How to cultivate a culture of belonging in the workplace

A culture of belonging inspires employees to be more engaged, motivated, and eager to share their best ideas and efforts. However, building it goes beyond surface-level actions or one-time programs—it requires real efforts, caring leadership, and a commitment to making genuine connections. 

Developing this culture involves actively listening, providing fair opportunities, and consistently working to make inclusion a part of everyday life. It’s about creating an environment where every employee feels valued, not just for their work but for who they are as individuals. 

What is a culture of belonging?

A culture of belonging is the shared belief within a workplace that every individual matters, their contributions are valued, and their unique identities are respected. 

Employees feel secure enough to be themselves and are encouraged to fully engage and collaborate without fear of exclusion or judgment. A culture of belonging drives deeper connections, stronger teamwork, and a sense of unity across the organization.

Belonging is often mistaken for diversity and inclusion; while these terms are related, they each represent different ideas:

• Diversity means having a variety of different people in a group. In the workplace, this includes characteristics like race, gender, age, ethnicity, sexual orientation, disability, and more. It’s about who is part of the workforce and the range of perspectives they offer.
• Inclusion creates an environment where everyone feels respected, accepted, and valued. It ensures that people from diverse backgrounds have equal opportunities to fully participate in the organization. Inclusion involves practices that use diversity to build a fair and harmonious workplace.
• Belonging goes a step further by making sure individuals feel a genuine sense of connection and acceptance within the organization. It’s about employees feeling they are an important part of the company, that their contributions matter, and that they can be themselves at work. Belonging is the emotional result of inclusion efforts.

In summary:

• Diversity is the “what”—it focuses on the different traits and perspectives people bring to the workplace.
• Inclusion is the “how”—it’s about creating practices and behaviours that make everyone feel welcome and included.
• Belonging is the “why”—it’s the employee sentiment or an emotional result when diversity and inclusion are done right, and people feel connected and accepted.

Together, they create a workplace culture where employees are engaged, motivated, and committed to the organization’s success.

Importance of a culture of belonging in the workplace

A culture of belonging transforms the workplace into a thriving surrounding where employees are motivated, innovative, and loyal. 

Let’s take a look at how belonging drives positive outcomes:

Enhanced employee engagement

Employees who feel they belong develop a strong emotional connection to their work and the organization. Belonging increases employee engagement; it gives employees the confidence to share their ideas, knowing they are valued and respected. This connection cultivates motivation to go above and beyond.

A BetterUp study found that employees with a strong sense of belonging had a 75% reduction in sick days and were 50% less likely to leave the organization. 

At LinkedIn, inclusion programs like their “InDay” initiative—where employees engage in personal and professional growth activities—help promote belonging, increasing engagement and collaboration across teams.

Increased employee satisfaction and morale

A culture of belonging helps employees feel valued for their unique skills and perspectives. This validation increases employee satisfaction, as workers feel secure and supported in their roles. Morale improves as individuals know their contributions have meaning and impact.

Employees who feel like they belong are 3x more likely to look forward to going to work and 5x more likely to want to stay at their jobs for a long time.

Salesforce’s “Ohana” culture emphasizes community and shared purpose. Employees report feeling supported in their personal and professional lives and feel their work directly contributes to the company’s success. This satisfaction contributes to Salesforce consistently ranking as one of the best places to work.

Boosted innovation and creativity

A Deloitte study found that organizations with inclusive cultures were 1.7 times more likely to be innovation leaders in their respective markets.

Belonging creates a psychologically safe environment where employees feel empowered to take risks and share bold ideas without fear of judgment. Diverse perspectives within such a culture lead to innovative problem-solving and creativity.

At IBM, a focus on inclusion and belonging has empowered employees to challenge norms and innovate. Their inclusive culture fostered projects like Watson AI and advanced data analytics, driving the company to the forefront of tech innovation.

Overall organizational success

When belonging permeates the workplace, it leads to better teamwork, communication, and alignment with company goals. Employees who feel they are integral to the organization’s mission work harder to achieve collective success.

