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Cultures of Belonging: Building Inclusive Organizations that Last
Clear, actionable steps for you to build new values, experiences, and perspectives into your organizational culture, infusing it with the diversity, inclusion, and belonging employees need to feel accepted, be their best selves, and do their best work. Bypass the faulty processes and communication styles that make change impossible in so many other organizations; access these practical tools and ideas for increasing diversity, equity, and inclusion (DEI) in your company. Filled with actionable advice Alida Miranda-Wolff learned through her own struggles being an outsider in a work culture that did not value inclusion, and having since worked with over 60 organizations to prioritize DEI initiatives and all the value and richness it adds to the workplace, this roadmap helps Overcome any limiting work environment and build all new processes and communication priorities that allow your employees to be a part of something greater than themselves while your organization learns to value and embrace the unique experiences and perspective that each employee brings to the company.
272 pages, Paperback
Published February 15, 2022
42 people are currently reading
297 people want to read
About the author
Alida Miranda-Wolff
5 books29 followersAlida Miranda-Wolff is the Amazon-bestselling author of two nonfiction books with HarperCollins Leadership and the debut fantasy novel A Raven in the Storm, the first in the Gods of Tellus quartet. Her writing has appeared in Salon, Writer’s Digest, Books by Women, and Hippocampus. A diversity, equity, inclusion, and belonging practitioner and worker’s rights activist, Alida also hosts Care Work, a podcast about what it means to offer care for a living. She received the University of Chicago’s Early Career Achievement Award in 2021 and holds a degree in creative writing from the same institution. She lives in Chicago with her husband, their threenager, and a literal animal menagerie.
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Displaying 1 - 17 of 17 reviews
November 1, 2022
WOW! This is by far the best book on building a mindset around diversity, equity, inclusion and belonging (DEIB) at a workplace. I wish this book had been published when I wrote my thesis two years ago touch-basing on personal as well as organizational values!
Anyway, it is never late to gain new insights that will inform me about my next steps.
Though leaders of organizations and teams are now expected to commit to DEIB, little are they prepared on the HOW and WHAT. Most of them may understand the WHY, that is why there is an urgency to create a mindset that revolves around DEIB, but they fail at implementing a DEIB culture.
"Changing someone´s mind is harder than changing their behavior", Alida Miranda-Wolff rightfully claims, hence it is the more important that this topic is treated with its importance rather than its hype at workplaces and with respect rather than throwing a few empty phrases on the stages.
Alida Miranda-Wolff did a great job on exemplifying on how to create a DEIB culture by her own company Ethos plus a myriad of case studies of her clients.
On top, she created templates and articulated incisive questions to implement the DEIB culture in an end-to-end process from hiring to onboarding to retention to rolling out the DEIB culture in an organisation that will also scale by means of purposeful principles!
Alida Miranda-Wolff shares valuable templates and surveys, BUT there is one major shortcoming: The action plan that she refers to in every single chapter, which is supposed to be available on a webpage she mentions, is not functioning. Why? Therefore cutting off 1 star.
Great insights! Not a bla-bla book on a highly sensitive, but hyped topic in organizations these days. Please make the action plan availabe, Alida Miranda-Wolff!! ☺️
#Netgalley 🙏
#DEIB
#WalkTheTalk
Anyway, it is never late to gain new insights that will inform me about my next steps.
Though leaders of organizations and teams are now expected to commit to DEIB, little are they prepared on the HOW and WHAT. Most of them may understand the WHY, that is why there is an urgency to create a mindset that revolves around DEIB, but they fail at implementing a DEIB culture.
"Changing someone´s mind is harder than changing their behavior", Alida Miranda-Wolff rightfully claims, hence it is the more important that this topic is treated with its importance rather than its hype at workplaces and with respect rather than throwing a few empty phrases on the stages.
Alida Miranda-Wolff did a great job on exemplifying on how to create a DEIB culture by her own company Ethos plus a myriad of case studies of her clients.
On top, she created templates and articulated incisive questions to implement the DEIB culture in an end-to-end process from hiring to onboarding to retention to rolling out the DEIB culture in an organisation that will also scale by means of purposeful principles!
Alida Miranda-Wolff shares valuable templates and surveys, BUT there is one major shortcoming: The action plan that she refers to in every single chapter, which is supposed to be available on a webpage she mentions, is not functioning. Why? Therefore cutting off 1 star.
Great insights! Not a bla-bla book on a highly sensitive, but hyped topic in organizations these days. Please make the action plan availabe, Alida Miranda-Wolff!! ☺️
#Netgalley 🙏
#DEIB
#WalkTheTalk
October 28, 2022
This book posed a lot of useful questions about how to approach EDIA action and change from the leadership standpoint. The audio version did not include descriptions of the figures and support documents. This limited how easy it was to see how the author’s ideas could be applied in documents and supports. Definitely worthwhile to read and reflect upon.
