In today’s rapidly evolving work environment, Diversity, Equity, Inclusion and Belonging (DEIB) have become critical components for organizational success and employee engagement. A recent Gallup poll estimates that 59% of employees are “quiet quitting” – not engaged and putting in the minimal amount of work. Gallup estimates that this lack of engagement costs the global economy US$8.8 trillion. As well, 44% of employees says they’ve experienced high stress the previous day, a continuation of elevated stress trends beginning a decade ago. Engagement affects employee stress 3.8 times more than work location.
Part of what’s missing for employees who are not engaged is a company commitment to DEIB. Seventy-one percent of employees polled in companies with over 2500 employees stated they want to work for a company that values DEIB in the workplace.
Embracing DEIB is not merely about meeting legal requirements but about fostering an environment where every individual can thrive. While 9 out of 10 who were polled say their company has DEIB policies and programs, most question their commitment. So “ticking the box” for DEI isn’t fooling employees! Two-thirds stated they would benefit from a true commitment to DEIB.
A sense of belonging, of being heard and valued is universally associated with better employee engagement. Gallup estimated that employees who feel they belong are 3.5 times more likely to be engaged. [Harvard Business Review](https://thediversitymovement.com/what-is-workplace-belonging-why-is-it-important/#:~:text=In a study published in Harvard Business,annual savings of more than $52 million.) noted that a high sense of belonging can lead to a 50% increase in job performance and 50% reduction in turnover risk. The accounting firm Deloitte found that 47% of employees actively looking for new positions cited corporate culture as the reason.
The Impact of Belonging on Employee Engagement
A strong sense of belonging significantly boosts motivation and productivity. When employees feel connected and valued at work, their emotional investment in their work increases, making them more likely to go above and beyond.
Belonging strengthens relationships among colleagues, leading to improved collaboration and teamwork. Employees who feel connected are more likely to support each other and work together effectively, achieving collective goals and driving innovation. Inclusive companies are 1.7 times more likely to be innovation leaders in their markets.
Additionally, a sense of belonging fosters a psychologically safe environment where creativity and innovation thrive. Employees who feel safe to share ideas and take risks contribute more effectively to the organization’s success. This culture of openness and support leads to greater creativity, helping organizations stay competitive and adapt to changing market conditions.
Eight Key Methods to Foster Belonging
- Create Psychological Safety:
Psychological safety allows employees to share honest input without fear of retaliation or ridicule. Sienna Lytle, CDE®, from HubSpot, describes it as “the oxygen of a culture,” essential for determining how employees show up and perform their work.
2. Build Genuine Relationships:
Form personal connections with employees to make them feel valued and part of the team. Employees want to be seen as individuals, not just cogs in a machine.
3. Institute Formal Mentorship Programs:
Mentorship can significantly increase feelings of belonging, especially for culturally diverse and women employees. Pairing these employees with mentors promotes meaningful connections.
4. Act as an Ally:
Take action to include those who are being excluded. For example, invite someone who was left out of a team lunch or ask for input from someone who can’t get a word in during a meeting.
5. Avoid Favoritism:
Treat everyone with respect and equity. Favoritism can erode company culture and make others feel excluded.
6. Involve Employees in Decision-Making Processes:
When employees have a say in how the business operates, they feel a sense of ownership and purpose at work.
7. Be Transparent:
Transparency builds trust and inclusion. Keep employees informed about decisions and actions affecting the organization.
8. Prioritize Onboarding:
A robust onboarding process helps new employees feel welcome and included from day one, empowering them to contribute effectively.
The Broader Importance of Belonging
The Belonging Barometer also found that belonging leads to better physical and mental health, increased life satisfaction, and decreased pain, stress, and loneliness. Social cohesion improves with a strong sense of belonging, linking back to the workplace. Harvard Business Review reports that feeling excluded causes employees to contribute less effort, directly impacting organizational performance.
Conclusion
A sense of belonging is a crucial driver of employee engagement and organizational success. Despite the evident benefits, a concerning 64% of Americans feel 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.
