{"id":11944,"date":"2024-02-23T11:58:36","date_gmt":"2024-02-23T16:58:36","guid":{"rendered":"https:\/\/thediversitymovement.com\/?p=11944"},"modified":"2024-02-23T11:58:36","modified_gmt":"2024-02-23T16:58:36","slug":"what-is-workplace-belonging-why-is-it-important","status":"publish","type":"post","link":"https:\/\/thediversitymovement.com\/what-is-workplace-belonging-why-is-it-important\/","title":{"rendered":"Maximizing Employee Potential: The Business Case for Workplace Belonging"},"content":{"rendered":"<p><button id=\"listenButton1\" class=\"responsivevoice-button\" type=\"button\" value=\"Play\" title=\"ResponsiveVoice Tap to Start\/Stop Speech\"><span>&#128266; Listen to this article<\/span><\/button>\n        <script>\n            listenButton1.onclick = function(){\n                if(responsiveVoice.isPlaying()){\n                    responsiveVoice.cancel();\n                }else{\n                    responsiveVoice.speak(\"Belonging isn\u2019t hard to understand. Most of us have felt that connection with friends or family. We\u2019ve all experienced a sense of comfort and safety when we\u2019re in a familiar place, surrounded by those we love and trust.\u00a0 Belonging is a powerful human need, and without it our mental and physical well-being suffers. The same is true in the workplace. When employees show up to work confident and secure, they are able to contribute their best work. When individuals are afraid to voice their opinions or be themselves, they are less engaged and less productive. \u201cBelonging means being valued,\u201d says Rebecca Mede, Manager of Culture, Inclusion, and Belonging at Sydney Water. \u201cBelonging means that people can speak up, that people can exchange ideas, that people can feel that they can be themselves and be comfortable in their own skin.\u201d Belonging and employee engagement are key results of diversity, equity, and inclusion (DEI) strategies. Even though some leaders might be reluctant to talk about DEI, the proven outcomes will ensure that DEI will be a priority, no matter its label. All business leaders can agree that they want their employees to feel comfortable and productive at work.\u00a0 Organizations thrive when belonging is fostered and suffer when it\u2019s absent. According to Great Place To Work, belonging in the workplace is \u201can employee\u2019s sense that their uniqueness is accepted and even treasured by their organization and colleagues. [It] is an accumulation of day-to-day experiences that enables a person to feel safe and bring their full, unique self to work.\u201d Belonging is Important to Business When employees contribute their best work, there are tangible business gains. Great Place To Work found that when employees experience belonging, they are three times more likely to look forward to work, three times more likely to say their workplace is fun, nine times as likely to believe people are treated equitably, and five times more likely to want to stick around. These outcomes lead to positive business drivers such as increased productivity and better retention rates.\u00a0 These results have serious monetary implications as well. In a study published in Harvard Business Review, high belonging was linked to a 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days. Researchers calculated that for a 10,000-person company, this would result in annual savings of more than $52 million.\u00a0 Several other studies have shown a correlation between belonging and beneficial business outcomes. Psychological research has shown that a sense of belonging increases occupational success. And The American Immigration Council and Over Zero\u2019s recent \u201cBelonging Barometer,\\\" found that belonging was tied to retention and greater willingness to recommend one\u2019s job. Belonging as a Competitive Edge Fostering belonging doesn\u2019t only have internal benefits; it can impact the external image of a company as well. When an organization prioritizes belonging, it can leverage this asset to increase feelings of inclusion among clients and customers. When clients feel a connection to a brand, loyalty increases and market share expands. We can look to Walmart as an example. Walmart recently implemented sensory-friendly hours from 8 to 10 a.m. every day in all its stores across the U.S. and Puerto Rico. This makes it easier and more comfortable for folks with sensory-processing disorders and their families to shop. It invites them into the store in a way that makes them feel like they belong there. This move by Walmart is an investment in their customer experience and pays dividends when customer loyalty increases as a result. How to Increase Belonging at Work With all the aforementioned benefits of belonging, one might assume that leaders are prioritizing belonging as a strategic priority. However, the same Belonging Barometer found that 64 percent of Americans reported non-belonging in the workplace.