Belonging: The Key to Transforming and Maintaining Diversity, Inclusion and Equality at Work

by Kathryn Jacob, Sue Unerman, Mark Edwards

A groundbreaking investigation into diversity and equality in the workplace, and a clarion call to the people in power who need to rethink their place in the boardroom and become part of the solution.

One in four US workers feels they do not belong at work. Structural racism, the patriarchy of the boardroom, pay disparities are just a few of the obstacles in our workplaces that systematically alienate and repress employees of color, women, LGBTQ workers, and employees with disabilities, but the statistics are clear: companies with diverse management teams report 19 percent higher revenues, and are far more likely to perform above their industry medians. Diversity in business is good for everyone-so why do women and minorities make up only 34% of boards of Fortune 500 companies?

Following interviews at over 200 international businesses about the irrefutable business case for diversity at work, Sue Unerman, Kathryn Jacob and Mark Edwards have discovered one major problem that is holding back the move towards greater diversity: where are all the white men?

The book sets out to understand why more men aren't engaged with D&I initiatives in organizations--at one extreme they may be feeling actively hostile, and threatened by the changing cultural landscape. Others may be unmotivated to change: they may see diversity as a good thing in the abstract but can't see what's in it for them. Many will be open-minded and supportive, while still feeling unsure about what to do.

Through their research and case studies, the authors provide a blueprint to dismantling the corporate patriarchal alpha environment of the boardroom. They offer actionable advice to promote progress, including:

- how to launch effective diversity initiatives without laying responsibility for their success at the door of disadvantaged groups
- how to build a more agile and engaged workforce by promoting healthy disagreement
- and how to get comfortable with being uncomfortable as hard conversations and necessary changes take place.

The time for change is long past. Belonging ?is the call to action we need today--the tool to turn the men in power into allies as we battle discrimination, harassment, pay gaps, and structural racism and patriarchy at every level of the workplace. The lessons in this book will help us work together to build a better workplace where everyone feels they belong.

Genres: Nonfiction, Social Justice

288 pages, Hardcover

First published October 27, 2020

Reviews

[Immy · Rating 2 out of 5]

Pretty beige, using DEI as a springboard for discussing more general workplace issues and good practices. Lot of focus on binary gender and never really delves into anything properly. The last chapter literally starts talking about mindfulness and breathing for some reason. Probably fine if you want to tentatively dip your toe into this stuff but anyone with an ounce more knowledge won’t get much from this book. Good ideas on workplace practices but pretty centrist and bland.

[Jill · Rating 4 out of 5]

There’s never been a better time to launch a book about belonging.

From the CEO down to the entry level intern needs to feel like he or she belongs. But 25% of U.S. employees (one if four workers) feel like they don’t belong at work.

It’s due to gender inequality, white supremacy, structural racism and oppression of BIPOC and LGBTQ workers.

But the proof is in the pudding. When organizations have diversity and a sense of belonging, they make more money and outperform their competition. Since diversity in business is good for business, why are there so few women and other minorities on the boards of the Fortune 500?

This book goes beyond hiring diverse teams and making sure people feel included. It’s about empowering everyone in the company to become a part of the solution.

The authors of Belonging-- Sue Unerman, Kathryn Jacob and Mark Edwards—share countless case studies and research to show us where we’re going wrong. And they give us the roadmap to put us in the right direction. They’re effectively helping members of the C-Suite, HR teams, and board members solve the problem. Now we just have to read this book and implement their blueprint. Grab a copy and get to work!

Special thanks to Bloomsbury Business, via NetGalley, for a copy of the electronic book in exchange for my honest review.

[Mousek · Rating 2 out of 5]

This was not a great book, not because of content but because of length. If the authors would have let someone edit this down to around 150 pages or so it would be much better. So much time is dedicated to rehashing the same thought or putting in little quips from people who don't have much to say.

I read this book hoping to come away with a better understanding of diversity in the workplace. Other than a few statistics and useful tools at the end of the chapters, I didn't leave with much. Were it shorter, the lessons would have stuck out more but the drawn out nature of every lesson made for glossy eyes by the time I got near the end.

[Jean Curley · Rating 1 out of 5]

The concept of this book is far better than the book itself. It is poorly written, it felt as though I was listening to the author’s rambling stream of consciousness. It tries to be all things to all people, ping-ponging around to a huge variety of topics. I listened this for a work-related book club, thankfully our discussions prompted by the book were far more enriching than the actual book.

[Romina · Rating 3 out of 5]

I would categorize this book as a self help book for the workplace. It has some interesting information and exercises. Where I am disappointed is that for a book that has diversity in its title, it is not written with diversity in mind. It mainly focuses in the gap between men and women in the workplace, but still operating in that binary. Not acknowledgment to trans folks. No talk about intersectionality. No talk about structures of power. It is a light read for self help at work, not really a radical read on belonging.