At Microsoft, initiatives to improve belonging, such as internal mentoring programs for underrepresented groups, have driven measurable success. These efforts increased employee satisfaction and productivity in key departments.

According to Deloitte, companies with inclusive workplace cultures are twice as likely to meet or exceed financial targets and six times more likely to be innovative and agile.

Improved retention rates

Belonging fosters loyalty and improves retention rates by addressing one of the primary reasons employees leave: lack of connection. Employees who feel included and supported are more likely to stay long-term. This reduces recruitment and training costs while building a strong organizational culture. 

A BetterUp study revealed that belonging can result in a 50% reduction in employee turnover, saving organizations millions annually in rehiring costs.

SAS Institute, known for its belonging-focused culture, offers employees extensive support, including on-site childcare and wellness programs. As a result, their annual employee turnover remains remarkably low at just 4%, compared to the tech industry average of 15%.

How to cultivate a culture of belonging in the workplace?

Creating a culture of belonging takes ongoing effort, but the benefits are significant. By focusing on inclusive leadership, open communication, regular feedback, and thoughtful programs, companies can create a positive employee experience where engagement increases and innovation flourishes.

1. Encourage inclusive leadership

Leaders have a huge impact on the workplace environment. When they practice inclusion, it helps all employees feel respected and valued, no matter their background or position. Inclusive leaders also promote teamwork and trust, setting the stage for a workplace culture where everyone feels they belong.

Practical steps:

• Provide training to help leaders recognize and challenge their own biases.
• Urge leaders to interact with diverse teams and seek input from all employees.
• Encourage leaders to acknowledge and celebrate diverse achievements.
• Train leaders to identify and address microaggressions or exclusive behaviours in the workplace.

At Accenture, diversity and belonging are key to their success. The company hires and supports people from different backgrounds and experiences, using their unique perspectives to spark innovation. Leaders are responsible for making sure everyone feels they belong and can reach their full potential.

2. Establish employee resource groups (ERGs)

ERGs offer a space for underrepresented groups to connect, share experiences, and support each other. They also show the organization’s commitment to diversity, helping employees feel a sense of community and belonging.

Practical steps:

• Set up ERGs for specific groups like women, veterans, or LGBTQ+ employees.
• Provide resources and funding for these groups to host events and initiatives.
• Use ERGs to provide mentorship programs, leadership training, and networking events, helping members grow within the company.

Google supports inclusion and belonging through 17 ERGs, with over 40,000 employees in 250 chapters worldwide. These groups, like Women@Google and the Black Googler Network, allow employees to connect, share experiences, and support important causes. ERGs also offer mentorship programs and leadership opportunities, helping employees feel valued and included. Google’s efforts show their commitment to building a workplace where everyone feels like they belong.

3. Promote open communication and transparency

Clear communication builds trust and helps employees align with company goals. Being transparent about policies, challenges, and successes makes employees feel like an important part of the organization.

Practical steps:

• Hold town hall meetings or company-wide sessions to discuss performance and new initiatives.
• Create platforms where employees can ask questions and share their thoughts.
• Implement tools like anonymous or confidential surveys to encourage honest feedback without fear of judgment.
• Schedule regular one-on-one meetings between managers and employees to discuss goals, concerns, and ideas in a safe space.

At Buffer, transparency is a key value. The company shares everything from salaries to revenue data with its employees. This openness has built a culture of trust, leading to high morale and employee loyalty.

4. Prioritize regular feedback and surveys

Frequent feedback helps employees feel heard, and surveys can highlight areas for improvement. Employees who see that their input leads to changes feel valued and more connected to the company’s mission.

Practical steps:

• Use tools like Heartcount to conduct real-time surveys about employee feelings. It offers tools to track employee satisfaction and well-being. With real-time analytics and anonymous surveys, it helps companies respond effectively to employee needs.
• Implement 360-degree feedback to get the full picture.
• Develop a process for reviewing survey results and implementing changes. 
• Share updates with employees to show how their feedback has driven improvements.

