17th June, 2024 •

Written by Coran Lui
21st January, 2025 •
Belonging is a fundamental human need. Although its definition may vary depending on who you ask, it isn’t hard to understand. Most of us should be able to recall times where we’ve had a connection with friends or family, where we felt at ease and safe being our authentic self.
To feel accepted for your uniqueness and comfortable being who you are—that is the essence of belonging
This same need exists when we’re at work.
And organisations know this, as an increasing amount of resources have been dedicated to developing diversity, inclusion, and equity (DEI) initiatives.
The problem? They aren’t working.
According to the Inclusion at Work Panel, a group appointed by the UK government consisting of leaders from the private and public sector and academics, diversity and inclusion efforts have become performative – and some are counterproductive or even unlawful.
Compared to organisations’ loud, elaborate displays of DEI commitment, many people still don’t feel a genuine sense of belonging at work – and this feeling is often invisible.
Did you know that 61% of employees cover up at least one aspect of who they are daily at work?
This phenomenon, known as covering or masking, happens when people downplay parts of themselves to conform to the dominant culture. It’s exhausting and isolating. Imagine the weight of feeling like only a fraction of your true self fits at work while the rest stays hidden.
This might be concealing your family duties in order to look more dedicated to your work, laughing along when an unpleasant joke is made because it seems to be the norm, or suppressing an idea or mannerism that is different from the majority.
We try to ‘fit in’ and hide ourselves in a variety of ways, but this all stems from the same underlying fear: being judged by others and losing their respect.
This disconnect between your “home self” and “work self” doesn’t just hurt the individual—it impacts team cohesion, trust, and overall productivity.
The good news is that by intentionally cultivating belonging, you can break down these barriers.
Continue reading this blog to learn three practical ways for creating an environment where everyone feels valued, respected, and empowered to be themselves.
1. Assess your (and your team’s) sense of belonging
In order to understand how best to support your team, you first need to assess both your own and your team’s sense of belonging.
This involves reflecting on how included, valued, and supported each member feels within the team.
To start the conversation, you can use this self-assessment tool.
Why not try it out now? For each of the five statements, give a score between 1 (strongly agree) and 7 (strongly disagree).
Now that you have your scores, review them – for those you rated higher, why? What behaviours and experiences led you to feel that way?
And similarly, what made you rate some statements lower than others? How could you improve them? Any actions you could take?
We encourage you to do this with your team as well, whether as an anonymous survey, or a team discussion. The assessment will generate useful insights and further discussion areas.
Notice the similarities, and more importantly, the differences and potential blindspots for you to continue working on.
By acknowledging the importance of belonging and your dedication to fostering it, you set a powerful example for others. This encourages feedback to help identify gaps or problems that may not be immediately visible.
2. Commit to inclusive language
Language influences how individuals perceive and feel about the world around them.
Words can have different meanings to different individuals, particularly in diverse workplaces. Being thoughtful with what you say indicates that you care and respect the identities and experiences of others, which promotes trust and connection.
And it’s not about memorising complex terms; rather, it’s about making meaningful adjustments that demonstrate to others that you care about building a safe and inclusive work environment.
When language excludes or alienates people, even inadvertently, it can cause a sense of disconnection, resulting in misunderstandings, arguments, or feelings of disrespect.
Consider inclusive language as a tool for maximising your team’s potential—simple changes can make a major difference.
Here are six tips to acknowledge diverse backgrounds and help people feel a sense of belonging at work.
Use person-first language – We want to emphasise individuals as people, and not define them by a specific attribute.
For example, say “person with a disability” rather than “disabled person.”
Avoid stereotypes and generalisations – We want to be culturally sensitive and acknowledge diversity within groups when navigating discussions about race, ethnicity, gender, religion, or other identity markers.
For example, saying ‘Can you share your perspective on this?’ is more inclusive than assuming someone speaks for their entire group, such as ‘What do people from your background think about this?'”
Use gender-neutral language – We should use inclusive language related to gender, to promote equity.
For example: Saying “chair” or “chairperson” Instead of “chairman” or “businessman,”
Or if someone’s gender is unknown, use “they” as a singular pronoun if someone’s gender is unknown or if they use they/them pronouns.
Be inclusive of LGBTQ+ identities – We also want to respect people’s chosen pronouns and avoid making assumptions about their gender or sexual orientation.
For example, use “partner” instead of assuming “husband” or “wife.”
Avoid deficit language – Use language that empowers rather than diminishes individuals.
Avoid implying that someone’s background or characteristic is a disadvantage, and focus on what they’re lacking.
For example: Instead of saying “underprivileged,” say “underrepresented”.
This subtle shift recognises that the issue lies in societal structures and access, not in the person’s identity or circumstances.
Similarly, when discussing disabilities or health conditions, we can say “person living with ___” rather than “person suffering from ___.”
This choice emphasises agency and humanity, rather than framing the person in terms of a limitation.
Acknowledge and respect different experiences – Different groups face unique challenges, and we may unintentionally minimise or dismiss those experiences if we don’t fully understand them.
For example: Instead of saying, “I don’t see colour” or “We’re all the same,” try, “I understand that race and ethnicity shape our experiences, and I’m committed to learning from and valuing those differences.”
Ultimately, language is power – once you say something, you can not take it back. But how you respond and learn from what you say also has power.
And different people will have different preferences, so mistakes are inevitable. You can use them as valuable opportunities for growth and connection. Giving feedback on others’ language can also reinforce a stronger team culture – read this blog if you’re interested in learning how to do this effectively.
Keep learning, listening, and striving to be better, recognising that small, intentional efforts can create a more inclusive and respectful workplace for everyone.
3. Create a shared understanding of how everyone can belong
This is the Circle of belonging, a tool to help your team generate a common understanding and commitment to how you as a team will work together.
Here’s how it works: as a team, reflect on the five key themes on the left, and answer the questions of what behaviours should be ‘in’ and ‘out’. We recommend doing this individually before coming together to share ideas and discuss.
And once you have done this, you will be able to collate behaviours to create a blueprint to success with your team, which might look something like this:
Every team is unique, and the blueprint you create should reflect the specific values, needs, and dynamics of your group. It serves as a shared guide to ensure everyone understands what behaviours foster collaboration, respect, and inclusivity, while also identifying actions and attitudes to avoid.
By co-creating this framework, your team can build a stronger sense of belonging and accountability, laying the groundwork for long-term success.
Three key takeaways:
At Higson, we support teams and organisations to cultivate belonging and build more inclusive workplaces through assessing your organisation’s level of inclusion, building effective DEI initiatives and running tailored workshops. If you are interested in learning more, please get in touch.