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Editor's Notes

• #1: Welcome to the CSUN Conference. This is the fourth time Pam and I have co-presented at CSUN. Our previous sessions were: Inclusive Design for Sickle Cell Disease Inclusive Design for Long Covid Introducing Trauma-Informed Design to your organization Please join me tomorrow at 11:20 for a follow up presentation, Ensuring AI Trust and Transparency with Inclusive Design We must balance the value of AI branding with the customers' need to understand their risk of accepting Gen AI content, providing data, and understanding the AI process. Explore trauma-informed principles and inclusive design solutions. I¡¯d like to say that the ideas expressed in this presentation are by myself and Pam. They don¡¯t necessarily reflect the beliefs of Intuit.
• #2: We¡¯re going through an unprecedented assault on Diversity, Equity, and Inclusion (DEI) programs within organizations. Within the fog of misinformation and competing headlines, we¡¯re losing focus on what these programs were intended to create: a safe, welcoming environment for everyone to bring their whole selves to work and succeed at their chosen career. This, in a nutshell is when a person feels as they belong in the organization. We originally pitched this presentation as a session to extend your DEI program to include an emphasis on belonging and integrating a resource group for employees over 50. Some people in this room represent companies that are, or will, reduce their DEI commitment. In this atmosphere, we¡¯re going to set aside the acronym and focus on the purpose. This is not to justify the dissolution of DEI programs. Rather, recognizing we could have more success if we focus on the purpose.
• #3: Belonging is more than just a feeling. It¡¯s a fundamental human need that influences employee well-being, engagement, and performance. A workplace where employees feel they belong is one where they are valued, respected, and supported, regardless of their background, identity, or perspective. The first part of this session explores the importance of belonging within the workplace and how a commitment to Diversity, Equity, and Inclusion (DEI) can create an environment where everyone thrives. Afterwards, we¡¯ll share how Intuit¡¯s Silver Network has increased belonging for those over 50 and established programs for future growth.
• #4: Verna Myers introduced the party metaphor to describe the difference between Diversity and Inclusion. I¡¯ve extended this for belonging. "Diversity is being invited to the party; inclusion is being asked to dance," Verna Myers tells Cleveland Bar. https://www.vernamyers.com/ Vern¨¡ Myers: How to overcome our biases? Walk boldly toward them | TED Talk
• #5: Key Elements of Belonging Inclusion: Feeling included means that employees are not just present but are actively involved and their contributions are recognized and valued. Respect: A culture of respect ensures that all employees are treated with dignity and fairness, regardless of their differences. Support: Supportive environments provide the resources and assistance needed for employees to succeed and grow. Safety: Psychological safety is crucial for belonging. Employees should feel safe to express their ideas, ask questions, and take risks without fear of negative consequences.
• #6: The CSUN Conference is a great example of an event/organization that takes DEI seriously. The loyalty of attendees shows this conference provides a great sense of community and belonging. But does everyone have the same experience? Last year, the hotel lacked a family/gender neutral bathroom on the main floor. There were several people who expressed their frustration for not feeling like they belong at last year¡¯s conference. This was corrected this year. CSUN brings people together from around the world and places them inside rooms, sometimes with little distance between them. Some people with compromised immune systems have expressed they don¡¯t feel like they belong at this conference. A virtual experience like Axe-con would be more appropriate. It¡¯s expensive to travel to Los Angeles and attend this conference. There are many people who cannot afford to attend and that impacts their feeling of belonging. I¡¯m not dismissing the efforts at CSUN. Rather, acknowledging that as much as an organization tries to be inclusive, there will always be gaps. Our goal is to continually improve. I¡¯m not at CSUN or any other conferences.
• #7: Improved Mental Health Employees who feel they belong are more likely to experience positive mental health. A sense of belonging can reduce stress, anxiety, and depression, leading to better overall well-being. When employees feel supported and valued, they are more resilient and better equipped to handle the challenges of their work. Enhanced Engagement Belonging is a powerful driver of employee engagement. Engaged employees are more committed to their work, more productive, and more likely to stay with their organization. A study by Deloitte found that employees who feel a sense of belonging are 5.3 times more likely to perform at their best. Increased Innovation Diverse teams that foster a sense of belonging are more innovative. When employees feel safe to share their unique perspectives and ideas, it leads to more creative problem-solving and better decision-making. A study by McKinsey & Company found that companies in the top quartile for gender diversity on their executive teams were 25% more likely to have above-average profitability. Better Retention High turnover can be costly for organizations, both in terms of financial resources and the loss of institutional knowledge. Employees who feel they belong are more likely to stay with their organization. A study by Glassdoor found that 56% of employees would leave their current job for one that better supports diversity and inclusion.
