Create a culture of belonging

Philip Brophy
Mar 27
3 min read

Learning from differences • 3 min read

#PsychFact

The 2021 Global Human Capital Trends survey revealed that 79 percent of organisations cited a sense of belonging as very important to their overall success, with a 50 percent reduction in turnover risk, and a 75 percent decrease in employee sick days.

Notably, it was also revealed that even one incidence of “micro-exclusion” can lead to a significant downturn in an employee’s performance.

Introduction

We all work with people who are different from us, whether this means coming from diverse backgrounds to holding varying world views or opinions.

This week, we’ll look at how we can foster a better sense of belonging using the power of diverse thinking. This will ensure healthier working relationships — increasing personal fulfilment and workplace productivity.

Facilitating comfort in practice

In a more and more polarised world, research shows that we increasingly turn to the workplace to find a sense of solidarity. This is why it’s essential that we create a culture of belonging across teams — opening up platforms that facilitate conversations to address individual needs and highlight common interests.

Sure, it’s never a sure-fire win, especially when many of us are divided by varying underlying opinions and unconscious biases — we can gravitate towards those who have similar backgrounds to our own.

However, we can create workplaces that are inclusive and engaging by making workers feel:

1. comfortable at work;

2. connected to co-workers and teams;

3. that they’re contributing in a meaningful way.

Inclusion and engagement

When co-workers feel comfortable at work, they’ll feel more equipped and supported to get their work done. We can create comfortable environments by:

Providing feedback

To do this, we need to create psychologically safe environments where team members feel safe in coming forward with feedback.

Even if it hurts, it’s fine, we don’t have to agree with it. We just have to listen, acknowledge it and consider what’s been said to us, asking how we can support team members’ needs further. This will help us appear as more approachable to even those who are different from us.

Harnessing self-awareness

This means taking stock of ALL your working relationships. Ask yourself; “Have I really built genuine relationships with all of my team members, even the ones who I might like a little less or have less in common with?”

Ensuring equity

Whether it comes down to pay, working relationships, language barriers, or cultural differences that could lead to misunderstandings, it’s up to leaders to make sure that fair structures are always present across teams to guarantee comfort at all levels.

Key takeaways

As leaders, we have a great responsibility for ensuring a sense of belonging, no matter how different our peers are to us on an individual level.
Promoting respect and fairness is fundamental to the sense of inclusiveness in any team. This will, in turn, increase levels of welfare, where team members feel part of a meaningful structure.
Comfort is key to feeling a sense of belonging. This means being treated fairly by all. We can do this by ensuring equitable structures are in place, e.g., in our hiring processes and facilitating platforms for more regular one-to-one check-ins.

Think big, act small

Have you questioned your relationships with your team members?

Do you really know each and every one of them — their needs, aspirations, or unique skills?

How about taking a step back to observe how comfortable others seem within the team and the extent to which every team member fits in.

Content sources

Deloitte Insights, 2020, Schwartz, J., Mallon, D., ‘Belonging: From comfort to connection to contribution’
Harvard Business Review, 2021, Kennedy, J.T. et al., ‘What Does It Take to Build a Culture of Belonging?’
Inc., Roberts, D., ‘How to Create a Culture of Belonging in Your Organization’
Forbes, 2021, Baumgartner, N., ‘What It Takes To Create A Culture Of Belonging In’
Forbes, 2022, Sweeney, D., ‘How Any Business Can Create A Culture Of Belonging In The Workplace’