{"id":10658,"date":"2025-05-15T00:06:42","date_gmt":"2025-05-14T22:06:42","guid":{"rendered":"https:\/\/diversityhub.pl\/the-results-dont-create-a-sense-of-belonging-but-the-stories-do-we-can-identify-with-them-we-enter-into-relationships-with-them-about-who-the-changemaker-is-and-why-he-has-an-important-voice-i\/"},"modified":"2025-05-20T09:29:23","modified_gmt":"2025-05-20T07:29:23","slug":"the-results-dont-create-a-sense-of-belonging-but-the-stories-do-we-can-identify-with-them-we-enter-into-relationships-with-them-about-who-the-changemaker-is-and-why-he-has-an-important-voice-i","status":"publish","type":"post","link":"https:\/\/diversityhub.pl\/en\/the-results-dont-create-a-sense-of-belonging-but-the-stories-do-we-can-identify-with-them-we-enter-into-relationships-with-them-about-who-the-changemaker-is-and-why-he-has-an-important-voice-i\/","title":{"rendered":"The results don’t create a sense of belonging, but the stories do – we can identify with them, we enter into relationships with them – about who the Changemaker is and why he has an important voice in the matter."},"content":{"rendered":"

Who is a Changemaker and do we need one?<\/h2><\/div>

Although Changemaker’s definition is fairly intuitive, we don’t always define ourselves that way. Nor do we always think of our organization this way. And yet so many of us, so <\/span>many organizations influence, activate, inspire change, and shape our way of thinking, <\/span>calibrates behaviors and decisions. To be a Changemaker is to subscribe to the mission of “I want <\/span>something better for myself and my community. I don’t want to be an observer, I don’t <\/span>want to watch. It wants to be involved in change’. It’s also a desire to learn and share experience with others. <\/span>experience with others. Changemakers in the organization can be found everywhere-it’s your <\/span>fellow ERGs (employee networks), it’s your leader and leaderettes who build <\/span>competencies of inclusive leadership, is your General Manager who not only emphasizes the <\/span>the role of DEI in the organization’s culture , but communicates in an inclusive way over coffee <\/span> office. It’s also you-submitting ideas during the brainstorming session. At the heart of <\/span>Changemaker lies the world’s simplest intention – “I care.”<\/span><\/p>\n

I personally am extremely grateful for all the Changemakers I meet on a daily basis <\/span><\/span> – in different<\/span><\/span> contexts and in different experiences. They open my head, <\/span><\/span><\/span>drills where concreted, leaves me with a reflection that explodes and turns into <\/span>something concrete.<\/span><\/p>\n

You will have and opportunity to meet a few Changemakers with such a power of influence. All you have to do is enter our new Changemakers zone<\/a><\/span>, which has just launched.<\/span><\/p>\n<\/div>

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We also want the DEI community to build on supporting, sharing and learning from each other.<\/p>\n<\/div><\/div><\/div><\/div>

Why does it matter?<\/h2><\/div>

For us at Diversity Hub, supporting the Changemakers community is a mission that has guided us from the very beginning and continues to wake us up every morning. We wake up <\/span>hungry for new experiences, solutions and your stories. We want the community <\/span>We also want the DEI community to build on supporting, sharing and learning from <\/span>each other. And there is much to share, as we are more mature in our <\/span>DEI culture efforts. We have developed approaches, we have successes, we are doing <\/span>more and more and bolder. But, interestingly, this is where the paradox often comes in. It turns out <\/span>that many of the employees are not aware of our internal activities.<\/span><\/p>\n

The classic reaction of ‘is it really in our place?” can be copied and pasted in virtually any industry. As a result, it is difficult to engage our people in a common mission, which is the DEI culture. <\/span>The organization’s strong DEI profile has added value. An employer’s diverse, consistent <\/span>and well-exposed DEI activities also affect<\/span> candidates<\/span>‘ perception of the brand.<\/p>\n

It is therefore worth investing in socializing your DEI profile and DEI image (brand). Stronger exposure is needed for the successes of the DEI, for individuals (Changemakers) and <\/span>teams breaking down barriers and putting the culture on strong legs. The Changemaker <\/span>can be your strongest image element and a superpower for your organization. <\/span>And a dedicated new Changemakers zone.<\/a><\/span><\/span><\/p>\n<\/div>

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Changemaker can be your strongest image element and a superpower for your organization.<\/span><\/p>\n<\/div><\/div><\/div><\/div>

DEI branding – what does it mean for the organization?<\/h2><\/div>

Most organizations have diversity-related strategies or programs in place, It is difficult to stand out in this field anymore. What can be a differentiator and significantly affect the <\/span>The image (brand) of an organization is a way of talking about DEI, a kind of story-telling <\/span>Personal, authentic and relational. Such a way of speaking that you want to experience <\/span>diversity, rather than just being an observer of it. We need to create a stronger <\/span>The connections between DEI, and human beings. DEI – diversity, inclusion and equal opportunity must <\/span>have a face.<\/span><\/p>\n<\/div>

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What can be a differentiator and significantly affect the image (brand) of an organization is the way of talking about DEI, a kind of <\/span>personal, authentic and relational storytelling .<\/span><\/p>\n<\/div><\/div><\/div><\/div>

Why the need for DEI branding:<\/h2><\/div>