Belonging is a fundamental human need that is especially important in the workplace. As a leader in
projects, creating a sense of belonging among team members can have a significant impact on their
engagement, loyalty, and overall performance.
Research shows that even a slight uptick in belonging can lead to a sizable increase in engagement and
loyalty. When team members feel like they belong, they are more likely to go the extra mile to contribute
to the success of the project, take ownership of their work, and feel a sense of pride in their
accomplishments.
However, it is important to note that not all team members experience the same level of belonging.
Studies have found that white men and women tend to have the highest belonging scores, while black
and Asian women have the lowest. As a leader, it is essential to be aware of these disparities and take
proactive steps to create an inclusive environment where everyone feels valued and respected.
Organizations can move beyond simply espousing support for belonging by setting clear metrics and
inviting in external stakeholders for accountability. By measuring and tracking belonging over time,
leaders can identify areas for improvement and take action to address any gaps or disparities.
Senior leaders also play a critical role in setting the tone for what the organization does (or does not do)
to support belonging. When leaders prioritize and prioritize diversity, equity, and inclusion, they signal to
their teams that these values are important and that they are committed to creating a workplace where
everyone can thrive.
While there may not yet be enough action from white, straight leaders, there is movement in espoused
support and concern for belonging. As a leader in projects, it is important to stay informed about these
trends and be intentional about creating a culture of belonging within your team. By doing so, you can
help unlock the full potential of your team members and drive greater success for your project.