As we dive deeper into the body of work that falls under the umbrella of diversity and inclusion, we see the emergence of a new term: belonging. Inclusive culture revolves around the idea of creating spaces where everyone belongs. This means cultivating a workplace that provides psychological safety and promotes authenticity. The challenge with this perspective is that it looks at belonging as something we can cultivate, but that isn’t the case. Instead, we should look at belonging as the outcome of our efforts to be inclusive.
Humans are fundamentally social beings and belonging to a group is part of our DNA. When we feel connected, we thrive. This is true in any grouping of humans – families, teams, and the workplace. As more research and studies look at belonging, the data is clear: organizations where employees feel a strong sense of belonging perform better.
Jina is a consultant and speaker on diversity, inclusion, culture, and belonging. She creates training programs and workshops to help clients move forward in their D&I journey. She is a storyteller and speaks candidly about her experiences, hard lessons, and ‘aha’ moments that helped her understand the importance of individuality, the value of curiosity, and the courage it takes to “just” be yourself. Often described as “approachable” and “relatable” by her clients, she works with purpose and the intention of being engaging, practical, and immediately applicable to real-world situations. Jina draws from her unique background and mix of work experiences to offer examples and share insights designed to benefit everyone across the workplace ecosystem – executives, management, employees, and customers.
Previously, she was Principal Consultant at EtiennePartners (EP), a boutique consulting firm that offered a unique strategy development, workshops & coaching to leaders, executives and entrepreneurs. Co-founded with her husband, EP was a full-time partnership in both work and life. Although in different professions, their work often intersected around the importance of self-awareness in leadership and navigating conflict within teams. Combining their experiences, backgrounds, and work led to the development of their unique approach to D&I, which she continues to use in her practice today.