“Belonging is a wildly undervalued condition required for human performance.” - Owen Eastwood, Author of Belonging - The Ancient Code of Togetherness
The modern workplace is in constant flux, shaped by technological disruption, evolving employee expectations and a global talent pool that's more diverse than ever. As People Experience leaders, we're not just navigating this change; we're actively shaping it.
We know that attracting and retaining top talent requires more than just competitive compensation. Today's employees seek a sense of belonging, a workplace where their unique perspectives are valued and their voices heard. This is where a genuine commitment to diversity and inclusion (D&I) becomes crucial. The key word here is ‘genuine’.
Our people seek authentic, lived experiences of inclusion, not just slogans. While D&I initiatives are important, there's a growing disconnect between corporate messaging and employee perception. Simply talking about diversity on internal platforms and social campaigns rings hollow. We need to cultivate environments where our people are the ones championing our inclusive culture organically.
The true measure of an inclusive organisation lies in that culture, in the day-to-day experiences of its employees. It's about fostering a sense of belonging where everyone feels safe to be their authentic selves, celebrated for their differences and empowered to thrive. Where many falter is in failing to grasp that this is not a destination, but an ongoing journey. It demands dedication, constant evolution and the active participation of everyone, not just the leadership team.
As leaders, we must be willing to listen, learn and adapt. We need to create brave spaces where our employees feel comfortable sharing their experiences and contributing their perspectives. After all, they are the ones who truly understand what it means to belong. And without that profound sense of belonging, they will inevitably seek it elsewhere.
“The opposite of belonging is fitting in. Belonging is being accepted for you. Fitting in is being accepted for being like everyone else. If I get to be me, I belong. If I have to be like you, I fit in.” ~ Dr. Brené Brown.
We are, by nature, social creatures. Humans have always sought connection, community and a sense of belonging. This innate need isn't simply left at the office door; it walks in with every employee, every single day. And while a paycheck fulfills a basic need, it does little to nourish the deeper yearning for acceptance and genuine connection that resides within us all.
This is where we encounter the critical distinction between fitting in and truly belonging. Fitting in is about conformity, wearing the expected attire, echoing the dominant opinions and suppressing the unique aspects of ourselves that might not neatly align with the perceived norm. It's the corporate equivalent of wearing a mask, a performance that can be exhausting and ultimately unfulfilling.
Belonging, on the other hand, is about authenticity. It's the freedom to bring your whole self to work – your unique perspectives, your passions, your quirks and even your vulnerabilities. It's about feeling valued for who you are, not just for what you do. This is the power of belonging.
It's in these environments where innovation flourishes, where collaboration deepens and where individuals feel empowered to reach their full potential. Because when we feel like we belong, we're more likely to take risks, share ideas and go the extra mile. We become invested not just in our own success but in the success of the collective.
As leaders, we have a responsibility to cultivate this sense of belonging within our organisations. It starts with recognising that each employee is a unique individual with their own story to tell, their own strengths to contribute and their own desire to be seen and heard. By fostering a culture where authenticity is celebrated and differences are valued, we create a workplace where everyone can thrive.
True inclusion isn't a program you roll out; it's a value you weave into the very fabric of your organisation. It needs to be embedded in your company's DNA, informing every decision, from hiring practices to leadership development to your overall strategy.
As an example, at Probe Group, we've enshrined this commitment in one of our four pillars of sustainability: ‘Working Conditions, Diversity and Inclusion’. This statement is a declaration of our priorities at the highest level. By establishing this pillar, we send a clear message throughout our entire organisation: creating a safe, inclusive and equitable workplace is not optional for us, it's fundamental to who we are and how we operate.
This commitment should then cascade down your organisational chart, ensuring that diversity and inclusion remain a priority at every level. From the executive team to frontline managers to individual employees, everyone understands their role in fostering a culture of belonging. When you ask your employees, "Do you feel that we are a diverse and inclusive workplace?", the answer should be a resounding "yes."
Aligning your brand's purpose, vision and values with your commitment to inclusion is the bedrock upon which authentic inclusion is built. At Probe Group, our purpose centres around empowering people to deliver exceptional client value, and our vision is to be the people led brand of choice. These aspirations are then reflected in our core values, which emphasise diversity, empowerment, respect and empathy.
