In the realm of coaching focused on Diversity, Equity, Inclusion, and Belonging (DEIB), it is crucial to recognize that diversity extends far beyond mere physical attributes. It encompasses a wide range of differences, spanning from socio-economic conditions to physical and linguistic abilities. Among these, linguistic diversity plays a pivotal role: within any organization, there may be employees for whom the native language is not their own. Promoting an approach that values belonging becomes paramount.
Within the framework of the Community of Practice proposed by ICF, adopting a DEIB approach is not limited to the mere inclusion of diversity, but also aims to ensure equity, inclusion, and, above all, a sense of belonging. This concept of “Ohana”, derived from Hawaiian culture, emphasizes the importance of considering all members of the organization as part of one extended family, where each individual is valued and respected for their unique qualities.
Ohana: A family that transcends linguistic barriers
In Hawaiian culture, “Ohana” means family, but not only in the narrow sense of the term. It goes beyond biological ties and includes anyone bound by a sense of affection and belonging. This concept implies a tangible commitment to promoting belonging, recognizing and celebrating linguistic and cultural diversities. In a work environment, this translates to welcoming and respecting all voices, regardless of their native language.
Including the linguistic aspect: A fundamental step towards belonging
Recognizing and valuing linguistic diversity within the organization is a crucial step in promoting a sense of belonging. There may be several employees who, while not native speakers, bring with them a wealth of perspectives and skills that can enrich the work environment.
Implementing concrete actions: Fostering a climate of belonging
To create a genuinely inclusive work environment, it is essential to take concrete actions. These may include language training programs, specific mentorship for non-native speakers, or creating dedicated spaces for intercultural sharing and learning.
Tangible results: A culture of belonging leading to success
The implementation of a DEIB approach that integrates linguistic diversity not only improves the work environment but also positively impacts business outcomes. From employee performance to customer satisfaction, a culture of belonging has a positive effect on every aspect of the organization.
In conclusion, adopting a DEIB approach that encompasses linguistic diversity is not only an ethical choice but also a smart step towards promoting the success and prosperity of the organization. ICF’s Community of Practice provides an ideal space for learning and sharing for those who wish to embrace this vision and contribute to creating inclusive and successful organizations. It is time to join the Ohana and shape a future of better and more inclusive work.
