Sunday Musings: Who's responsible for your sense of belonging?
Sunday Musings attempts to apply spiritual understanding to the everyday world.
In today’s Gospel, Jesus sees Peter, Andrew, James and John casting their fishing nets in the Sea of Galilee and tells them to drop what they’re doing and follow Him instead (John 1:14-20). They quickly oblige.
Being a fisherman during Jesus’ time was extremely important. People in the region ate mostly seafood; they also exported fish to other parts of the world. Giving up their careers, and their source of income, would have been incredibly difficult for those four men; yet, they made the decision to follow Jesus. Becoming Christ’s disciples gave them a sense of belonging that they likely didn’t know they needed.
That gift of belonging was not handed to them. They had to work for it. They were free to leave whenever they wanted, but they chose to stay because they believed in the cause. In return for their sacrifices, they formed a community that stood together.
In many modern workplaces and organizations, a common theme of Diversity, Equity and Inclusion (DEI) exists. Qooper, an agency “committed to bring structured, scalable, and measurable mentoring programs to organizations,” defines DEI as such: “Diversity simply means the differences between people, and equity is about securing everyone's access to the same opportunities and resources. Inclusion creates a welcoming and respectful environment.”
Companies and organizations have devised ways of fostering these three concepts, although much of it boils down to welcoming all people (regardless of race, sex, etc.), recognizing their unique characteristics and making them feel valued.
More recently, some companies have added a “B” to their DEI statement to signify belonging. According to Qooper, “Belonging is the feeling of being accepted and part of a community….Employees who feel like they belong are more likely to feel invested in the organization's mission and goals, leading to greater productivity and innovation. Additionally, employees who feel they belong are more likely to form positive relationships with colleagues, leading to greater collaboration and teamwork.”
The Qooper website goes on to describe the pharmaceutical company Pfizer’s pathway toward belonging, which includes “employee resource groups that provide support, networking, and advocacy for underrepresented employees. Additionally, they have created a ‘Culture Ambassadors' program that trains employees to be ambassadors for the company's culture and values, promoting a sense of belonging and community among all employees.”
Back in the day (pre-Covid, pre-remote working, pre-DEI/DEIB), a sense of belonging was as much up to the employee as it was the employer. Forming professional bonds and personal friendships within the organization was central to feeling like you belonged. Being active in everything from mentoring programs to the company softball team helped you find common ground and melt away the barriers that often led to feeling excluded.
While companies can and should be as accessible and inclusive as possible, individuals can and should meet them halfway. What you bring is just as important as what you get.
Just as with the disciples, members of organizations must be willing to follow a sensible, sometimes challenging, path, with the knowledge that their participation will be honored and respected. Striving for that respect is a continuous goal. In the end, you are responsible for your own sense of belonging.