However, merely stating these values is insufficient; they must be actively embodied and practised. By working to embed them into our daily operations and decision-making processes, we create a tangible cultural foundation where every employee witnesses these values in action. This lived experience of inclusion fosters a sense of belonging where everyone feels seen, heard and valued for who they are.
“A leader is best when people barely know he exists, when his work is done, his aim fulfilled, they will say: we did it ourselves.” Lao Tzu
This quote underscores the subtle yet profound impact of leadership, particularly in cultivating an inclusive workplace and fostering a sense of belonging. It's not about imposing a vision from the top down, but about empowering individuals at all levels to embrace and embody the principles of inclusion. True success lies in cultivating an environment where these values become so deeply ingrained that they seem to emerge organically from the collective workforce.
Truly inclusive leaders are those whose efforts become seamlessly integrated into the organisational culture. When the values they champion are so seamlessly integrated into the organisational culture that employees perceive them as their own. When diversity and belonging are not just initiatives, but inherent aspects of the company's DNA.
This requires a strategic approach to leadership, one that balances direction with autonomy. Leaders must set the stage by clearly articulating the organisation's commitment to inclusion, providing the necessary resources and support and then empowering employees to take ownership of the process.
In the pursuit of building a truly inclusive workplace, external recognition serves as a powerful validation of an organisation's commitment and progress. It's a testament to the deliberate efforts made to foster a culture where every individual feels a profound sense of belonging. These represent a tangible manifestation of an organisation's dedication to creating an exceptional workplace.
Such recognition acts as a beacon, illuminating the organisation's values and signalling to the world that this is a company that prioritises its people. It reinforces the employer brand, attracting top-tier talent who seek an environment where they can thrive authentically. Moreover, it elevates the company's standing within the industry, fostering trust among clients and partners who recognise the inherent value of an inclusive and equitable workplace.
Here at Probe Group, we believe in the power of transparency and celebration. Our commitment to social principles is prominently showcased on our website, where we proudly display our certifications and partnerships with external bodies. We actively publicise news articles that highlight our team's award-winning efforts, ensuring that our dedication to inclusion is communicated with clarity and conviction.
This external recognition is not simply about accumulating accolades; it's about amplifying the voices of our employees and demonstrating our unwavering commitment to creating a workplace where every individual feels valued, respected and empowered to reach their full potential. It's about inspiring our peers to embrace inclusivity and contributing to a global business landscape where belonging is the standard, not the exception.
By embracing external recognition as a powerful tool for communication and validation, you solidify your commitment to building a workplace where every individual thrives, and where the collective power of diversity drives unprecedented success.
In our ongoing pursuit of cultivating a truly inclusive workplace, we often find ourselves focused on strategic initiatives and comprehensive policy frameworks. While these undoubtedly play a vital role, we mustn't overlook the profound impact of a more subtle yet equally powerful force: transparency. It is the unsung hero of belonging, the invisible current that connects individuals and fosters a shared sense of purpose.
Transparency fosters a strong sense of belonging because it addresses a fundamental human need: the desire for connection and authenticity. When individuals feel "in the know", they become intrinsically invested in the collective endeavour. They are more likely to trust their leaders, collaborate effectively with their colleagues and contribute wholeheartedly to the organisation's overarching objectives.
It also cultivates psychological safety, an essential element of an inclusive workplace. When leaders are forthright, even when conveying challenging information, they create a space where employees feel safe to express their own perspectives, challenge prevailing assumptions and offer alternative solutions. This dynamic exchange of ideas is crucial for fostering innovation and driving organisational growth.
However, transparency extends beyond the mere dissemination of information. It necessitates the cultivation of an organisational culture where open communication is the norm, where individuals feel comfortable expressing their authentic selves and where a shared understanding permeates all levels of the enterprise.
Creating a truly inclusive workplace is an ongoing journey, one that demands a sustained commitment to evolving and adapting. Probe Group demonstrates this commitment not only through our dedicated ‘Working Conditions, Diversity and Inclusion' sustainability pillar but also through our broader ESG strategy.
To learn more about our commitment and explore the initiatives that support our journey towards a more inclusive and sustainable future, visit our dedicated ESG page.