BELONGING at NHH
NHH has been awarded a new BALANSE project to strengthen its work related to diversity and inclusion. The aim of the project is to create a culture of BELONGING-ness
Taking the example of a social party, the author of the California Management Review defines:
“Diversity is about representation across different demographic groups as guests. Equity gives each guest fair and equal access to attend regardless of their background. Inclusion means everyone is invited to the party and also asked to dance. Belonging is whether guests feel accepted at the party based on the conversation, music, and environment. In summary, belonging is whether the guests want to stay at the party or if they feel isolated and want to leave.”
This is precisely the idea that got the group of researchers Malin Arve, Evelina Gavrilova-Zoutman and Aruna Tatavarthy to come together and expand their ongoing work (Closing the CIRCLE and CHALLENGE) on gender equality to a more ambitious plan.
“Our new project focuses on what can be done to make sure newcomers to NHH, especially those with an international background, want to stay at NHH, and are put in a position to contribute with their insights and experience,” says Evelina Gavrilova-Zoutman.
Last year, their proposal titled “BELONG: Et inkluderende og mangfoldig nettverk på NHH” was awarded an NFR BALANSE Grant.
The aim of the project is straightforward: ensure that every new employee starts on a strong foundation where they can grow and thrive professionally.
“We want to ensure that all new employees, particularly those with international backgrounds to know that they are valued and that their contributions in research, pedagogy and service are valued” says Malin Arve.
“Research points out that when employees experience a strong sense of belonging with the organization and their peers, they are more likely to be committed to the organization and be active team players”.
“This project is extremely personal” says Aruna Tatavarthy.
“When I first moved to Norway, it was a steep learning experience in calibrating how to best align with the unsaid cultural codes in professional setup. I am lucky I had the support of a strong department and colleagues, and the transition could not have been easier. So, I feel it is my responsibility to pass on what I had benefited from. This project is a small way we can make sure everyone who considers joining NHH, gets to experience the best professional environment possible”
There are three parts to this project.
The first is the overall social and cultural integration of employees in their first year of employment at NHH. The way the project plans to do this is to create teams of people with “Cultural Allies”, with mentorship meetings among the team members.
The next part is related to more professional training support, where the aim is to equip new employees to become better teachers in a multi-cultural classroom. As well as, provide targeted workshops with know-how on research dissemination and project management skills.
The final part is to make sure efforts by new employees are recognized and appreciated. While NHH continuously recognizes excellence in research and pedagogy, our project builds on that vision by ensuring that new and innovative measures taken by new employees is recognized in small ways.