• #8: How DEI Fosters Belonging Creating a Welcoming Culture: A commitment to DEI starts with creating a culture that is welcoming and inclusive. This involves setting clear expectations for respectful behavior, providing diversity training, and fostering open communication. Addressing Bias: Unconscious biases can create barriers to belonging. Organizations can address bias through training, policies, and practices that promote fairness and equity. Supporting Employee Resource Groups (ERGs): ERGs are voluntary, employee-led groups that foster a diverse, inclusive workplace. They provide a platform for employees to connect, share experiences, and support one another. Promoting Transparency and Accountability: Transparency in decision-making processes and accountability for DEI initiatives are essential for building trust and ensuring that all employees feel valued. Providing Development Opportunities: Equitable access to development opportunities, such as training, mentorship, and career advancement, is crucial for fostering a sense of belonging. When employees see a clear path for growth and development, they are more likely to feel invested in their organization.
• #9: I joined the African Ancestry Network about 10 years ago and quickly learned the importance of active listening. My personality is to jump into conversations and share my ideas. Over the years, especially after George Floyd, I learned that I had much more to learn than teach. It¡¯s important to step back and give others room to speak. Becoming an advocate and supporter within communities gives others the opportunity to lead and grow. Sample SMART Goal: Increase engagement in our ERG slack channel by 15% in 2025 by introducing regular conversation topics. Having open conversations should increase contributions and belonging. Specific: Clearly define what "belonging" means in your company context. Is it increased participation in team meetings? More employee resource groups (ERGs)? Measurable: Use the metrics you identified earlier to track progress toward goals. Attainable: Set ambitious but achievable goals. Consider the resources available and the current state of your company culture. Relevant: Goals should align with the overall company strategy and contribute to a positive work environment. Time-bound: Set a time frame for achieving each goal. Our Abilities network has a weekly check-in survey to see how people are feeling. Three of the options are: Things are tough, I¡¯m struggling I¡¯m having a hard time & wouldn¡¯t mind if someone reached out to me I¡¯m in a really dark place From a Trauma Informed Perspective, it¡¯s important that you are prepared for the questions you ask. So have a process established to support colleagues that need support and conversations. How to create a sense of belonging within your organization - QuickBooks Creating a company culture where no one needs to hide - Intuit Blog 7 Active Listening Techniques For Better Communication Why Reverse Mentoring Works and How to Do It Right Belonging Part 3: Three Ways to Measure a Sense of Belonging in the Workplace - GovLoop The Belonging Barometer (Revised Edition) | American Immigration Council Dr Kelly-Ann Allen - Measurement Tools for Belonging
• #10: Belonging is a fundamental human need that has a profound impact on employee well-being, engagement, and performance. A commitment to Diversity, Equity, and Inclusion (DEI) is essential for creating a workplace where all employees feel they belong. By fostering a culture of inclusion, addressing bias, and providing equitable opportunities, organizations can create a more productive, innovative, and resilient workforce. The journey to a more inclusive workplace is ongoing, but the benefits are well worth the effort. Now, let¡¯s look at how the Intuit Silver Network increased belonging for people over 50 at Intuit
• #11: Let¡¯s explore how companies could expand their networks to support aging. When I joined Intuit in 2011, it had the reputation of being a great company to work for and eventually retire from. The company has a high percentage of employees over 50.
• #12: https://chipconley.com/ - the modern elder movement was a key inspiration for the ERG Inspired by his experience of intergenerational mentoring as a ¡®modern elder¡¯ at Airbnb, where his guidance was instrumental to the company¡¯s transformation. Conley¡¯s Modern Elder Academy is the world's first ¡®midlife wisdom school.¡¯ Dedicated to reframing the concept of aging, MEA supports students to navigate midlife with a renewed sense of purpose and possibility. Modern Elder Academy
• #13: Employee Resource Groups represent employees and provide strength for those in under-represented and marginalized communities. The technology industry is not always supportive of those over 50, so the ERG group had specific goals to increase education and advocacy. Here are some of the key topics being addressed by this ERG Career growth and Ageism Mentorships Flexible Time Health Retirement Planning
• #14: Ageism is prejudice, discrimination, and stereotyping of people based on their age. It can affect people of all ages, but it's often used to describe discrimination against older people. This could be a new college graduate forced into a junior position; regardless of experience. It could also be people over 40 having a hard time getting a job in technology because it is assumed they cannot adjust to new technology. Intuit¡¯s accounting expert platform has opened many opportunities for experienced accountants that have retired or interested in working flexible hours.
• #15: Intuit¡¯s ERG groups have a mentorship program to pair mentors and mentees. This year, the Silver Network is exploring reverse mentorships, where the mentor is in their 20s and the mentee is older. This gives senior leaders more insight into the barriers and opportunities in the modern work place.
• #16: Retirement age is variable, many people are working into their 80s and 90s. Others are ready to reduce their work load and enter semi-retirement in their 50s. The Silver Network has held several workshops and been an advocate for those who want to work part time or take sabbatical leave.
• #17: The accessibility team¡¯s weekly lunch and learns have included several sessions about brain health. These have included dementia and Alzheimer¡¯s as well as maintining good brain health with diet, exercise, and cognitive activity. We¡¯ve hosted sessions on cancer and created a series on caregiving and death.
• #18: Wrapping up your work life requires financial and life planning. The Silver Network.