about writing, technology, psychology, and economics. You can contact Renwei by email at [email protected], follow him on Twitter (@renweichung), or connect with him on LinkedIn.