Four Essentials to Create Belonging

Apr 8

The desire to belong is a human need that impacts individuals in crucial ways. We find ourselves craving a sense of belonging within our family, community, and friends. Failure to belong and feel valued in such spaces can, in turn, lead to decreased self-esteem, low morale, and resentment.

So why is this important for the workplace?

We pour hours into our jobs each week and should feel seen and valued in our organizations where we dedicate so much time. A recent study found that workplace belonging attributed to a 56% increase in job performance and decreased the turnover risk by 50%. With the growing diversity of the workforce, organizations must lay the groundwork to ensure they have a strong sense of belonging to retain this changing talent.

Here are four ways you can create a culture of belonging in your workplace that honors the diversity of your staff.

Consider Diverse Perspectives

The next time you're in a meeting, look around the room and ask these few questions.

Do the present individuals represent the diversity of the organization?
Can these individuals speak of the impact their decisions will have on all staff members?
Have these individuals proven to be advocates for minoritized voices?

If you answered "no" to any of these questions, you should invite staff who can speak from various perspectives. Providing a seat at the table, and being intentional in hearing varying views, shows that you acknowledge the value and diversity that staff bring to the organization.

Create Accessible Spaces

The Americans with Disabilities Act (ADA) provides thorough guidance to ensure organizations meet accessibility needs. As you ensure your organization is meeting these requirements, consider some additional ways you can create a more accessible place of work. Some ideas could be flexible working schedules for parents, closed-captioning during video meetings, and inclusive language in job descriptions.

Acknowledge Staff Well-being

You cannot pour from an empty cup, and nor can your staff. In most recent years, "burnout" is a word that has permeated the workforce, especially as COVID-19 has shifted the labor market. We are now faced with the Great Resignation as employees leave their jobs for healthier work environments.

With this in mind, it is vital to prioritize the well-being of your staff to reduce turnover. Consider conducting regular check-ins with your team to ask about their health and job satisfaction instead of program deliverables. In addition, use the feedback from these check-ins to improve the culture of the work environment.

Continue the Work

All too often, organizations promote DEI programming and awareness during a month of acknowledgment or as a response to public outcry. Though they may do this with good intentions, their actions may be short-lived, which can be perceived as performative. Below are some ways you can continue the work to strengthen the impact:

Cultivate a culture of continuous learning
Amplify minoritized voices
Create Employee Resource Groups
Be an ally

Additionally, as you are inviting diverse perspectives, creating accessible spaces, and acknowledging staff well-being, do so with the intention of embedding these actions into everyday practice. By doing this, you will be taking steps towards creating a culture of belonging within your organization.

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