How to Embrace Belonging at Work: The New Frontier of DEI in the Workplace
As organizations prioritize Diversity, Equity and Inclusion (DEI) — and manage resistance — another dimension has been hiding in plain sight: Belonging. "Tony Tenicela (Global VP/Chief Diversity, Equity, and Inclusion Officer, North America), Molly Matthews (Chief Executive Officer, U.S. Healthcare and Seniors) and Charles Johnson (President, SodexoMagic) — share their unique perspectives on belonging in the workplace.
Molly, who was recently appointed as CEO of Sodexo’s U.S. Healthcare and Seniors divisions, emphasizes the importance of ensuring that every individual has a place at the table where they are respected, heard, and their contributions are valued. For her, belonging is about making deliberate efforts to create diversity and inclusion in healthcare. Adjusting to her own sense of belonging in her new role, Molly acknowledges the ongoing journey toward fostering an atmosphere of acceptance.
Charles adds another layer to the definition, highlighting the significance of showing up as your authentic self. Drawing from his own experiences as the son of a bus driver who became a company president, he emphasizes the spirit of freedom that comes with embracing one's true self. Belonging, for Charles, is about creating a space where individuals can bring their unique perspectives, insecurities and vulnerabilities without fear. “I have empathy and compassion for that journey. Many times, I’m the first — the first for the opportunity to the earning potential, the first in my family to attend college, etc. And so, I allow the space for others to feel that authentic belonging,” he says.
Tony delves into the workplace culture, stating that belonging is nurtured when uniqueness is treasured and a culture of acceptance is fostered. Safety, respect and value are foundational elements that contribute to a healthy workplace culture. He envisions a workplace where employees feel reflected in the organizational structure, working collectively toward common objectives. “Here at Sodexo, we are all working toward the same objective. It’s the ability to come together to identify gaps and work collectively to address them,” he says.
I decided it’s OK to be the first, but I don’t want to be the only. And it’s not necessarily what we think in our heads for why we are the only one. So, communication is key: Address with myself first and then address with empathy and curiosity to solve the
problem.” — Charles Johnson, President, SodexoMagic
Fostering a Sense of Belonging by Being an Inclusion Maker
As advocates for inclusion, Molly, Charles and Tony shed light on the importance of being inclusion makers. Molly, with her strengths in individualization, emphasizes purposeful action towards diversity, equity and inclusion in healthcare. “We have doubled our inclusion ambassadors to create that environment of inclusion in healthcare. We should be proud of what we are doing and how far we have come, even while recognizing the work still to be done,” she says.
Charles likens inclusion to a diverse party, bringing together various perspectives for innovation and a broader customer base, while Tony breaks down the characteristics of an inclusion maker: “It’s about visible commitment — an employee that promotes an authentic commitment to diversity and holding people accountable and making it a personal priority,” he says. “It’s about humility and admitting mistakes and creating the safe space for others to contribute, and an awareness of bias, an awareness of blind spots and flaws and working hard to fix those gaps. And being curious — demonstrating an open mindset to a new idea, to co-create.”
Upholding the Sodexo Employee Value Proposition of “Belong, Act, Thrive”
When discussing embedding the Employee Value Proposition — that unique set of benefits and company values that employers offer to their employees, Charles reflects on the unique merger of Sodexo and Magic Johnson Enterprises. Their shared goal of "Belong, Act, and Thrive" aims to break traditions and create a new legacy rooted in family, trust and improving quality of life. Tony emphasizes the importance of aligning DEI with the EVP, elevating employee voices and engaging Employee Business Resource Group (EBRG) communities to drive meaningful change. He envisions a future where self-awareness and accountability lead to a culture of inclusion and belonging. “It’s about engaging with our employees, to work together and to utilize data responsibly to understand how we operationalize DEI,” he says. “Are we including inclusive language in our job description? Are we utilizing technology to achieve objectives, etc.? I’m excited about what our leaders can do.”
Employees as Inclusion Makers
In terms of the benefits of employees being inclusion makers, Molly foresees a reduction in turnover and improved staff retention and satisfaction. “I want people to feel glad to be here, to make this the best place for them,” she says.
Charles envisions Sodexo becoming the employer of choice and attracting top talent. “Individuals benefit from not having to hide or feeling like they’re invisible, allowing them the ability to act and thrive,” he says. “We humanize the process of managing people and we operate from a place of empathy, sympathy and compassion.
Tony sees transparency, increased engagement and a differentiating factor in the marketplace as the outcomes of being inclusion makers. “The happier the employees are, the more effective they are, which differentiates us from our competitors,” he says.
In their final reflections, Molly, Charles and Tony encourage individuals to be inclusion makers by fostering curiosity, boldness, vulnerability, authenticity and allyship. By actively seeking to understand their colleagues, embrace transparency, and lift others up, employees can contribute to a workplace culture of belonging. As these leaders pave the way for a more inclusive future, their stories serve as inspiration for organizations striving to create environments where everyone can truly belong, act and thrive.
Watch the full conversation, “Putting It Into Practice: Becoming an Inclusion Maker.”