\u00a0 At the end of the day, fostering belonging in the workplace means cultivating an environment where people bring their full selves to work, contribute their thoughts and opinions, and feel as though they are a part of a team. We\u2019ve identified eight key methods to help you advance belonging at your organization.\u00a0 1) Create psychological safety. Psychological safety is the feeling that you can share your honest input without fear of retaliation, criticism, or ridicule. In order to feel belonging, employees must feel like their voices are heard and considered. Without psychological safety, belonging is moot.\u00a0 \u201cYou can\u2019t do anything without psychological safety. I feel like it\u2019s the oxygen of a culture,\u201d says Sienna Lytle, CDE\u00ae, Senior Manager, Diversity, Inclusion, and Belonging at HubSpot. \u201cIt\u2019s going to determine how employees show up and do their work. It is the temperature gauge for the outputs of business.\u201d 2) Build genuine relationships. Community plays a large role in belonging. Strive to form personal connections with employees and let them know that they are a valued part of the team. Employees want to know that they are seen as an individual and not just another cog in a machine. 3) Institute formal mentorship programs. Mentorship and sponsorship programs can be especially important in increasing feelings of belonging in culturally diverse and women employees. Historically underrepresented and marginalized individuals may sometimes feel like \u201cthe only\u201d or one of only a few of their identity group in the workplace. Pairing these employees with mentors can promote meaningful connections that make them feel like they belong. 4) Act as an ally. If you notice that someone is being excluded \u2013 whether intentional or not \u2013 take an action to make them feel included. For instance, if someone can\u2019t seem to get a word in during a meeting, take a moment to ask for their input. Or, if you notice someone was left out of a team lunch, be sure to invite them to tag along.\u00a0 5) Avoid favoritism. Favoritism can quickly erode company culture and make \u201cunfavored\u201d people feel as though they don\u2019t belong. Make sure that everyone is treated with respect and equity, so that all employees feel valued. 6) Involve employees in decision-making processes. When employees have a say in how the business operates, they have a larger stake in the success of the company. They gain a sense of ownership over outcomes and feel a real sense of purpose at work. 7) Be transparent. Secret keeping or dishonesty can make people feel ostracized or \u201cout of the know.\u201d When individuals are aware of the information that shapes decisions and actions, they are better equipped to contribute meaningfully to discussions and collaborative efforts. As a result, they feel more involved and included.\u00a0 8) Prioritize onboarding. To get things off on the right foot, it\u2019s critical to make new employees feel welcome and included from day one. Having a robust onboarding process can help, ensuring that employees get to know their colleagues, understand their role, and feel empowered to contribute from the start.\u00a0 Why is Belonging Important to People? There are several individual benefits of belonging as well. The Belonging Barometer found that in addition to workplace benefits, belonging also leads to better physical and mental health; increased life satisfaction; and decreased pain, stress, and loneliness. It also leads to better social cohesion, including community involvement.\u00a0 This aspect of social cohesion is especially interesting as it links back to the workplace. In the same study reported by Harvard Business Review, researchers found that feeling excluded causes people to give less team effort. The direct impact on the workplace is that if an employee feels excluded, they likely aren\u2019t giving their all to the organization. The significance of belonging extends beyond personal fulfillment to play a crucial role in the success of organizations. Extensive research affirms that a sense of belonging profoundly influences mental, physical, and social well-being, making it a fundamental human need. In the professional context, companies that prioritize belonging experience tangible benefits, including heightened productivity, improved retention rates, and positive financial outcomes. Despite these advantages, a concerning 64% of Americans report feeling a lack of belonging at work. Addressing this challenge requires strategic measures from leaders. By creating an environment where individuals feel valued, heard, and connected, businesses not