Building on research such as the Inclusion Framework by L.M. Shore, A.E. Randel and B.G. Chung (2011), which highlights the positive impact of a sense of belonging on inclusion, we took another step forward by adding Belonging as the fourth pillar of our strategy.
The inclusion of the Belongingness dimension in the AMS DEIB strategy underscores the key role of ERGs in the Building an environment where everyone feels like an integral part of the company. By reinforcing the activities of and visibility of the ERGs, we want to deepen the sense of community within the Groups and throughout the organization.
The AMS DEIB team, together with the ERGs, gathered feedback from the organizations and based on that, streamlined the structure of the DEIB calendar and activities.We analyzed the frequencies of the ERGs’ global activities and We came to the conclusion that in a world, overloaded with information, less is more. Therefore, We have divided the ERGs’ global activities into thematic blocks throughout the year, with a focus on quality and not the number of initiatives. Longer thematic blocks allow you to engage more deeply with a topic and increase the chances that everyone will find time to participate in at least one initiative.
This approach has also created new opportunities for ERGs: they can invest time and energy into outreach activities. We organized sessions with guests from outside our organization and We have established cooperation with external partners. This has attracted a much larger audience.
When we asked the male and female leaders of our Groups what makes our activities unique, one issue came up most often: the strong commitment of the entire organization to DEIB. AT AMS DEIB is not a side topic – it is an integral part of our culture. Ideas and events are born both in the ERGs’ communities and among AMS leaders and women leaders. ERGs are a source of energy and new directions, which then gain support throughout the organization – locally and globally. This approach encourages everyone to act in areas that are of interest to them really important.
Workers’ Group leaders also highlighted creative approaches to promoting DEIB topics. Increasingly, both locally and globally, ERGs are organizing Interactive initiatives, such as events or contests, that naturally attract attention and give those who participate the satisfaction of making a real contribution to DEIB’s activities and supporting others.
AMS’s DEIB journey is still ongoing, and our commitment remains unchanged.
The world is constantly changing – and with it, so are we. One thing remains constant: our
Expert commentary
The Deloitte 3C Model — Connection, Contribution and Comfort — perfectly reflects what happens in mature, authentic Employee Resource Groups (ERGs). These are spaces where people truly connect on the level of experiences, values and shared goals. ERGs become places where individuals meet others who understand them, listen and offer support. This is where trust is built and where genuine relationships form—something often missing in the fast pace of everyday work.
When Contribution emerges — the ability to make a real impact and influence — ERGs gain strength. Members begin to initiate activities, share ideas and create solutions that inspire others. Many of the ideas that later shape organizational culture, processes or communication are born within ERGs.
The third element — Comfort — is equally crucial. It represents psychological safety: the feeling that people can speak openly, honestly and without fear of judgment. In such an environment, genuine collaboration and innovation can flourish.
When all three elements — Connection, Contribution and Comfort — appear authentically and develop bottom-up, something essential happens: a true sense of belonging emerges. And once belonging is present, everything else — engagement, innovation and loyalty — becomes a natural outcome.