October 16, 2021
Like the subtitle this book is all about creating room for everyone to thrive, the more diverse they are, the more work you put in to see to that you create an organization that lasts. It is timely because in the recent turn of events so many organizations and workplaces are being called upon to be more inclusive.
The author explores 4 core areas: DEIB (Diversity, Equity, Inclusion, and Belonging.
What does it mean to be equitable, inclusive and belong? These are some the key areas that she explores with case examples drawn for her life-work experiences and those of organizations too.
It is a book that could be key in shaping policies that drive organizations in this current time.
Thanks Netgalley for the eARC.
The author explores 4 core areas: DEIB (Diversity, Equity, Inclusion, and Belonging.
What does it mean to be equitable, inclusive and belong? These are some the key areas that she explores with case examples drawn for her life-work experiences and those of organizations too.
It is a book that could be key in shaping policies that drive organizations in this current time.
Thanks Netgalley for the eARC.
September 13, 2021
Although diversity and inclusion are hot buzz words due to recent significant cultural events, D&I is not a new concept. In order for diversity equity and inclusion to be successfully implemented in the workplace, businesses will be able to use this well researched guide as a resource to define and incorporate what may seem to be abstract concepts.
Whether a company is starting from the very beginning or modifying an existing DEI program, this book provides specific frameworks and step by step points of action that were ready to be modeled after.
Whether a company is starting from the very beginning or modifying an existing DEI program, this book provides specific frameworks and step by step points of action that were ready to be modeled after.
February 18, 2022
Cultures of Belonging is a comprehensive and compassionate guide to creating meaningful change within organizations. Whether you are a leader who isn't sure where to start or a practitioner looking to expand your impact, this book will help you take a tangible next step towards a more inclusive future.
December 27, 2022
Listened to the audiobook, which is read by a female American-accent narrator and suitable for 1.5x speed on a walk.
This is an important book to read. Would recommend to all.
Favourite Quotes:
"Belonging is the sense that you are part of something greater than yourself that you value and need and that values and needs you back. It cannot be achieved without factoring in social identity and use and misuse of power."
Understand your relationships to power: how to use your power responsibility, how to share your power, when and how to redistribute your power.
"The structural interventions you make must factor in readiness, culture, recruiting, retention, promotion, and protection."
"Trust is a confident relationship with the unknown." ~ Rachel Botsman
"Good leaders have an open door policy; great leaders walk the halls."
"Are they responding to your proposal or to you?"
"Everyone wants to be on the receiving end of empathy, even if they struggle with it themselves."
"Show solidarity. Listen without judging."
"You listened to me, so I thought it was important I listened to you too, and I changed my mind about some things. Then I started listening to other people and that changed my mind about a lot of things."
"The power of vulnerability is that when you let down your defenses and show your cards, others are more likely to do the same."
Stay professionally authentic when confronted with resistance:
— transparently and clearly name why you do what you do and what your personal stakes are
— make promises and keep them
Both of these require time, energy, and effort.
"Empathy isn't just remembering to say, 'That must be really hard.' It's figuring out how to bring difficulty into the light so it can be seen at all."
"Empathy isn’t just listening; it’s asking the questions whose answers will be listened to."
"Empathy requires inquiry as much as imagination."
"Empathy requires knowing you know nothing."
Learning community: employees encourage one another to become more capable in their roles, coach one another on how to improve, and create the conditions for the pursuit of truth.
"The teams where employees stayed offered opportunities for continuous learning."
"To build a learning community, the organization has to decide on what everyone needs to learn. This should come from both an understanding of how the business operates, where it's going, and what it's trying to do, as well as what employees identify as their gaps and interests."
"Curriculum building should always involve the people who will be on the receiving end of the curriculum."
"Relevance is key to adult learning. If employees cannot apply what they are learning immediately to their day-to-day working lives, they will not use it."
"Conflict management is about looking for a mutual goal."
"Healthy conflicts involve parties who respond rather than react."
"Conflicts end with a decision."
"The conversation doesn't end with the conflict resolution."
Definition of awkwardness: "That moment of awareness when you realize that someone does not see you the same way you see yourself." ~ Melissa Vall
Protect our people: Start with teaching people how to tolerate the discomfort of awkwardness... You have to bake these skills and practices into what they do every day.
"Every conversation that has changed my life is one I did not want to have." ~ Beverly Tatum
"What makes for a good apology? Speak in 'I' statements. Acknowledge what you did, clearly and concisely. Apologize for your actions. Offer an example of how you might change or be different next time. Notice what's not in this formulation: justification, long-winded explanations, defensiveness, or a focus on what the other person did. It's short and pointed."
This is an important book to read. Would recommend to all.
Favourite Quotes:
"Belonging is the sense that you are part of something greater than yourself that you value and need and that values and needs you back. It cannot be achieved without factoring in social identity and use and misuse of power."
