Belonging is not a luxury. It’s oxygen.
It’s the quiet assurance that I matter here. I’m safe here. I don’t have to hide who I am here.
Yet in today’s workplace, belonging is often the first thing to be jeopardized. Subtle dynamics—often unspoken—can cause even the most talented professionals to retreat, doubt themselves, or overperform in an effort to maintain visibility.
I know this story well. As a Latina immigrant climbing the corporate ladder, I often felt I had to tone down my accent, double-check my ideas, and constantly “earn” my seat. The cost of belonging by assimilation is heavy—it disconnects us from our authenticity.
Inclusion: Belonging in Action
Belonging is a feeling. Inclusion is the practice that makes belonging possible.
True inclusion means creating a workplace where every employee feels heard, valued, and respected for their individuality—not despite their differences, but because of them. It’s not about assimilation or a token celebration of diversity. It’s about honoring the uniqueness each person brings and weaving it into the organization’s culture.
When leaders practice inclusion, they unlock a sense of belonging. And when belonging thrives, so do people and organizations.
What the Research Shows
Brené Brown defines belonging as “being accepted for you—your authentic, imperfect self.” Fitting in, she reminds us, is the opposite of belonging because it demands self-betrayal.
The data confirms how high the stakes are:
- Employees who feel they belong are 56% more likely to perform at a higher level, 50% less likely to leave, and report 75% fewer sick days (BetterUp, 2019).
- Exclusion—even in subtle forms—leads to disengagement, burnout, and increased turnover (Harvard Business Review, 2020).
- Brené Brown’s research shows that psychological safety—the freedom to take risks, speak up, and be vulnerable without fear of shame—is the #1 predictor of high-performing teams.
Belonging is not just a human need—it’s a business imperative.
Where Belonging Gets Jeopardized
Here are tangible ways belonging is quietly undermined in the workplace:
- In Meetings: When a Latina leader’s ideas are overlooked until repeated by someone else, signaling her voice carries less weight.
- In Promotions: When high-achieving women are told they’re “not ready yet,” despite outperforming peers—a reflection of bias, not ability.
- In Team Culture: When employees are celebrated for long hours and “hustle,” but not for boundary-setting, rest, or emotional intelligence.
- In ERGs (Employee Resource Groups): When cultural events are treated as “check-the-box” celebrations rather than opportunities to integrate diverse perspectives into core strategy.
I’ve lived many of these moments. Each time, I felt the tug to perform, to prove, to please—just to stay in the room. But real leadership calls us to something different: to name these dynamics, challenge them, and create workplaces where people don’t just fit in—they belong.
Your Leadership Invitation
Belonging doesn’t happen by accident. It happens when leaders—at every level—exercise their influence to call out what’s undermining humanity in the room.
Here’s how you can start:
- Name It: If you see someone interrupted, overlooked, or minimized, pause and name it. “I’d like to hear Maria finish her thought.”
- Challenge It: Examine policies or norms that reward performance over presence. Ask, “Does this system value individuality—or pressure conformity?”
- Change It: Build inclusive practices into daily culture. Begin meetings with personal check-ins, rotate speaking order, or create rituals that celebrate differences in authentic ways.
Closing Reflection
Inclusion is not a one-time initiative—it’s a daily leadership choice. When we lead inclusively, we cultivate workplaces where every employee feels heard, valued, and respected for who they are. That is how belonging becomes sustainable.
I’ve learned that leadership isn’t about being the loudest in the room—it’s about creating rooms where everyone feels free to bring their whole selves. That is how we reclaim purpose, reignite leadership, and realign culture.
Reflection Prompt: Where in your leadership can you create more inclusion—and, in turn, more belonging—this week? Want to explore options? Book a time to connect HERE.