Today, I'd like to share a fascinating article from The New York Times titled 

"Why Some Companies Are Saying ‘Diversity and Belonging’ Instead of ‘Diversity and Inclusion’."

This piece delves into how traditional diversity, equity, and inclusion (D.E.I.) strategies are being reevaluated to better address the needs of a diverse workforce and foster a sense of belonging for all employees. 

Key Points from the Article: 

1. Rethinking Traditional D.E.I. Strategies: The limitations of conventional D.E.I. approaches have prompted a reevaluation within organizations. Many are now seeking innovative ways to create an environment where everyone can thrive. 
2. The Rise of 'Belonging': The concept of "belonging" is gaining traction in corporate (and educational) D.E.I. discussions. Some companies are even renaming departments to emphasize its importance. 
3. Balancing Comfort and Equality: Critics are concerned that a strong focus on "belonging" might prioritize comfort over addressing systemic inequality. The challenge lies in striking the right balance. 
4. 'Bridge Building' Consultants: To address workplace divisions and anxiety, some companies are hiring consultants specialized in "belonging" and "bridge building." 
5. A Response to Exclusion: The idea of belonging at work emerged in response to employees feeling excluded, particularly among Black and Asian professionals. 

 As a company that values diversity and inclusivity, understanding these evolving perspectives can help us create a workplace where every team member feels welcomed, supported, and valued. I encourage each one of you to read the full article to gain further insights into this critical topic. 

 Let's continue our journey towards a more inclusive and welcoming environment at our organizations!