From Inclusion to Belonging

13 June 2023
​Two years ago, I wrote a piece on the journey from Diversity to Inclusion with a list of actions that can help move the dial forward, as individuals and organisations. Since then, Diversity & Inclusion (or DEIB) have moved on a little, but the earlier Tech mass layoffs may suggest otherwise. Some might have seen D&I as a one-and-done that you can easily embed and walk away with pride, which sadly isn’t the case. In today’s ever-changing world, D&I will likely remain an ongoing journey, where we go from Diversity to Inclusion and Inclusion to Belonging.

When it comes to inclusion, simply making the effort to include someone doesn’t quite cut it, instead, it’s about making people feel that they’re being included. Failing to identify the difference will likely lead to the eventual demise of the journey to inclusion, even if intentions were good. It’s important to keep in mind that everybody’s different (this is where the diversity part comes in), and not everyone wants to be included in the same way. While giving voice to the voiceless is usually a good way to empower minorities, pushing them onto the pedestal might not be the way to go.


Ultimately, it’s about showing that you care, not because everyone else is doing it and you feel compelled to follow, but that you genuinely concern about the subject and want to do something about it. Have an open mind and be willing to have those conversations. Be there, show up, and lend your voice.


While some would distinguish inclusion as the effort a company/group makes and belonging as how the individual feels from those efforts, I’m inclined to look at this in a slightly different way, particularly around the nuances of the two words.


Include (v): to make part of whole or set
Belong (v): to feel happy or comfortable in a situation

Just like how you can have diversity without inclusion, it’s also possible for someone to feel included but not belong. To better illustrate this, imagine a large group setting where everyone else shares similar traits different from yours (this can be a combination of race, gender, age, etc.), despite how accommodating the group might be, it’s likely the sense of belonging won’t come easy. We often hear people talk about imposter syndrome, which also partly attributes to a low sense of belonging or self-assurance because they can’t see people like them in senior ranks or positions of success.


At this point, you might’ve already caught on, that the lack of belonging is oftentimes a result of the lack of diversity, regardless of whether inclusion measures are in place. That being said, it’s also important to keep in mind that there can be a plethora of other reasons one might fail to foster belonging, aside from purely looking at their diversity.


Taking Disney as an example, their popularity among the queer community (myself included) can be seen in both official and unofficial pride events across parks worldwide. However, there’s barely any queer representation in their productions, except maybe a few queer-coded characters that are often villains or sidekicks. While do see a gradual shift in recent years (yes I’m talking about Strange World), the lack of visible representation never really posed a hurdle in their belonging journey. Instead, through story-telling and world sculpting, they created worlds where people can feel that they belong, where they can momentarily forget about everyday struggles, and just be who they are and have a good time. This goes to show that diversity isn’t always a prerequisite to belonging, although having a diverse representation will make the journey a lot easier.


Another critical element to belonging is the notion of “enabling”. People need a place where they are enabled to perform their best, where they can feel empowered and are free to be themselves. Therefore, it’s important to try and be an “enabler” where you provide others with the space and tools necessary for them to thrive. Again, this is different from one individual to the next, so take the time to understand what works best for each, find good common ground, and adjust accordingly. Compromises will have to be made, but what matters most is to show that you care, are willing to listen and are trying your best to accommodate wherever possible.


Trying to make waves in the sea of Diversity & Inclusion is never easy, especially within a constantly changing landscape. However, with the right intentions, an open mind, a willingness to learn, and the desire to make a difference, you’ll see yourself making progress on the D&I journey in no time.


Do you have any tips on how we can better move from Diversity to Inclusion and Inclusion to Belonging? I’d love to hear them!

