Why a Sense of Belonging Matters at Work
Plus, tips to help you create a truly inclusive company culture.
We live and work in a diverse world. In the course of our careers, we encounter people who are different from us — people of different races, cultures, belief systems, genders, sexual orientations, abilities, and more. But no matter how we identify, we’re all human beings. We all have dignity. We all have the right to pursue our dreams and have equal access to opportunities. And we all want to be treated with respect, to be accepted for who we are, and feel a sense of belonging. We want to work together, learn from each other, and find joy in each other’s company. Our differences should be celebrated. That’s what drives our growth, both individually and collectively. So when people don’t feel a sense of belonging at work, it takes a toll, both on employees and on the organization. Here’s why that matters so deeply:
The human toll
Studies show that encountering discrimination at work is associated with many physical and mental health effects: high stress levels, poor cognitive function, anxiety, depression, and substance abuse. Research shows 44% of Black Americans report feeling like outsiders at work, and 35% of Asian-Americans say they compromise their authenticity to conform to their company’s culture. And when we experience social distress like isolation or discrimination, the genes that activate our body’s immune response to physical threats become more active. Our brains effectively create a threat defense system. This process is exhausting — physically, emotionally, and cognitively.
The organizational toll
Since the Great Resignation began, record numbers of people have been quitting their jobs. Many employers thought people were quitting due to poor compensation, work-life balance, and physical and emotional health. But research has shown the true reasons why people are quitting: They don’t feel valued by their organization, they don’t feel valued by their manager, and they don’t feel a sense of belonging at work. And non-white and multiracial employees were even more likely than their white counterparts to say they had left because they didn’t feel they belonged at their companies. Over the past five years alone, the rate of employee turnover due to racial inequity at work has cost US organizations up to $172 billion.
Plus, these values are shaping the job search. For instance, 74% of Millennials believe their organization is more innovative when it has a culture of inclusion. And young people are significantly more likely than older generations to consider the diversity and inclusiveness of a workplace to be important criteria in their job search.
The takeaway
We all want our companies to succeed. But even more than that, we want and need to feel a daily sense of belonging. We want to work for a company that we can feel proud of, that aligns with our values. Building a truly inclusive culture comes down to feeling valued and respected, having meaningful relationships with colleagues and managers, and being empowered to influence the organization’s culture.