only contribute to employee well-being but also unleash the full potential of their workforce. Belonging is not merely a nicety but a strategic imperative for organizations aiming to thrive and individuals seeking fulfillment in the workplace. Creating an environment of belonging is just one indication of an inclusive leader. To assess your leadership team\u2019s overall effectiveness, check out TDM Leaderview\u2122. TDM LeaderView examines team strengths and gaps across seven core competencies. Identifying these areas enables teams to become tightly integrated and high-performing. With personalized learning journeys backed by our award-winning content and a visual dashboard to track progress, LeaderView provides tools and insights to establish culturally competent teams at scale. Kaela Sosa is co-founder and Manager, Curriculum and Programming at The Diversity Movement. Her expertise includes psychology, gender identity and sexual orientation and racial identities. Kaela has written and spoken about a range of topics: active allyship, the inclusive talent lifecycle, disability etiquette, LGBTQ+ inclusion and inclusive language. At The Diversity Movement, she leads the development and execution of learning programs, including digital learning, online courses, certificate programs and certification opportunities. Connect with or follow Kaela on Linkedin to learn more.\", \"US English Male\");\n                }\n            };\n        <\/script>\n    <\/br><br \/>\n<span style=\"font-weight: 400;\">Belonging isn\u2019t hard to understand. Most of us have felt that connection with friends or family. We\u2019ve all experienced a sense of comfort and safety when we\u2019re in a familiar place, surrounded by those we love and trust.\u00a0 Belonging is a powerful human need, and without it our mental and physical <\/span><a href=\"https:\/\/www.ncbi.nlm.nih.gov\/pmc\/articles\/PMC8095671\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">well-being suffers<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The same is true in the workplace. When employees show up to work confident and secure, they are able to contribute their best work. When individuals are afraid to voice their opinions or be themselves, they are less engaged and less productive.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cBelonging means being valued,\u201d says Rebecca Mede, Manager of Culture, Inclusion, and Belonging at <\/span><a href=\"https:\/\/www.sydneywater.com.au\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Sydney Water<\/span><\/a><span style=\"font-weight: 400;\">. \u201cBelonging means that people can speak up, that people can exchange ideas, that people can feel that they can be themselves and be comfortable in their own skin.\u201d<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Belonging and employee engagement are key results of diversity, equity, and inclusion (DEI) strategies. Even though some leaders might be reluctant to talk about DEI, the <\/span><a href=\"https:\/\/www.mckinsey.com\/featured-insights\/diversity-and-inclusion\/diversity-matters-even-more-the-case-for-holistic-impact\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">proven outcomes<\/span><\/a><span style=\"font-weight: 400;\"> will ensure that DEI will be a priority, no matter its label. All business leaders can agree that they want their employees to feel comfortable and productive at work.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Organizations thrive when belonging is fostered and suffer when it\u2019s absent. According to <\/span><a href=\"https:\/\/www.greatplacetowork.com\/resources\/blog\/belonging-in-the-workplace-what-does-it-mean-and-why-does-it-matter\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Great Place To Work<\/span><\/a><span style=\"font-weight: 400;\">, belonging in the workplace is \u201can employee\u2019s sense that their uniqueness is accepted and even treasured by their organization and colleagues. [It] is an accumulation of day-to-day experiences that enables a person to feel safe and bring their full, unique self to work.\u201d<\/span><\/p>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-11945 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-625736338-1024x683.jpg\" alt=\"Close up top view of young people putting their hands together. Friends with stack of hands showing unity.\" width=\"1024\" height=\"683\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-625736338-1024x683.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-625736338-600x400.jpg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-625736338-300x200.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-625736338-768x512.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-625736338-1536x1024.