Chris Knight, Sales Director at emPerform UK, explores some of the key parts of belonging inside DEIB initiatives, and explains why leaders shouldn’t overlook including belonging in their policies.
Defining DEIB
As DEI continues to attract high importance in organisational policies, what happens when we introduce the added element of "B" for Belonging? While some believe belonging falls under inclusion, Dr. Aleen Bayard points out an important distinction: there’s a subtle yet crucial difference between simply being included and truly feeling like you belong. Consider that someone can be included in a meeting or be an integral part of a team but still feel like they don’t have a real place there. Belonging brings clarity and action. It is not only about having a seat at the table, but also about feeling truly valued, connected and supported.
Diversity, Equity, Inclusion, and Belonging work together to create workplaces where people can thrive and work together effectively. Diversity recognises and appreciates the different perspectives and life experience people bring with them and equity meets people where they are at and gives them the support they need, so that everyone has the same opportunity to succeed, no matter the challenge. Inclusion makes sure that everyone’s voice is heard and seeks to create a welcoming environment for all employees, but the real power is in belonging. Belonging exists in the workplace when people feel seen, connected, supported and proud as defined in key findings reported by Coqual.
What Does It Mean to ‘Belong’ at Work?
Belonging can mean different things to different people, but at its core, “belonging at work means you feel seen for your unique contributions, connected to your coworkers, supported in your daily work and career development, and proud of your organisation’s values and purpose.” A study by Ernst & Young found that 39% of people feel the strongest sense of belonging when they can speak up and share their thoughts. When employees feel that their perspectives are valued, they’re more likely to contribute, be in alignment with organisational plans and values, and feel confident of their own value to the team.
Psychological safety plays a big role in this. Prioritising psychological safety in the workplace creates an environment where individuals can speak their minds without fear of judgement or negative repercussions. The key is making sure people can share their ideas and unique perspectives freely, feeling validation for bringing their authentic selves to the conversation. Conversely, if individuals do not feel seen, connected or supported, or confident in the work that they produce, they will take less risks, be closed off to express ideas and concerns or admit to any mistakes requiring support from others on the team.
The Benefits of Implementing 'Belonging' Strategies
Integrating belonging strategies into your organisation’s DEI initiatives offers a host of benefits, beyond individuals feeling appreciated for their role in an organisation or the work they do. When people feel like they are recognised, rewarded and respected and that the work that they do is valued and recognised, it ignites higher levels of motivation, creativity, and willingness to take risks in search of new ideas. The result? Measurable impact on team performance, emotional resilience, efficiency, creativity and innovation, and improved mental health and well-being at the workplace. In fact, when employees genuinely feel a sense of belonging, they are 56% more likely to be high performers and 50% less likely to leave the company, as noted by the Harvard Business Review. That’s huge! An inclusive workplace not only boosts morale but also addresses major issues like absenteeism, turnover, and burnout.
Want to Attract & Retain Top Talent? Prioritise ‘Belonging’
If you’re not prioritising belonging, you might be missing out on some of the best candidates for your organisation. With a new generation entering the workforce that values fair and equal opportunities, DEIB initiatives have become essential rather than optional. A recent survey by Monster found that 83% of Gen Z candidates say an employer’s commitment to diversity and inclusion is a major factor when choosing where to work. In fact, top professionals are less likely to apply for a position if they feel DEIB is being overlooked at that organisation. And it doesn’t end there. Research from McKinsey shows that 51% of employees who left their jobs in 2022 did so in search of a stronger sense of belonging and 46% said that they wanted to work with people who trust and cared for each other. This means that even the most inclusive organisations will struggle to attract, retain, and utilise top talent if they do not create an environment where individuals feel connection and seen.
Driving Growth Through Belonging
As workplace dynamics continue to evolve within a globally connected, multi-generational workforce, it's increasingly important for leaders at all levels to add the ‘B’ into organisational DEI initiatives, Dr. Bayard captures the essence of belonging by highlighting that it’s not just about being heard; it’s about feeling safe, comfortable, and supported enough to bring our whole selves to work, including our concerns, emotions, and strengths. True belonging is achieved when employees experience this level of connection.
When individuals feel valued, accepted, and empowered to be their authentic selves, it leads to better performance and creates a more engaged and thriving workforce. This results in higher productivity, increased innovation, and overall organisational success. Making sure every person feels like they belong is essential for long-term growth.
