At Huhtamaki, we believe everyone should be able to show up at work as their authentic selves. In June, we shined the spotlight on belonging in honor of Pride Month. However, belonging is not just a one-month topic – it matters throughout the year.
We asked Sami Pauni, EVP, Sustainability, Corporate Affairs and Legal, to share his thoughts on why belonging matters and how we can all create an environment of belonging every day.
What does belonging mean to you?
“First of all, I think belonging is a great term,” Sami says. “To me, it means feeling part of a community, something larger than yourself. At work, it means feeling part of the team and the organization. Belonging brings together many of the things we talk about under DEI (Diversity, Equity, and Inclusion) – especially inclusion.”
Sami points out that everyone should care about belonging. When people can be themselves, feel accepted, and included, they contribute their best at work. They do not need to spend extra energy trying to be someone they are not. It is as simple as treating others the way you want to be treated and making people feel included. When people feel they belong, they often help others feel included as well.
“Especially as organizations and leaders, we should all be interested in belonging,” he adds. “Besides making people feel more comfortable and engaged, belonging leads to better performance, innovation, efficiency, and idea sharing. At Huhtamaki, we have guidelines and principles to guide our actions - even our Code of Conduct promotes inclusion.”
The impact of belonging
It is important to be and to work somewhere where we can be our true selves. Even the best experts have less impact if they do not use their personality and bring their authentic selves. Whatever we are doing, we try to optimize our impact, and the best results happen through belonging.
“When you have the courage to be yourself and others appreciate you as you are, we get the best results from ourselves and the organization,” Sami says. “But it is not always easy. When people feel different, they sometimes focus a lot on that difference. They may pressure themselves to fit stereotypes, and if they do not, they might feel like they are lacking something or are not credible.”
Not all diversity is visible, and great managers and colleagues can make a huge difference in fostering belonging and encouraging authenticity. “People might not see you the way you assume,” Sami notes. “In the end, we should not be too concerned with what others think. Being yourself makes you a better version of yourself.”
The way forward
Fostering belonging is simple: ask questions, give people space to share their views, and if you see someone being left out, involve them to help them feel they belong.
Huhtamaki is a global company diverse by nature, Sami adds. “We have strong values rooted in our Nordic heritage, and we should be proud of that. Situations vary globally, but our values stay the same. Belonging does not take anything away from anyone, but it creates value and brings out the best in everyone. It is important to encourage people to recognize that.”