Embrace equity: It’s time to foster a culture of belonging at work!

As DEIB has risen to the top of executive agendas, leaders today acknowledge that it is more than a trend or HR issue and has become a ‘must-have’ in today’s company culture expectations and sustainable business strategy to thrive and succeed in the future of work and win the war for talent. In this exclusive feature of our #EmbraceEquity campaign and uncover how we can drive the culture of belonging in organisations. Also, don’t miss out on reading the invaluable insights shared by Pimpisa Suriyont, Director of Human Resources, Park Hyatt Bangkok and Madhura Moulik Co-Founder of KarmaV, Singapore, towards the end.

“When we listen and celebrate what is both common and different, we become wiser, more inclusive, and better as an organisation.” ~ Pat Wadors

Today, 21st-century workplaces are highly volatile and disruptive, where the mindset and demands of people are rapidly evolving. Amidst this, the last uncertain events have led to a significant rise in awareness of diversity, equality, and inclusion (DEI).

Even though many research studies have proven that more diverse teams make better decisions. Belonging is also becoming a critical part of DEI, as per the Global Human Capital Trends survey. About 79% of respondents in the same survey stated that a sense of belonging in the workplace was important to their organisation’s success.

Hence, in every sphere of life, humans seek connection and acceptance from others. The feeling of belonging is an essential human need as psychologist Abraham Maslow identified this by placing “belonging” in his hierarchy of human needs—and recent scholarship emphasises its primacy.

As a result, this has led organisations to amplify their focus on fostering a culture of belonging in the workplace by embracing equity, diversity and inclusion. Even though the idea of belonging has been often used in diversity, equity, and inclusion (DE&I), it still needs to be well-defined, especially as the talent landscape increasingly becomes uncertain and competitive day by day.

Hence, DEIB has risen to the top of executive agendas as leaders today acknowledge that it is more than a trend or HR issue and has become a ‘must-have’ in today’s company culture expectations and sustainable business strategy to thrive and succeed in the future of work and win the war for talent.

The value of belonging: What does “belonging” mean & why it matters?

Many believe, feeling “belonged” at the workplace is being connected or popular amongst their work circle or simply being appreciated for the role they play in the organisation. But contrary to popular belief, belonging is much more than this. It runs deeper.

Belonging at work makes employees bring their ‘unique’ and ‘authentic’ selves to work every day and be accepted and treasured for it by their peers and leaders, hence making them proud of their organisation’s values and purpose.

Research by Coqual illustrates that belonging at work is rooted in four elements:

Seen – Being seen, recognised, rewarded, and respected for your contributions at work

Connected – Being connected at work will enable positive, authentic social interactions with peers, managers, and senior leaders.

Supported – Being supported at work, from peers to senior leaders in daily work and career development

Proud – Being proud of the work and the organisation’s purpose will align one with its goals, vision, and values.

Belonging in the workplace matters more than ever today as it not only positively impacts business performance and employee well-being and engagement but is also necessary for bringing out the best in everyone at work and encouraging loyalty to the organisation.

Did you know – the Great Place to Work study suggests employees are 3x times more likely to look forward to coming to work and 5x times more likely to stay loyal to the organisation?

So, if people don’t experience it, they are more likely to feel insecure which will hamper their productivity, performance, creativity, capability and willingness to collaborate.

Hence, when an organisation creates a workplace culture of belongingness, everybody wins!

The path ahead: Building a culture of belonging for all

While we have discussed the importance of fostering the culture of DEI&B, the next important question that lies ahead of us is how can we foster a workplace culture that embraces equity, diversity, inclusion and belonging.

Well, it’s no secret that leaders have a strong role to play here. To build a healthy organisation with a strong workplace culture of DEI&B, leaders need to foster a meaningful relationship with their employees by ensuring they matter and are valued for their ideas and contributions.