The Importance of Building a Sense of Belonging in the Workplace
Many employees are feeling lost with frequent changes in priorities, heavy work loads, and ongoing discussions about the role of diversity and inclusion in the workplace. In such an environment, it is more important than ever to build a sense of belonging and inclusion among your workforce. When employees feel like they belong, they report a 56% increase in job performance, a 50% drop in turnover risk, and a 75% reduction in sick days. When programs that help build inclusion are stripped away, an unintended byproduct can mean some employees feel less included, which can harm productivity – and the company’s bottom line.
The Importance of Inclusion and Belonging
Contrary to popular belief, there is a difference between inclusion and belonging. Inclusion ensures that companies have a broader pool of talent, making more people feel represented. Belonging emphasizes the need to cultivate a culture that not only embraces differences – but also expects to be positively shaped by those differences. Building a sense of belonging requires organizations to challenge traditional norms, promote open dialogue, and dismantle barriers. By focusing on belonging, it should allow each employee to feel valued, safe, supported, and able to show up as their authentic selves.
When employees consistently feel included and certain that they belong at work, they are more willing to take risks and more comfortable asking for (and giving) help. Having a strong sense of inclusion and belonging in the workplace also encourages more innovation in the organization. Additionally, belonging is linked to increased persistence through challenges, bouncing back after failure, a decreased likelihood of being thrown off by organizational shifts, and reduced employee turnover. The outcomes that a sense of belonging drives should be a case for why we need essential inclusion-building programs to stick around.
The Unintended Byproducts of Removing Inclusive Programs
81% of US workers are worried about losing their jobs in 2025. In such an uncertain time for workers, threatening their sense of belonging in the workplace is harmful. And this isn’t the first time inclusion-building programs have been hit – in 2023 when economic uncertainty was on the rise, these programs were the first to be cut. “At a rate of about 49%, employees of color were more likely to report feeling undervalued. Similarly, about 48% of women reported feeling undervalued at work,” as reported by HR Dive.
While research has yet to prove what impact removing inclusive programs in 2025 will have, it’s safe to say that our employees are worried about job safety and are feeling undervalued. We have to continue to invest in programs that build a sense of belonging.
Reinforcing Inclusion and Belonging
To reinforce inclusion and belonging, companies should proactively set the tone for leaders to have candid conversations about inclusion. Leaders need to be armed with resources and information about inclusion, but it’s also essential that employees know what inclusion means to their company.
Wondering how you can clearly show your team that inclusion and belonging matter? reacHIRE’s Leadership Development Program offers a cohort-based model that allows people to connect with one another. Having a space where under-tapped talent can meet and discuss career challenges, opportunities, etc. is beneficial to letting employees feel like they belong. We aren’t meant to work alone.
We want our teams to bring their authentic selves to work, to bring forth new ideas to help spur innovation, and to actively participate in projects and advocate for excellence. All of this is much less likely to happen if our employees do not feel a strong sense of belonging at our companies. The current environment, full of increased uncertainty about workplace norms, is not a time to roll back efforts to build belonging; it is a time to double down. A more motivated workforce and increased productivity – will be the payoff.