Identity at work: A chef’s guide to workplace belonging

If I were to share my identity as a gay male, Greek, Business Psychologist, who is an able-bodied, Gen Xer, would you know me? What if I added that my childhood was spent in German and that I've dedicated over a decade working in Asia –would these details define me more accurately? How many layers of information would it take before a complete picture emerges? Can genuine understanding of another person be achieved without authentic connection and engagement?

Each one of us is an amalgamation of influences that shape our identity, moulded by our background, experiences, needs, beliefs and so many other factors. We are continuously shaped by our nature and the countless interactions with our environments and people around us. Much like a chef's creation, knowing the ingredients alone does not equate to understanding taste. An ingredient list lacks meaning without information on quantity, quality, and detailed cooking instructions. Similarly, understanding an individual goes beyond a list of attributes; it requires active engagement and a willingness to delve into their story.

In an organizational setting, a sense of "feeling seen" and "belonging" directly correlates with others' willingness to fully engage with us. As belonging gains prominence on the Diversity and Inclusion agenda, the challenge lies in cultivating an environment where everyone is not simply accepted but feels like a valued member, capable of thriving. The benefits of cultivating belonging in organizations are substantial, including better collaboration, enhanced wellbeing, increased productivity, lower turnover risk, and fewer sick days.

The analogy of an organization as a "dynamic kitchen" provides a perspective on the necessity for proactive engagement beyond mere infrastructure establishment. Much like a kitchen's mission extends beyond ensuring health and safety standards and providing equipment, an organization's D&I initiatives form the groundwork. However, just as a kitchen's true purpose unfolds in the culinary creations, an organization's quest for a culture of belonging needs to build ways of fostering a deeper sense of being seen into its culture, encompassing every individual.

Simply encouraging employees to” bring their whole authentic selves” to work is meaningless if these selves are not explored, understood, and appreciated. Just as a clean and safe kitchen alone doesn't enhance culinary skills of its chefs, workplaces must go beyond rational acceptance and appreciation of differences. A culture of curiosity and immersion in others' worlds is essential for mutual enrichment.

Managers and leaders play a pivotal role in fostering true belonging. Their commitment to curiosity, openness, and encouraging the exploration of individual stories sets the stage for employees to feel seen and valued. By embracing the complexity of each team member's narrative, leaders not only leverage the diversity of their team and improve collaboration but also contribute to the richness and authenticity of the organization.

Creating a culture of belonging is a shared responsibility that extends beyond leadership. The individual also stands to gain significantly from meaningful involvement. As Joe Keohane highlights in "The Power of Strangers," even small daily interactions with others can enhance empathy, happiness, cognitive development, ease loneliness, and deepen our sense of belonging and wellbeing.

This approach challenges us to venture beyond safe, staple recipes, asking questions with openness and a willingness to embrace the messiness of the kitchen. To enrich what we bring to the table, it's essential to embrace the complexities and nuances of everyone’s story.