While everyone is aware of substantial D&I benefits and their correlation to higher client engagement, business outcome, or positive company culture, one amongst several key elements which truly decide an organization’s success is the ‘sense of belonging.’

Diversity and inclusion have gone from aisle discussions to a board-level strategic objective and this shift has further accelerated in the current global socio-political environment. According to Mckinsey’s latest report “Diversity Wins”, not only the business case remains robust due to D&I, but it also strengthens the relationship between diversity on executive teams and the likelihood of financial outperformance over time.

Businesses have acknowledged both the value and the need for focusing on Diversity & Inclusion (D&I. In the technology-driven world, organizations that intend to lead the disruptions caused by changing consumer behavior are required to be ahead of the curve. A diverse workplace has the potential to mitigate risk arising from an evolving market landscape and enhance effectiveness to deliver the desired result through the creation of an agile, high-performance, and positive work culture. 

The second factor is how we see the workplace as a reflection of a society that we perceive and build. Is it about a community that offers equality of opportunity which overrides differences of race, gender, capabilities, generation & geography, or is it about a society that respects people with divergent views and backgrounds? We want to see the same environment in our workplaces which is only feasible if an organisation includes D&I within its top priorities.

According to a study of Harvard Business Review, around 40% of people feel isolated at work which results in lower engagement and commitment. Better Up, behavioral research organizations conducted researches to explore the role of belonging at work and showcase the consequences of its absence. The report titled “The value of belonging at work”, concluded that ‘Belongingness’ creates a positive impact on business resulting in an increase in job performance by 56% at one end and a drop in turnover risk and sick days by 50% & 75% respectively on the other, generating an annual savings of more than the US $ 52 Mn. The study also indicates a substantial upswing in employer net promoter score up to about 167 %.

While everyone is aware of substantial D&I benefits and their correlation to higher client engagement, business outcome, or positive company culture, one amongst several key elements which truly decide an organization’s success is the ‘sense of belonging.’

Belongingness is a desire to feel belonged to something. Belonging is a fundamental need of humans - as important as air to life. The need for social belonging is hardwired into our DNA. As humans, we are all social beings and have the urge to be connected to our community. We feel accepted and can bring our whole self that there is a community behind us.

Regarding an organisation, Diversity is about driving the numbers in various aspects, inclusion is about policies, processes and enabling infrastructure to make them feel part of the larger ecosystem. In our society, we talk a lot about respect, community, and connectedness. Belonging exists at an intersection of all three, without which we will fail to thrive.

Some steps which organizations can consider exploring towards creating a sense of belonging:

1. One on one is powerful 

2. Create an open & caring environment

3. Create a sense of community & grow them

4. Setting expectations /process for dialogue

5. Gaining various viewpoints and empowerment of members

Leaders can emphasize more on to create Sliding Door Moments, i.e. Dr. Gottman mentioned sliding door moments are opportunities in life where the decisions we make alter the outcome and we make a series of such decision that can shape the experience of other people whom we encounter, where Intention is the key. It could be as simple as helping a new member who is struggling, attempt to understand a team member's perspective than interpreting their behavior differently, maybe an opportunity to connect with someone who is alone at the lunch table.

Managers should look for opportunities to understand various perspectives and rationale before making decisions and empower teams to make decisions that give them confidence and a sense of belief from leadership.

We hope with this every member can create more sliding door moments and restructure their team experience to make it more inclusive and enjoyable. Organizations can celebrate diversity and create an environment where everyone is heard, appreciated, and recognized for their uniqueness.

(This article includes the inputs from Deepti Moolya, Happiest Minds Technologies)