The primary focus of Diversity, Equity & Inclusion (DE&I) within the people sustainability framework is to cultivate an organizational culture where every employee feels a genuine sense of belonging. This involves creating an environment where individuals are valued for their unique backgrounds, perspectives, and contributions. A sense of belonging is the outcome of successful inclusion efforts, ensuring that all employees feel psychologically safe, respected, and empowered to be their authentic selves. This foundational element drives engagement, innovation, and overall well-being, which are central to a sustainable workforce.

B. To maximize individual growth potential: While DE&I initiatives support individual growth by removing systemic barriers, this is a positive outcome rather than the primary, all-encompassing focus.

C. To prioritize physical health and safety in the workplace: This is a critical pillar of people sustainability, but it is typically addressed through dedicated Occupational Health and Safety (OHS) programs, distinct from DE&I's focus on culture and belonging.

D. To ensure financial well-being and stability for all employees: Pay equity is a crucial component of the 'Equity' in DE&I, but DE&I's scope is much broader, encompassing cultural, social, and psychological aspects beyond financial stability.

1. SAP Official Documentation: In the "People Sustainability: The new north star for HR" whitepaper

SAP emphasizes that a key aspect of people sustainability is "creating a culture of diversity

equity

and inclusion where everyone feels they belong." This directly supports the idea that fostering belonging is a primary goal.

Source: SAP. (2022). People Sustainability: The new north star for HR. Page 5

Section "A holistic approach to people sustainability".

2. SAP SuccessFactors Solution Brief: The official documentation for SAP SuccessFactors HXM Suite frequently highlights its role in helping organizations "build a diverse and inclusive workforce where everyone belongs." This positions 'belonging' as the central objective of its DE&I-related features.

Source: SAP SuccessFactors. (2023). Diversity

Equity

and Inclusion (DE&I) Solution Brief. Page 2

"Fostering a Culture of Belonging".

3. Academic Publication: Research in organizational psychology and management defines inclusion as the degree to which an employee perceives that they are an esteemed member of the workgroup. This feeling of being an insider is synonymous with a sense of belonging.

Source: Shore

L. M.

Randel

A. E.

Chung

B. G.

Dean

M. A.

Holcombe Ehrhart

K.

& Singh

G. (2011). Inclusion and diversity in work groups: A review and model for future research. Journal of Management

37(4)

1262-1289. (DOI: https://doi.org/10.1177/0149206310385943

see section on "Inclusion").