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We're back! We're thrilled to announce the return of our interview series, Women in Law, where we shine a spotlight on the extraordinary women making waves in the legal world. Join us as we delve into their journeys, explore their challenges and triumphs and celebrate their remarkable achievements. Anna is a partner in the Herbert Smith Freehills LLP corporate practice in Dubai specializing in mergers & acquisitions, joint ventures and investments with particular focus on the Middle East. Anna is regularly involved in award winning and other high-profile transactions in the region that span a number of sectors. In addition to executing transactions in the energy and infrastructure sectors, Anna advises on digital infrastructure and TMT transactions. Anna studied law and obtained her master's in law from the University of Warsaw in 2005 and subsequently moved to the UK to pursue her career in law in London. She re-qualified as a solicitor in England and Wales in 2013. She spent over 13 years working for two US law firms in the City of London before moving to Dubai and joining Herbert Smith Freehills in 2018 as a senior associate. Anna was first promoted to of Counsel in 2023 and elevated to partner in May 2024. Anna is frequently commanded by her clients for her exceptionally pragmatic approach to transactions, enabling them to navigate complex legal challenges with ease. Why did you decide to pursue a career in law? I didn’t always know I wanted to be a lawyer. In fact, I considered other paths. At one point at a very young age, I even thought about joining the army – I admired the discipline and resilience it required, and honestly, some of those skills would be helpful in law, too! While I had considered pursuing an MBA immediately after completing my master's degree, I ultimately chose to move countries and requalify in the UK, believing that this path would provide me with the most meaningful opportunities to advance my career. Looking back on your career, what are some key moments that have helped or hindered you in getting to where you are? There have been many key moments, both positive and challenging, that have shaped where I am today. Early on, studying law in two different languages and legal systems and requalifying in a very competitive market in London was a significant hurdle and achievement, that taught me the value of determination, hard work and persistence. Ultimately, moving firms to prove myself further and eventually relocating to Dubai to accelerate my career were key decisions that allowed me to challenge myself in new ways and grow. On the flip side, there were times when I faced doubts about whether I belonged in certain rooms, especially being a woman in a traditionally male-dominated industry. But each obstacle has made me more determined and shaped my leadership style. Each of these steps has been part of my evolution, and over the years I have learned that resilience and adaptability are key to navigating any obstacle. My promotion to of Counsel and then Partner earlier this year were major milestones, and currently, I am the only female partner in the office, which is something I am incredibly proud of. Having said all that, I know I wouldn't have been able to achieve all this without the support of amazing colleagues and mentors along the way. Do you believe there’s a glass ceiling for women in the workplace, and has it changed? I do believe the glass ceiling still exists in many industries, including law, though progress is being made. I have experienced certain challenges in my career, but I have not faced prejudice based on my gender; I’ve always thought of myself simply as a lawyer, focusing on being the best I can be. Today, we’re seeing more women in leadership roles, and I am proud to be among them. Yet, women still encounter less visible challenges, whether in the form of bias, societal expectations, or balancing family life with a demanding career. While strides have been made, there’s more to be done. Through evolving recruitment practices, mentorship, diversity initiatives, and challenging outdated norms, we can create further change. I’m encouraged by the support women offer each other, and that keeps me hopeful that the glass ceiling will continue to crack. What do you think the legal industry can do to improve diversity & inclusion? The legal industry has made progress, but there’s still room for improvement. First and foremost, we need more than just diversity in numbers—we need inclusion at every level, where everyone’s voice is heard and valued. This can be achieved through better representation in leadership positions and by ensuring that recruitment practices are truly inclusive. Broaden recruitment criteria to include candidates with diverse life and career experiences will create a more inclusive environment and enrich teams with new perspectives. Mentorship and sponsorship programs for underrepresented groups can make a huge difference in retaining diverse talent. The industry also needs to focus on creating a supportive environment where people can bring their authentic selves to work without fear of judgment. As part of my new role, I make it a priority to champion diversity and inclusion, and I encourage others to do the same. What advice do you have for young women looking to make a career in your industry now? My advice to those starting their legal careers is that hard work is essential, but in today’s world, it’s also crucial to be resilient, proactive and open-minded. The legal world is evolving, so it’s crucial to stay alert to change and seek out opportunities, even if they’re outside your comfort zone. Your career may not be a straight line, it may have twists and turns, but each step, whether a success or a setback, adds to your growth. The most successful lawyers are often the ones who are authentic and have taken unique paths to get where they are. Success is as much about resilience and adaptability as it is about effort. Focus on building core skills and surround yourself with a network that supports and challenges you. And, most importantly, stay true to your values and who you are.
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