Understand your relationships to power: how to use your power responsibility, how to share your power, when and how to redistribute your power.
"The structural interventions you make must factor in readiness, culture, recruiting, retention, promotion, and protection."
"Trust is a confident relationship with the unknown." ~ Rachel Botsman
"Good leaders have an open door policy; great leaders walk the halls."
"Are they responding to your proposal or to you?"
"Everyone wants to be on the receiving end of empathy, even if they struggle with it themselves."
"Show solidarity. Listen without judging."
"You listened to me, so I thought it was important I listened to you too, and I changed my mind about some things. Then I started listening to other people and that changed my mind about a lot of things."
"The power of vulnerability is that when you let down your defenses and show your cards, others are more likely to do the same."
Stay professionally authentic when confronted with resistance:
— transparently and clearly name why you do what you do and what your personal stakes are
— make promises and keep them
Both of these require time, energy, and effort.
"Empathy isn't just remembering to say, 'That must be really hard.' It's figuring out how to bring difficulty into the light so it can be seen at all."
"Empathy isn’t just listening; it’s asking the questions whose answers will be listened to."
"Empathy requires inquiry as much as imagination."
"Empathy requires knowing you know nothing."
Learning community: employees encourage one another to become more capable in their roles, coach one another on how to improve, and create the conditions for the pursuit of truth.
"The teams where employees stayed offered opportunities for continuous learning."
"To build a learning community, the organization has to decide on what everyone needs to learn. This should come from both an understanding of how the business operates, where it's going, and what it's trying to do, as well as what employees identify as their gaps and interests."
"Curriculum building should always involve the people who will be on the receiving end of the curriculum."
"Relevance is key to adult learning. If employees cannot apply what they are learning immediately to their day-to-day working lives, they will not use it."
"Conflict management is about looking for a mutual goal."
"Healthy conflicts involve parties who respond rather than react."
"Conflicts end with a decision."
"The conversation doesn't end with the conflict resolution."
Definition of awkwardness: "That moment of awareness when you realize that someone does not see you the same way you see yourself." ~ Melissa Vall
Protect our people: Start with teaching people how to tolerate the discomfort of awkwardness... You have to bake these skills and practices into what they do every day.
"Every conversation that has changed my life is one I did not want to have." ~ Beverly Tatum
"What makes for a good apology? Speak in 'I' statements. Acknowledge what you did, clearly and concisely. Apologize for your actions. Offer an example of how you might change or be different next time. Notice what's not in this formulation: justification, long-winded explanations, defensiveness, or a focus on what the other person did. It's short and pointed."
February 14, 2022
Diversity, inclusion, belonging. All such key and important words for leaders and managers and all workers to be across in today’s workplace. And rightfully so. These have so often been ignored or not prioritised in workplaces and it is time, well past time, for change. In Cultures of Belonging, Alida Miranda-Wollf draws upon her own lived-experience in work settings and her experience as a leader within the DEIB sector to explore the key themes around diversity, equity, inclusion and belonging and provides practical skills and techniques to build a culture around these.
As a new manager and a leader within my school, library team and within the wider school library community, diversity, inclusion, belonging and equity are so important to me (especially given my position of power as a white cisgender female who has obtained high levels of schooling and education) and how what I do reflects on these principles within my work, team and school library. While the book is general in nature to any workplace or business setting, it was easy to apply to my own workplace setting and team.
In part one, the author explores what belonging is and why it is important. She also explains how culture is developed and changed within an organisation, why this is key when exploring belonging and how to build an inclusive culture. In part two, Miranda-Wolff starts by exploring change and how to prepare and then start creating change. After that, each chapter follows part of the employment and work cycle, from recruitment to retention and promotion, as well as how to protect your employees and team against the very opposite of inclusion, belonging and equity. In each of these chapters, the author draws upon her lived-experiences to give examples and provides practical techniques to put into practice.
I highly recommend this book as essential reading for any leader or manager or really any worker at all, because belonging, inclusion, equity and diversity are for everyone and everyone’s business.
The publishers provided an advanced readers copy of this book for reviewing purposes. All opinions are my own.
Find more reviews, reading age guides, content advisory, and recommendations on my blog Madison's Library
As a new manager and a leader within my school, library team and within the wider school library community, diversity, inclusion, belonging and equity are so important to me (especially given my position of power as a white cisgender female who has obtained high levels of schooling and education) and how what I do reflects on these principles within my work, team and school library. While the book is general in nature to any workplace or business setting, it was easy to apply to my own workplace setting and team.
