What does it mean to belong?
Belonging is a fundamental human experience - one that is deeply personal and can mean different things to different people. It’s shaped by our values, backgrounds, and personal experiences. For some, belonging is about feeling accepted within a community. For others, it’s about aligning with a shared mission, being valued for contributions, or simply feeling safe and comfortable in an environment.
Humans have long relied on tribes and communities for survival, forming strong social bonds for protection, resource-sharing, and emotional support. This need to belong remains just as relevant today, but in a very different and more complex world.
Nevertheless, there are principles that remain. When people feel excluded or disconnected, it can trigger stress responses linked to our evolutionary instincts, reinforcing the importance of inclusive environments where employees feel secure and valued.
We’ve been exploring the concept of belonging through conversations (let’s call it research) with individuals across various industries - from tech to construction. We wanted to understand what belonging means to different people and, importantly, how employers can foster environments where everyone has the opportunity to feel like they truly belong.
So, what does it mean to belong… and how does this show up in the workplace?
At its core, belonging is about feeling welcomed and accepted for who you are. It’s the confidence that you don’t need to change or hide parts of yourself to fit in. In the workplace, this means creating a culture where diverse perspectives and identities are embraced.
A true sense of belonging requires psychological safety. The feeling that you can speak up, take risks, and be authentic without fear of rejection or punishment. Employers play a crucial role in fostering an environment where employees feel safe to express themselves and contribute ideas.
Belonging often comes from a sense of alignment, through shared beliefs and values. Whether it’s a company’s mission or a team’s guiding principles, shared values help build trust and cohesion. Again and again we see research telling us that employees whose personal values align with their workplace, they are more engaged, motivated, and committed.
Feeling valued goes beyond just receiving recognition for your work. It’s about knowing that your voice and contribution matters. Where employers can make a difference here is by actively seeking input from all employees and ensuring that every person’s contributions are respected… AND responded to. There’s no point asking for input with no intention of doing anything with it.
Inclusion is the foundation of belonging. True inclusion means that our differences are celebrated and everyone has equal opportunities to thrive. It’s not just about being invited into a space, but feeling like you are an integral part of it.
How organisations can nurture a sense of belonging
Create opportunities for open dialogue: Create opportunities for employees to share their experiences, concerns, and ideas.
Prioritise psychological safety: Show that it’s safe for people to be themselves – celebrate it, show vulnerability, embrace a culture where it’s ok to give and receive feedback.
Align values with actions: Ensure that company values are more than just words – show how they’re reflected in everyday decisions and policies.
Recognition: Encourage regular and meaningful conversations, feedback and recognition to help people feel valued. Don’t underestimate its impact, nor assume it isn’t needed.
Inclusive practices: From hiring to leadership development, ensure that inclusivity is embedded in every aspect of the employee experience.
When people feel like they truly belong, they bring their best selves to work, contribute more meaningfully and with confidence, they also help create stronger, more connected teams. There’s an important role for organisations to cultivate spaces where belonging isn’t just “nice to have” but is a lived reality for everyone.