The hidden ROI of belonging is going to have an impact on organizational culture that leaders will need to address with their teams. Imagine a bustling tech startup, the air crackling with innovation. But beneath the surface, discord simmers. A talented engineer feels ostracized for her introverted nature.
A young immigrant struggles to navigate the company’s unspoken cultural codes. The marketing team, a silo of brilliant minds, fails to collaborate effectively. This, unfortunately, is a scene common in today’s diverse workplaces. This is where untapped potential languishes under the shadows of exclusion.
Creating a Culture of Belonging
This is where the concept of belonging transcends its feel-good platitudes and enters the realm of hard-nosed business strategy. A 2022 McKinsey & Company study reveals that companies with high levels of inclusion outperform their less inclusive counterparts by 25%. A 2021 Gartner report predicts that organizations prioritizing belonging will witness a 20% increase in employee engagement and retention. Belonging isn’t just a moral imperative; it’s a potent driver of organizational success.