Vega IT, a software development company, used HeartCount, a real-time employee engagement tool, to address challenges with rising employee turnover. By tracking eight key areas of satisfaction weekly, such as well-being and job satisfaction, they could identify and resolve issues quickly. This approach reduced turnover by 7% over four years, strengthened their company culture, and helped them achieve consistent profit growth of over 30% annually. 

5. Recognize employee contributions and milestones

Acknowledging employees boosts morale and reinforces their sense of belonging by showing that their efforts are noticed and appreciated. Celebrations also create positive shared experiences, strengthening team connections.

Practical steps:

• Set up recognition programs, like peer-nominated awards.
• Celebrate team successes and individual milestones, such as work anniversaries.
• Share employee successes in company newsletters, social media, or team meetings.

Zappos has a “Hero Award” program where employees honour their peers for outstanding contributions. This has built a sense of camaraderie and strengthened team spirit.

6. Support work-life balance and well-being

Employees who feel their personal needs are respected are more likely to feel secure and valued at work. Supporting work-life balance reduces burnout and increases engagement.

Practical steps:

• Offer flexible work schedules to meet diverse employee needs.
• Provide wellness programs, like on-site gyms or mental health support.
• Allow employees to work from home or combine office and remote work for better balance.
• Provide PTO for family responsibilities, mental health days, or other personal commitments.
• Discourage working long hours and ensure employees can disconnect after work.

At SAS Institute, wellness initiatives include fitness centres, childcare facilities, and flexible hours. These programs have led to a very low turnover rate of just 4%.

7. Encourage diverse hiring and growth opportunities

Diverse hiring and offering chances for advancement ensure all employees feel represented and included. Development programs show employees that their contributions matter and their potential is recognized.

Practical steps:

• Use blind hiring techniques to minimize bias in recruiting.
• Offer mentorship programs to help underrepresented groups advance within the company.

At Microsoft, programs to support diversity and inclusion have made a real difference. Women now make up 31.2% of the global workforce, with representation in executive roles growing by 3.2 percentage points this year, reaching 29.1%. Mentoring programs for women and minorities have also helped increase their numbers in leadership and technical roles. Surveys show that 86% of employees feel included on their teams, and nearly 79% believe diversity is key to Microsoft’s success.

What’s the role of managers in cultivating a culture of belonging?

By focusing on the following areas, managers can create a workplace culture where all employees feel included, valued, and motivated to give their best.

1. Practice inclusive leadership: Inclusive leaders actively seek different perspectives, treat everyone fairly, and create environments where all team members feel valued. They build trust and encourage open communication by showing empathy and being culturally aware. 
2. Maintain an open-door policy: An open-door policy means employees can approach managers with concerns, ideas, or feedback without fear. This openness builds trust and ensures employees feel their voices are heard and valued.
3. Provide manager training: It is essential to train managers on topics like unconscious bias, active listening, and effective communication. This training prepares them to lead inclusively and effectively support diverse teams. Organizations that invest in these programs see better team dynamics and higher employee satisfaction. 
4. Recognize employee contributions: Regularly acknowledging employees’ efforts and achievements strengthens their sense of belonging and appreciation. Recognition programs—like peer-nominated awards or work anniversaries—can boost morale and strengthen team connections. 
5. Encourage growth and development: Managers who support their team member’s career goals and provide opportunities for professional growth contribute to a culture of belonging. Regular one-on-one meetings to discuss career aspirations and resources for skill development can increase employee engagement and loyalty. 

Ready to build a culture of belonging in your organization?

Creating a culture of belonging in the workplace is equally important for employee well-being and organizational success. When individuals feel valued and included, they are more motivated to contribute their best, which leads to improved engagement, productivity, and overall success. 

By focusing on inclusive leadership, open communication, and supportive programs, companies can create an environment where everyone thrives. Ready to build a culture of belonging in your organization? HeartCount can help you make it happen.