Why Inclusion belongs at Work

As we move further into the back half of the year and spend more time measuring our performance against our forecast, our engagement rates and turn-over metrics continue to take shape and tell a story for the year that is – one vitally important aspect remains truer today than ever – employees who feel a true sense of belonging in their organization continue to perform at a consistently higher rate than those who don’t.

Belonging is fluid. It’s bigger and more immense than a representation of any single moment in time. It evolves, it ebbs and flows, and may take on distinctive forms and facets as the day’s events unfold. Because belonging is not a “one and done” occurrence, it takes real intention on the part of leaders to ensure organizations are fostering a consistent environment where people are invited every day to be their whole selves and do their best work. When we’re at our best we’re able to contribute in real and meaningful ways, engage fully, leverage the various dimensions of our diversity and be on the receiving end of appreciation and gratitude for our efforts, unique perspectives, and insights.

Today, many organizations work hard to establish differentiators and strive to be known as top employers and employers of choice in their respective fields, and they hope to gain a strategic advantage in bringing in top talent – the best and the brightest. But what happens after the recruitment and onboarding phases? Organizations need a very clear and deliberate action plan around how they set their staff up for success. Leaders who role model inclusivity in action, who repeatedly frame inclusion and belonging in a positive light and who place a high value on the well-being of their people, have a much higher success rate when it comes to tapping into the enthusiasm, creativity, inspiration, and motivation of their teams.

Highly engaged and productive employees are loyal employees who go the extra mile for each other and for the clients they serve. 

They like where they work, they feel like they’re part of something bigger, they align with the overall vision, and it resonates with them, and they can often point back to a culture that promotes and fosters authenticity along with diversity in thought, experience, perspective, and background.  

Those who know and who believe they’re valued and respected for the people they are, along with the contributions they make, who feel supported by their teams in various facets of life often talk about their workplace in comparison to that of a family. One who may not always agree or see eye-to-eye on every situation, but one who is always there for each other and who offers their unwavering support, their encouragement, and their hand whenever it’s needed.

When inclusivity becomes a regular part of daily life within an organization, people are offered an environment in which to be the best versions of themselves to provide their best work and engage at their fullest – and what they feel is a sense of belonging. Belonging is a fundamental element that’s necessary for the long-term success and growth of any Enterprise as well as for the people within its construct.

Belonging is fluid. It’s bigger and more immense than a representation of any single moment in time.”

Inclusive thoughts, behaviors and habits must be fostered at all levels of an organization and need to be a way of life for everyone involved, rather than isolated moments in time – think of them more as the journey rather than any single destination. The journey may morph or evolve over time, and the landscape may take on different characteristics as the miles pass by - but when the people along for the ride are all in, when they know, feel and believe they are where they belong – they’re unstoppable, and great things lie ahead.