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-625736338-2048x1365.jpg 2048w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/683;\" \/><\/p>\n<h2>Belonging is Important to Business<\/h2>\n<p><span style=\"font-weight: 400;\">When employees contribute their best work, there are tangible business gains. Great Place To Work found that when employees experience belonging, they are three times more likely to look forward to work, three times more likely to say their workplace is fun, nine times as likely to believe people are treated equitably, and five times more likely to want to stick around. These outcomes lead to positive business drivers such as increased productivity and better retention rates.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">These results have serious monetary implications as well. In a study published in <\/span><a href=\"https:\/\/hbr.org\/2019\/12\/the-value-of-belonging-at-work\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Harvard Business Review<\/span><\/a><span style=\"font-weight: 400;\">, high belonging was linked to a 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days. Researchers calculated that for a 10,000-person company, this would result in annual savings of more than $52 million.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Several other studies have shown a correlation between belonging and beneficial business outcomes. <\/span><a href=\"https:\/\/www.ncbi.nlm.nih.gov\/pmc\/articles\/PMC8095671\/#R65\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Psychological research<\/span><\/a><span style=\"font-weight: 400;\"> has shown that a sense of belonging increases occupational success. And The American Immigration Council and Over Zero\u2019s recent \u201c<\/span><a href=\"https:\/\/www.americanimmigrationcouncil.org\/news\/new-report-%E2%80%9C-belonging-barometer-state-belonging-america%E2%80%9D\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Belonging Barometer<\/span><\/a><span style=\"font-weight: 400;\">,&#8221; found that belonging was tied to retention and greater willingness to recommend one\u2019s job.<\/span><\/p>\n<h2>Belonging as a Competitive Edge<\/h2>\n<p><span style=\"font-weight: 400;\">Fostering belonging doesn\u2019t only have internal benefits; it can impact the external image of a company as well. When an organization prioritizes belonging, it can leverage this asset to increase feelings of inclusion among clients and customers. When clients feel a connection to a brand, loyalty increases and market share expands.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">We can look to Walmart as an example. Walmart recently implemented <\/span><a href=\"https:\/\/corporate.walmart.com\/news\/2023\/11\/07\/small-changes-big-impact-sensory-friendly-hours-return\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">sensory-friendly hours<\/span><\/a><span style=\"font-weight: 400;\"> from 8 to 10 a.m. every day in all its stores across the U.S. and Puerto Rico. This makes it easier and more comfortable for folks with sensory-processing disorders and their families to shop. It invites them into the store in a way that makes them feel like they belong there. This move by Walmart is an investment in their customer experience and pays dividends when customer loyalty increases as a result.<\/span><\/p>\n<h2>How to Increase Belonging at Work<\/h2>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-10164 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/12\/iStock-1331470022-1024x681.jpg\" alt=\"Indian white collar male worker in wheelchair having cheerful discussion leading conversation with colleague in creative office workstation beside window\" width=\"1024\" height=\"681\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/12\/iStock-1331470022-1024x681.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/12\/iStock-1331470022-scaled-600x399.jpg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/12\/iStock-1331470022-300x200.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/12\/iStock-1331470022-768x511.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/12\/iStock-1331470022-1536x1022.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2023\/12\/iStock-1331470022-2048x1363.jpg 2048w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/681;\" \/><\/p>\n<p><span style=\"font-weight: 400;\">With all the aforementioned benefits of belonging, one might assume that leaders are prioritizing belonging as a strategic priority. However, the same Belonging Barometer found that 64 percent of Americans reported non-belonging in the workplace.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">At the end of the day, fostering belonging in the workplace means cultivating an environment where people bring their full selves to work, contribute their thoughts and opinions, and feel as though they are a part of a team. We\u2019ve identified eight key methods to help you advance belonging at your organization.