We all want to feel as though we belong, whether that is in our personal lives or in our day to day working lives. I remember watching a British comedy ‘The Office’ back in the '90s and one of the things that never left my mind from that series was when one of the employees stated that we spend more of our time with the people we work with than our own families or anyone else. To a large extent, that is true depending on what job you are doing but generally speaking, many of us spend a lot of time in our workplaces. This is why it is so important that organizations develop and foster a culture of ‘belonging’ that builds upon the foundations of diversity & inclusion. This starts at the top in the C-suite, where senior leaders need to adopt practices and implement changes that will make way for a diversity of ideas, cultural diversity and driving diversity with promotions & hiring.
There are so many reasons why creating a culture based on ‘belonging’ can bring rapid & vital benefits to organizations. Communication channels are open & transparent, leaders, employees are more representative of the world we live in and there is a general understanding in addition to an educating aspect of promoting fairer systems & practices. In return, employees are less likely to leave and will remain loyal to these organizations.
A sense of belonging is fundamental to all of us, and this really is key to the driving force in obtaining successful organizational outcomes. When we feel like we belong we feel empowered and driven, it’s time for organizations to make this a priority on their agenda.
A recent LinkedIn study found that 47% of professionals value working at a company where they can be themselves.