The rise of DE&I practices over the last half-decade have been pronounced and given way to positive, significant workplace and operational changes in the world of work. With companies continuing to expand and innovate their DE&I strategies, many have begun to expand their efforts from DE&I to DEI&B – with the B standing for “belonging.” Currently, many organizations see positive results from the implementation of DEI&B practices but continue to experience issues with employee retention and attraction – largely due to the lack of focus on equity, inclusion, and – now equally importantly – belonging. The results for businesses that have focused on the “belonging,” however, have fared much better; according to a recent Gallup survey, organizations that provide a sense of belonging to their workforce see a decrease in turnover by 27 percent and an increase in productivity by 12 percent.[1]

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