\u00a0<\/span><\/p>\n<h3>1) Create psychological safety.<\/h3>\n<p><span style=\"font-weight: 400;\">Psychological safety is the feeling that you can share your honest input without fear of retaliation, criticism, or ridicule. In order to feel belonging, employees must feel like their voices are heard and considered. Without psychological safety, belonging is moot.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">\u201cYou can\u2019t do anything without psychological safety. I feel like it\u2019s the oxygen of a culture,\u201d says Sienna Lytle, CDE\u00ae, Senior Manager, Diversity, Inclusion, and Belonging at <\/span><a href=\"https:\/\/www.hubspot.com\/products\/get-started-f049?utm_id=377898638079&amp;utm_medium=paid&amp;utm_source=google&amp;utm_term=marketing_hubspot_EN&amp;utm_campaign=Marketing_MQLs_EN_NAM_NAM_Brand-HubSpot_e_c_campaignid804389993_agid43208773113_google&amp;utm_content=_&amp;hsa_ver=3&amp;hsa_net=adwords&amp;hsa_acc=2734776884&amp;hsa_kw=hubspot&amp;hsa_grp=43208773113&amp;hsa_mt=e&amp;hsa_cam=804389993&amp;hsa_ad=377898638079&amp;hsa_tgt=kwd-298569398281&amp;hsa_src=g&amp;gad_source=1&amp;gclid=CjwKCAiAq4KuBhA6EiwArMAw1GUVX3rLMKxMcrMFDzLomTGr8uL7mWtGGOslw6Uq7MJa7hEBfhEeLRoC7wYQAvD_BwE\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">HubSpot<\/span><\/a><span style=\"font-weight: 400;\">. \u201cIt\u2019s going to determine how employees show up and do their work. It is the temperature gauge for the outputs of business.\u201d<\/span><\/p>\n<h3>2) Build genuine relationships.<\/h3>\n<p><span style=\"font-weight: 400;\">Community plays a large role in belonging. Strive to form personal connections with employees and let them know that they are a valued part of the team. Employees want to know that they are seen as an individual and not just another cog in a machine.<\/span><\/p>\n<h3>3) Institute formal mentorship programs.<\/h3>\n<p><span style=\"font-weight: 400;\">Mentorship and sponsorship programs can be especially important in increasing feelings of belonging in culturally diverse and women employees. Historically underrepresented and marginalized individuals may sometimes feel like \u201cthe only\u201d or one of only a few of their identity group in the workplace. Pairing these employees with mentors can promote meaningful connections that make them feel like they belong.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">4) <\/span>Act as an ally.<\/h3>\n<p><span style=\"font-weight: 400;\">If you notice that someone is being excluded \u2013 whether intentional or not \u2013 take an action to make them feel included. For instance, if someone can\u2019t seem to get a word in during a meeting, take a moment to ask for their input. Or, if you notice someone was left out of a team lunch, be sure to invite them to tag along.\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">5) <\/span>Avoid favoritism.<\/h3>\n<p><span style=\"font-weight: 400;\">Favoritism can quickly erode company culture and make \u201cunfavored\u201d people feel as though they don\u2019t belong. Make sure that everyone is treated with respect and equity, so that all employees feel valued.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">6) <\/span>Involve employees in decision-making processes.<\/h3>\n<p><span style=\"font-weight: 400;\">When employees have a say in how the business operates, they have a larger stake in the success of the company. They gain a sense of ownership over outcomes and feel a real sense of purpose at work.<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">7) <\/span>Be transparent.<\/h3>\n<p><span style=\"font-weight: 400;\">Secret keeping or dishonesty can make people feel ostracized or \u201cout of the know.\u201d When individuals are aware of the information that shapes decisions and actions, they are better equipped to contribute meaningfully to discussions and collaborative efforts. As a result, they feel more involved and included.\u00a0<\/span><\/p>\n<h3><span style=\"font-weight: 400;\">8) <\/span>Prioritize onboarding.<\/h3>\n<p><span style=\"font-weight: 400;\">To get things off on the right foot, it\u2019s critical to make new employees feel welcome and included from day one. Having a robust onboarding process can help, ensuring that employees get to know their colleagues, understand their role, and feel empowered to contribute from the start.\u00a0<\/span><\/p>\n<h2>Why is Belonging Important to People?