Diversity, equity and inclusion (DEI) programs have become the norm for a majority of corporations in the U.S. Because of the benefits DEI initiatives offer a company, it’s been a no-brainer to invest in these efforts. But the way businesses go about such programs varies, and in many cases, results have been disappointing. Traditional diversity training might raise awareness to biases and diverse cultural perspectives; however, these same strategies can sometimes create a dichotomous situation making some feel like victims and other villains. When this happens, workplaces can become more divisive rather than inclusive. And the goal of pairing diversity and belonging often falls short as a result.

Understanding this, there have been recent trends to encourage companies to move beyond to DEI initiatives to DEIB efforts. The “B” of course stands for belonging, which implies individuals feel free to be their whole selves in the work environment. But creating a culture of belonging can be more challenging that one might think. Given national divisions in social and political views, being oneself can create conflicts. Identifying implicit biases that exist can make some feel threatened or offended. This is why current approaches that promote diversity and belonging are pursuing new approaches. And for companies wanting to achieve success, these investments will become increasingly important.