[Aaron Ambrose · Rating 3 out of 5]

There seems to be a low ceiling for recent books on DEI, possibly explainable in part by the wish to hastily capitalize on the blatantly racist, lethal events of 2020 that justifiably outraged millions. This book is far from bad, but it’s also not close to good. Adding the facet of belonging is helpful and focusing, and that gives an advantage. But this is book by committee, overly mannered, a bit soporific. I learned some useful insights and strategies, but there’s a lot of gravy here.

[Charlotte (Is Now Also On Fable) · Rating 1 out of 5]

DNF at 3% of the library audiobook. (I had already skipped a lot of the prologue which was just praise for the book with DEI quotes sprinkled in).

This was the last Prologue section, so probably the authors see as it as their hardest hitting mission statement:

Person who gave their introduction as a straight white man who had a "comfortable" upbringing, and a private school education and been in a senior leadership role for 30 out of 34 years in business. He had been facilitating DEI workshops with "British American Business" members for *two* years and had this to say:

"Our most powerful sessions have been workshop sessions with allies, these are usually straight, white men in leadership positions who are trying hard to support change in their own organisations.
Rather than seeing these men as the enemy, advocates for change need to embrace their willingness to help, and support them in the process. With your help, more of us will step forward on this issue, overcome our fear of saying the wrong thing, or having our motives questioned, and demonstrate to everyone that it means to belong in our organisation."

I think the audiobook narrator did put emphasis on the words in a way that also just enhanced the persecution in that statement, as well as how centrist it was - but I cannot take this seriously from someone who had been praising themselves for doing DEI discussions for 2 years, getting butthurt that they're being asked for their "motives" (from the groups they mentioned inviting to speak and mentioning "benchmarks" is profit and the way they appear to outsiders). Then they put their issues onto those they apparently are trying to support, which in this company is BAME and lower socio economic classes.

Can we also see from this quote the assumption that the straight white males need to be convinced, and won't act of their own volition and are the ones already in the positions of power? Apparently from other reviews, the use the gender binary and focus on male and female differences in the workplace and the vibe just from the prologue is accusatory.

There are better book son my TBR covering DEI topics. The last section of the prologue really put me off, and after reading the other reviews and Mark Edward's credentials as a self help author, rather than one involved in DEI, makes me think that this is more of a centrist senior leader airport book.

[Graham Whittington]

I listened to this book during my work commute, which didn’t allow me to take notes on some of the more important insights. That’s why I’m not rating it. But it’s a worthwhile read/listen for workplace leaders (and, frankly, everyone) trying to initiate DEI efforts. Not all of its takes are gold, and some advice could use a bit more definition or tailoring (e.g., the “no-banter-at-work” rule, which made sense as conveyed in the book but would need some massaging if a reader were trying to transfer/apply it to the workplace for others).

Overall, I’d recommend.

[Monet · Rating 3 out of 5]

It makes a lot of very excellent and valid points, but I really struggled with the lack of structure. I found this book so hard to finish. I wish the editor had put the stream of thoughts into something more gripping to read. It read like an extended essay. It could have been synthesised in a much more interesting way.

I wish the type of people who need to read this book, would read it. I imagine the readers are the self-aware people who almost don’t need the advice, ironically!

[Stefan Oldroyd · Rating 3 out of 5]

A good book on diversity and why it is important and what do you have to do to foster a culture of belonging where people feel comfortable bringing them whole selves to work so you can retain your diverse talent. I particularly liked that it was eveidence based with a good research section at the end.

[Wayne Webb · Rating 5 out of 5]

This is the most useful of books that tackles the inequality in the workplace. Belonging as opposed to fighting for equality is a great concept and the specific examples and how to use them are not too long or too vague. Like goldilocks these suggestions are “just right”. I will use some of these.

[Lora S · Rating 5 out of 5]

Outstanding look at diversity in the workplace with plenty of practical suggestions, written specifically for 2020 and beyond.

[Nadine · Rating 4 out of 5]

Very nice review of creating an inclusive culture. More focus on gender than racial and ethnic diversity and drawing from UK communities.

[Claire Fern · Rating 4 out of 5]

This is a really practical book on how to improve inclusivity in the workplace. It includes good solid examples, told with humour and very current. It is very useful

[Risa Fielder · Rating 4 out of 5]

Unlike other dei books, this provides action plans for work

[Melanie Domenech Rodríguez · Rating 4 out of 5]

A really helpful guide on next steps towards greater cohesion across diverse individuals. The authors make the case for moving beyond inclusion and into belonging. I greatly appreciated this frame in a this very anti-EDI context. It helped me see some opportunities for building bridges of understanding between those that bristle at EDI and those that embrace it.