When I meet with clients, a recurring challenge often arises: “We are inclusive, but we’re still facing issues with performance, retention, and disclosure.” My usual response is, “You may be an inclusive organization, but does everyone feel they belong?” This question often sparks deep conversations and insights.
Inclusion vs. Belonging: Understanding the Difference
Belonging and inclusion are closely linked but distinct concepts. Inclusion involves creating an environment where individuals from diverse backgrounds feel respected, valued, and integrated into decision-making. It ensures equal access to opportunities and resources for everyone.
Belonging, on the other hand, is the emotional experience of feeling accepted and valued as part of a group. While inclusion builds the foundation, belonging is the result—where individuals feel safe to be themselves and contribute fully.
As I work with organizations, I often find elements of inclusive behaviors, systems, and symbols already in place. However, awareness of these efforts may be lacking. Identifying and amplifying these elements, while addressing areas where inclusivity falls short, is critical to fostering a culture of belonging. This approach helps organizations create a long-term, strategic plan to enhance inclusive practices and support behaviors that drive belonging.
The Link Between Belonging and Workplace Outcomes
A strong sense of belonging can profoundly impact disclosure rates at work. When employees feel they belong, they are more likely to trust their workplace, leading to open communication about personal challenges such as disabilities or mental health. This is tied to psychological safety, where employees feel safe to share vulnerabilities without fear of judgment or negative consequences.
Research supports the connection between belonging and better workplace outcomes:
- Trust and Disclosure: Employees who trust their leaders and colleagues are more likely to disclose personal challenges, enabling better accommodations.
- Psychological Safety: Inclusive cultures foster psychological safety, which improves engagement and transparency.
- Performance and Retention: Belonging boosts employee engagement and reduces turnover, saving costs and increasing productivity.
Key Benefits of Inclusion and Belonging
- Enhanced Trust and Communication
Employees who feel they belong are more likely to trust their team and leaders, fostering open communication and collaboration.
Example: Managers addressing challenges proactively based on open discussions can reduce misunderstandings and conflict. - Increased Disclosure and Support
When employees disclose personal challenges, organizations can provide tailored support, improving well-being and performance.
Example: Employees who feel comfortable sharing mental health concerns are more likely to receive effective accommodations, boosting productivity. - Improved Engagement and Retention
A sense of belonging leads to higher commitment and satisfaction, reducing turnover and associated costs.
Example: Inclusive workplaces with psychological safety often see lower turnover and higher employee loyalty. - Enhanced Performance and Innovation
Diverse and inclusive teams contribute unique perspectives, driving creativity and better decision-making.
Example: Organizations leveraging diverse viewpoints often outpace competitors with innovative solutions. - Reduced Burnout and Absenteeism
Employees who feel valued experience less stress, leading to lower absenteeism and improved team dynamics.
Example: Open discussions about mental health reduce burnout, ensuring teams remain productive and engaged.
Practical Steps to Build Belonging
- Inclusive Leadership Training
Equip leaders with the skills to value and amplify diverse voices.
Benefit: Builds trust and collaboration within teams. - Leverage Baseline Data
Assess current inclusion practices to identify strengths and areas for growth.
Benefit: Promotes transparency and brings the organization along on the journey to inclusivity. - Foster Psychological Safety
Train leaders to build trust, manage conflicts, and encourage open dialogue.
Benefit: Encourages employees to share challenges and ideas without fear. - Promote Belonging
Help leaders understand the importance of belonging for well-being and productivity.
Benefit: Drives engagement and retention by creating a supportive work environment. - Harness Diverse Teams
Encourage collaboration across diverse groups to integrate unique perspectives.
Benefit: Sparks innovation and boosts team performance.
Conclusion
Investing in inclusion and belonging is more than a moral obligation—it’s a strategic advantage. By fostering a sense of belonging, organizations can unlock the potential of their workforce, leading to enhanced performance, innovation, and engagement. A culture of belonging doesn’t just benefit employees—it drives overall organizational success.