<\/h2>\n<p><img decoding=\"async\" class=\"aligncenter wp-image-11709 size-large lazyload\" data-src=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-1678144237-1024x636.jpg\" alt=\"Celebration, business meeting and high five of company staff with collaboration and teamwork Office, motivation and happy winner employees with planning and kpi growth success from team working\" width=\"1024\" height=\"636\" data-srcset=\"https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-1678144237-1024x636.jpg 1024w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-1678144237-600x373.jpg 600w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-1678144237-300x186.jpg 300w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-1678144237-768x477.jpg 768w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-1678144237-1536x954.jpg 1536w, https:\/\/thediversitymovement.com\/wp-content\/uploads\/2024\/02\/iStock-1678144237-2048x1271.jpg 2048w\" data-sizes=\"(max-width: 1024px) 100vw, 1024px\" src=\"data:image\/svg+xml;base64,PHN2ZyB3aWR0aD0iMSIgaGVpZ2h0PSIxIiB4bWxucz0iaHR0cDovL3d3dy53My5vcmcvMjAwMC9zdmciPjwvc3ZnPg==\" style=\"--smush-placeholder-width: 1024px; --smush-placeholder-aspect-ratio: 1024\/636;\" \/><\/p>\n<p><span style=\"font-weight: 400;\">There are several individual benefits of belonging as well. The Belonging Barometer found that in addition to workplace benefits, belonging also leads to better physical and mental health; increased life satisfaction; and decreased pain, stress, and loneliness. It also leads to better social cohesion, including community involvement.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">This aspect of social cohesion is especially interesting as it links back to the workplace. In the same study reported by <\/span><a href=\"https:\/\/hbr.org\/2019\/12\/the-value-of-belonging-at-work\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Harvard Business Review<\/span><\/a><span style=\"font-weight: 400;\">, researchers found that feeling excluded causes people to give less team effort. The direct impact on the workplace is that if an employee feels excluded, they likely aren\u2019t giving their all to the organization.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">The significance of belonging extends beyond personal fulfillment to play a crucial role in the success of organizations. Extensive research affirms that a sense of belonging profoundly influences mental, physical, and social well-being, making it a fundamental human need. In the professional context, companies that prioritize belonging experience tangible benefits, including heightened productivity, improved retention rates, and positive financial outcomes. Despite these advantages, a concerning 64% of Americans report feeling a lack of belonging at work.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Addressing this challenge requires strategic measures from leaders. By creating an environment where individuals feel valued, heard, and connected, businesses not only contribute to employee well-being but also unleash the full potential of their workforce. Belonging is not merely a nicety but a strategic imperative for organizations aiming to thrive and individuals seeking fulfillment in the workplace.<\/span><\/p>\n<p><strong>Creating an environment of belonging is just one indication of an inclusive leader. To assess your leadership team\u2019s overall effectiveness, check out <a href=\"https:\/\/thediversitymovement.com\/leaderview\/\">TDM Leaderview\u2122<\/a>. TDM LeaderView examines team strengths and gaps across seven core competencies. Identifying these areas enables teams to become tightly integrated and high-performing. With personalized learning journeys backed by our award-winning content and a visual dashboard to track progress, LeaderView provides tools and insights to establish culturally competent teams at scale.<\/strong><\/p>\n<p>&nbsp;<\/p>\n<p><a href=\"https:\/\/thediversitymovement.com\/team\/kaela-sosa\/\" target=\"_blank\" rel=\"noopener\"><b><i>Kaela Sosa<\/i><\/b><\/a><i><span style=\"font-weight: 400;\"> is co-founder and Manager, Curriculum and Programming at The Diversity Movement. Her expertise includes psychology, gender identity and sexual orientation and racial identities. Kaela has written and spoken about a range of topics: active allyship, the inclusive talent lifecycle, disability etiquette, LGBTQ+ inclusion and inclusive language. At The Diversity Movement, she leads the development and execution of learning programs, including digital learning, online courses, certificate programs and certification opportunities. Connect with or follow <\/span><\/i><a href=\"https:\/\/www.linkedin.com\/in\/kaela-sosa\/\" target=\"_blank\" rel=\"noopener\"><i><span style=\"font-weight: 400;\">Kaela<\/span><\/i><\/a><i><span style=\"font-weight: 400;\"> on Linkedin to learn more.<\/span><\/i><\/p>\n","protected":false},"excerpt":{"rendered":"<p>Belonging isn\u2019t hard to understand. Most of us have felt that connection with friends or family. 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