Belonging by Design
When I was at Plan NH, I coined the title of a workshop series: Belonging by Design. In that series, we examined different ways that design (of parks, of interiors, more) can foster a sense of belonging – “yes, I belong here.” I have been thinking about that concept in broader terms, and for the foreseeable future, would like to share some learnings and ideas with you.
(Thanks, Plan NH, for allowing me to continue to use this title!)
Most of you reading this are in some position to make a difference for people who are usually not included in our “traditional” ways of doing things. Think designing for mobility-challenged, or different cultures. Think about embracing the ideas from different backgrounds (whether cultural, generational, geographical…) As designers and leaders, we can have tremendous influence.
The whole notion of belonging, of feeling a part of a group or community, is a pretty universal goal for most of us, no matter our circumstances, backgrounds, or whatever.
I have been a student of Peter Block, and his Community: the structure of belonging (2nd ed, Berrett-Koehler, c2018), for some time now. He maintains, right off, that the word belonging has two meanings: first, being related to and part of something. (Community, page xvii), feeling at home in the broadest sense. It means working with other people, and to know you are among friends.
The second meaning, he says, has to do with ownership – something belongs to you. If you feel you belong in a community, you feel you are a co-owner, and you will take care of it.
How can we create a sense of belonging – for ourselves and for others? Why should we care?
In these days when diversity, equity and inclusion are on so many minds, we need to understand the relationship between those concepts and that sense of belonging:
Diversity is not just about people from another country or religion or race, but it’s about differences in ideas, in cultures (even Gen X vs Boomers), in abilities. How can we appreciate those differences and foster a sense of belonging? (And no, we don’ t necessarily want people not like us to become like us, but to be true to their own selves.)
Equity is not the same as equality. Equality is when everyone gets the same. A standard example is that of bicycles: you would not get everyone in your family the same size bicycle, would you? No. you would get each one the one they need. That is equity.
If people in your community need longer to cross at a crosswalk, or need benches along the riverwalk, providing them is an example of equity. In your office, a team may have members with very different ideas than yours. Embrace them, and figure out if and how they can contribute to the issue at hand.
And finally, inclusion means just that – to include people with different ideas and backgrounds and talents in whatever you are designing for or on your team. And inclusion is not just checking off a box, but having their needs (think design of a sidewalk), their ideas and gifts be integral to whatever you are doing.
(Be careful: if you say, “we include so-and-so” in our planning sessions,” that is still us vs. them. Use first person, vs third.)
Equity and inclusion (as well as justice) are all about belonging. Those of us who have been living in the dominant culture have a responsibility to understand there are other people, other ways of thinking and being, that should and could belong in our organizations, on our teams, and in our communities. Let’s think about the different ways we can make that happen.
