To better understand this basic need to belong — a key missing ingredient in the D&I conversation — BetterUp conducted research to investigate the role of belonging at work and the outsized consequences of its absence. The benefits of creating a sense of belonging at work, for ourselves and others, extends well beyond diversity and inclusion. And, as we know, greater engagement drives better individual and organizational success. It’s also a smart business strategy. While inclusivity is the implementation of specific action items to engage diversity, the emotional life and longevity of your organization depends on balancing results with a strong sense of belonging. Belonging is the feeling of security and support when there is a sense of acceptance, inclusion, and identity for a member of a certain group. Most organizations actively pursue diverse representation in their workplace, but this won’t necessarily ensure that all employees feel included. You’re signed up to receive the latest from Lead with Indeed. It’s the humane, human, and smart thing to do. For team leaders and colleagues who want to help others feel included, our research suggests that serving as a fair-minded ally — someone who treats everyone equally — can offer protection to buffer the exclusionary behavior of others. 45% of respondents believe that diversity is best represented at their place of work, second only to home (62%). They want to … Belonging at work is a feeling of community with the people and environments that make us feel connected. I feel comfortable coming forward with concerns or complaints, without the fear of retaliation. Have you ever wondered if your sense of belonging has an impact on your behaviors at work? In your next employee survey, consider asking belonging-related questions that can help you measure and make improvements. In fact, 56 percent of respondents in the EY report stated that feeling trusted and respected creates the greatest sense of belonging in the workplace. Knowing all the songs goes beyond simply being invited to the party; you feel like you belong there. Inclusion in the workplace is about the actions and behaviors we take to create a culture in which employees feel valued, trusted and authentic. Importantly, the ally only threw the ball to the participant as much as anyone else did; that is, the ally offered equal (not special) treatment. sense of belongingness, a key driver of human behavior. Creating a sense of belonging — an employee’s perception of acceptance within a given group — provides HR leaders with a good opportunity to reinvigorate their inclusion approach and goals. Our research demonstrates clear, actionable paths forward to help resolve the epidemic of workplace exclusion. After this, participants completed a simple task where they could earn money either for themselves or for their entire team. Having a sense of belonging is a basic human need like food, water and shelter. These strategies would help workers not only navigate tricky workplace dynamics,but also drive their own version of change, especially when the system isn’t working for everyone. You can ask questions and raise issues without fear. The longer participants persisted in the task, the more money they earned. Key finding 1: Diversity and belonging are workplace expectations. Much like ERGs, which represent underrepresented minorities, a company’s affinity groups — for employees who practice yoga, ride motorcycles, love dogs or cats, you name it — are another important way to create connections and belonging. They can also share stories about how they have coped with similar challenges and see what suggestions teammates have for improving the situation. Experiments show that individuals coping with left-out feelings can prevent them by gaining perspective from others, mentoring those in a similar condition, and thinking of strategies for improving the situation. And for 45 or 50 hours every week, I feel isolated.”. One thing we learned: Transition moments, like an employee’s first day on the job, are particularly anxiety-inducing—which makes them great opportunities to create a sense of belonging. Initially, workers were assigned to a team with two other “participants” (bots programmed to act like teammates), using a collaborative virtual ball-toss game. More stories from Lead with Indeed to spark your interest. Teams with diverse members with different work styles, problem-solving techniques, life experiences, backgrounds, perspectives and skill sets are more likely to be innovative. For team leaders and colleagues who want to help others feel included, serving as a fair-minded ally — someone who treats everyone equally — can offer protection to buffer the exclusionary behavior of others. Exclusion is damaging because it actually hurts: the sensation is akin to physical pain. Businesses often employ dress codes to ensure a uniform presentation of company values. As organizations become places of shared community, workers are craving a sense of belonging and celebration of life events at work. These findings beg the question: Can exclusion be fixed? How do we create a workplace of belonging? While you’re here, don’t forget to browse hundreds of articles by topic — from talent attraction to employee experience, diversity & inclusion, leadership and more! Diversity is about hiring in such a way that your organization reflects the global communities in which we operate. A sense of belonging encourages greater productivity, lower sickness and absence rates and higher staff retention. Recognize employees for their unique efforts and accomplishments. Psychological safety is what makes us feel we belong. And yet, 40% of people say that they feel isolated at work, and the result has been lower organizational commitment and engagement. In order for people to feel like they belong, the environment (in this case the workplace) … Leaders successfully foster trust and respect by maintaining a balance of: Diversity is about hiring in such a way that your organization reflects the global communities in which we operate. 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