Just read this article, where the hot corporate buzzword in the diversity field is “belonging.”
Earlier this year, the University of Pennsylvania’s Wharton School hosted its first lecture panel focused on the topic. Harvard and Yale have also been getting in on the idea, hiring faculty or staff with “belonging” in their titles after launching related task forces or campus-wide initiatives.
The article represents mixed reviews, what are your thoughts?
Thanks Kat, we do peer coaching circles in my organization and it's very effective. I like your comment of grouping by non-work commitments, it would be very interesting to try, but I agree it would need to be a large organization, or perhaps at a networking mixer as an ice-breaker of some sort.
I think there's an assumption in the Atlassian quote about larger teams as well. Or at least teams with a higher percentage of women workers. When I worked in an engineering department that was around 20% female, but none of us on the same teams, we had a dedicated slack channel (remote teams) and was nice to have a way to connect. Now that I'm in a department that's 5% female, yeah, I would definitely not be okay being matched solely on gender. What a lonely "mentoring ring" that would be.
Great points @Leah Bartell - and yes I agree that would be a very lonely mentoring ring.