THE 'B' IN DEIB+: ARE WE TRULY RECOGNIZING AND PRIORITIZING IT?

Reading time: 5 min

You might have noticed that the acronym DEI has in recent times evolved into DEIB and sometimes even DEIB+. The “+” is one that we’re all familiar with as an attempt to cover other areas and maximize inclusivity, but what about the “B”? Where does that come in, when we’ve already got Diversity, Equity, and Inclusion? Isn’t the “B” covered by those terms?

The answer is, not really. Diversity, Equity, and Inclusion all suggest a welcoming of outsiders. While they are key elements of DEIB+ initiatives and they hold good intentions, they inherently suggest that the efforts are being made for those who aren’t really part of the core group, latecomers who can be slotted in, but who don’t really belong.

That’s what the “B” is seeking to alter. If you’re wondering whether we actually need it, the answer is a solid yes, we do. It transforms inclusivity efforts from being token gestures into meaningful, powerful initiatives that change the working environment.

Why the “B” matters

 The “B” or "Belonging" is our key to making DEI+ efforts complete. Let’s break this down. When you focus on the acronym without the B, you get the following:

However, none of these get to the core of the issue: making diversity part of  the framework. Think about this in terms of creating a new building. You think about your average user and build to the specifications you think you’ll need. You then realize that you haven’t included a ramp and there isn’t space at the front entrance, so you have to put it on a side door. The elevator can only go on the other end of the building. You’ve got to widen some doors so that the wheelchair user can access their boss’s office.

Here, we can see the DEI acronym at play. After the building has been created, it’s realized that it isn’t really catering to diverse individuals, so alterations are made. The ramp means diverse individuals can come in, while the elevator allows them to access the upper floors. Widening the doors means that they can be included in important meetings. Fundamentally, though, the building is badly designed for wheelchair users and doesn’t make them feel welcome.

We can fix this by going back to the groundwork, to the blueprints. These are what determine the shape of the building and who “belongs” in that building. This is where we need to change our focus. When the building is created for diverse individuals, it serves them properly and makes them feel welcomed and wanted.

Let’s take another example in the form of an annual golf trip. Traditionally, this is a men’s activity, but you’ve diversified lately, so you need to figure out how to make it equitable and inclusive for women. You decide to let women form their own golf team and allow them to play. Now they’re included on an equitable footing for men… but there’s still an issue here. If the women aren’t interested in playing golf, they might opt out, missing out on the fun activity because it was designed for a different demographic. Certainly, some might enjoy it, but the balance is wrong because this is an activity leftover from a time when there were no women in the space.

By reimagining the situation and making women belong, we can ensure everyone is getting equal value from the trip. If we just focus on Diversity, Equity, and Inclusion, women might still going to feel left out or undervalued no matter what we do.

But what can organizations do to make things better in this way?

Re-think at the fundamental level

You might have noticed how in both of the examples above, the problem started because diversity wasn’t there at the foundation of the building/activity. This is sadly the reality for much of our current world. We are only just beginning to make real progress in including more diverse individuals, which means that existing structures and traditions are often inherently unwelcoming to these people. They don’t belong because the space wasn’t designed for them.

That means you’ve got to “zoom out” and think of the bigger picture. Instead of wondering how you can make the golfing trip more inclusive, wonder whether you actually want to go golfing at all. Instead of figuring out where to cram in a gender-neutral toilet, wonder whether you actually need gendered toilets at all.

It takes work to think in these terms because it involves challenging many things that you and others might take for granted. It might help to get an external perspective from a consultant or even just new members of staff coming in. They’ll have more capacity to see what needs changing because they’ll be looking at the environment with fresh eyes.

Be prepared for meaningful change

One of the reasons “belonging” tends to get skipped in many company initiatives is that it’s hard work. It’s much more difficult to rebuild the whole entryway than to stick a ramp in at the back of the building. It’s not fun listening to employees grumble about losing their annual golfing trip because the women aren’t interested. However, if you’re really going to put “belonging” at the heart of your DEIB+ efforts, you’ve got to be prepared for these tougher moments.

You also need to recognize that tradition is often your enemy in the world of DEIB+. While it’s good to pay homage to where we’ve come from, you’ll be a far more effective DEIB+ advocate if you’re willing to throw out the old approach and bring in a new one, even if it’s dramatically different from what it’s replacing. Don’t be afraid of change; embrace it! It’s the only way we can turn traditionally exclusive spaces into worlds that really are diverse, inclusive, equitable, and belonging for everybody.

Time to get hands-on!

A simple yet impactful way to recognize and prioritize B in DEIB+ is by integrating "belonging check-ins" into team meetings, where employees reflect on their sense of inclusion. Leaders can ask open-ended questions like, "Do you feel valued in your role?" or "What’s one moment this week that made you feel part of the team?"  to encourage honest dialogue. Actively listening and identifying patterns help teams address gaps in belonging and create a culture where employees feel heard and valued. This practice normalizes discussions around inclusion, fosters engagement, and proactively strengthens workplace relationships.