“Diversity is being invited to the party; inclusion is being asked to dance.” — Verna Myers
Hey there Reader,
This week, I’ve been thinking about belonging. And I’ve been thinking about how easy it is for important words to become buzzwords.
Culture. Inclusion. Diversity. Equity. Belonging. Psychological safety. Leadership.
These words get used so often that sometimes people stop hearing what they actually mean.
And lately, in many places, we are seeing people become more careful with the language.
Some organizations are changing the words. Some are stepping back from the conversations. Some are trying to avoid controversy. Some are hoping that if they say less, they will be safer.
But here is the thing I keep coming back to: Changing the language does not change the need.
People still need to feel seen.
People still need to feel respected.
People still need access to opportunity.
People still need leaders who notice whose voices are missing, whose ideas are dismissed, whose contributions are overlooked, and whose experiences are not being considered.
Belonging is not a trend.
It is not a political talking point.
It is not a box to check or a statement to publish.
Belonging is what happens when people can show up without having to shrink, hide, perform, or constantly prove that they deserve to be in the room.
And when belonging is missing, people feel it.
They may not always say it out loud, but they feel it.
They feel it in meetings, decisions, mentorship, interruptions, promotions, and in who gets included before a decision is made versus who is informed after the fact.
That is why this work matters.
Not because the words are popular, but because the human need is real.
And if we are leaders — in business, in families, in communities, in conversations — we have to ask ourselves:
Am I creating spaces where people feel like they belong?
Or am I creating spaces where people have learned how to fit in?
Because those are not the same thing.
Fitting in asks people to adjust themselves to be accepted. Belonging allows people to be fully themselves and still be valued.
That is the work. And that work does not disappear because the language gets uncomfortable.
It becomes even more important.
Something to think about:
Where might someone around you be included on paper, but not truly experiencing belonging?
Take action:
This week, look for one opportunity to practice belonging in a real way. Invite someone into the conversation. Ask whose perspective is missing. Give credit. Listen longer. Make space for the person who has not been heard.
And you know what's next...hit reply and tell me - What does belonging look like to you when it is actually being practiced?
All the love,
Maria