In part one, the author explores what belonging is and why it is important. She also explains how culture is developed and changed within an organisation, why this is key when exploring belonging and how to build an inclusive culture. In part two, Miranda-Wolff starts by exploring change and how to prepare and then start creating change. After that, each chapter follows part of the employment and work cycle, from recruitment to retention and promotion, as well as how to protect your employees and team against the very opposite of inclusion, belonging and equity. In each of these chapters, the author draws upon her lived-experiences to give examples and provides practical techniques to put into practice.
I highly recommend this book as essential reading for any leader or manager or really any worker at all, because belonging, inclusion, equity and diversity are for everyone and everyone’s business.
The publishers provided an advanced readers copy of this book for reviewing purposes. All opinions are my own.
Find more reviews, reading age guides, content advisory, and recommendations on my blog Madison's Library
February 3, 2023
I have a lot of complicated feelings about this book. Ultimately I realized that what made me dislike it was that capitalism was never mentioned (unless you count the word "capital" in the phrase "venture capital"). Work, workers, power, management, pay equity, promotions/advancement, organizations, buying and selling, products -- all of this was mentioned but there was a tacit agreement (made explicit on the last page) that we have to work within the systems we have. Unions were not mentioned, but there was a long discussion of affinity groups.
I think there are some valuable ideas around healing, accountability, learning, and healthy conversation in this book, but I think I found them valuable because they're not necessarily exclusive to a capitalist/corporate project. While I am tempted to agree that creating better, more equitable workplaces will transform the systems we have, I reject the idea that we should only tweak capitalism into a better, more diverse capitalism where everyone belongs.
I think there are some valuable ideas around healing, accountability, learning, and healthy conversation in this book, but I think I found them valuable because they're not necessarily exclusive to a capitalist/corporate project. While I am tempted to agree that creating better, more equitable workplaces will transform the systems we have, I reject the idea that we should only tweak capitalism into a better, more diverse capitalism where everyone belongs.
November 21, 2022
Wow, I am very impressed. I have recommended this book to numerous employees and we have had several group discussions. So much of this book resonated with me and was relevant to my firm’s recent acquisition and integration of two large companies. This book inspired me and reminded me that if we want to improve workplace culture for talent retention, recruitment, attraction, and development, there needs to be a strong focus on team building, mentorship, feedback, and working together. Employees largely stay at companies because of people (more or less). I want to focus on building a team culture to scale and improving the retention of talented people.
December 31, 2024
Cultures of Belongs: Building Inclusive Organizations that Last is a digestible book broken into 10 principles. At the heart of this book, what it means to be a good leader is to recognize the human (and all the complexities that come with it) in each member of an organization. To walk the halls along side your colleagues, to fully live/embrace these principles each day. The book provides clear action items to build inclusivity and implement each principle with real world examples and paths to follow.
December 31, 2023
For anyone who has a corporate job or anything like it, I don't put this lightly: essential read.
It's meaty, and I don't suggest reading it straight through without concrete checkpoints where you apply concepts with others at your own workplace. But it's an unpretentious treasure trove. And I've never come even near believing that about a book of its genre. Time to go and lead a book club on this at my job!
It's meaty, and I don't suggest reading it straight through without concrete checkpoints where you apply concepts with others at your own workplace. But it's an unpretentious treasure trove. And I've never come even near believing that about a book of its genre. Time to go and lead a book club on this at my job!
September 10, 2024
Not quite what I need in the size of business I manage, but I did find a few useful tidbits and ways to open my dialog up for meaningful discussion.
Favorite quote:
"We shouldn't be afraid of the conflict that might arise from coming up against another culture or social identity-shaped worldview. Instead, we should look for the opportunity to learn something that helps us better understand our world and engage with it differently."
Favorite quote:
"We shouldn't be afraid of the conflict that might arise from coming up against another culture or social identity-shaped worldview. Instead, we should look for the opportunity to learn something that helps us better understand our world and engage with it differently."
September 28, 2025
There were a few things that were new for me. My favorite was the concept of being "an only" is easily identifiable, not never named.
It was difficult to read this now knowing that some people don't understand the concept and value of DEIB. I wonder if this book is received differently now (in 2025) then how it was received when it was released (in 2022). In those 3 short years we have drastically changed our country.
It was difficult to read this now knowing that some people don't understand the concept and value of DEIB. I wonder if this book is received differently now (in 2025) then how it was received when it was released (in 2022). In those 3 short years we have drastically changed our country.
June 3, 2022
Decent book concerning racial inclusion in the workp!ace.
May 19, 2023
I liked the basics of the information that was presented here. One of good reference and to use year to year as a reminder on how to operate an organization.
January 31, 2025
What a great read. Definitely good to understand what you should be doing in organizations and great in identifying where businesses go wrong and where you can advocate for better.
April 27, 2023
This book had great tips for building a company culture! The only place where it missed the mark for me was that it tended to focus on larger companies/corporations and didn’t have as much advice for those staring out. Still, great thought-provoking read!
Displaying 1 - 17 of 17 reviews