For now and the future of work, belonging is key
We partner with our clients to create organisations where everyone is included, where leaders are facilitators of talent and where team connectivity drives innovation.
The desire to belong and be accepted is an essential part of being a human being, a need which must be met for the sake of mental and physical health, and which therefore must be given consideration in the context of any organised collective.
It is a need that is a fundamental and powerful motivation, a hangover from our ancestral history when being part of a group was critical to our survival.
Our interpersonal lives are dominated by the need to be accepted by others and to avoid rejection, which then drives many of our behaviours. In fact, recent research has suggested that human beings may be wired to feel pain when they are excluded or rejected from a group, just as evolution has wired us to feel pain when we are deprived of our basic needs such as food, water and shelter. Being accepted is critical to our sense of identity, our self-esteem, self-regulation and being part of a group is affirmation of our social standing.
The focus in organisations should shift from traditional approaches to D&I, engagement and wellbeing. Belonging@Work places individual identity at the heart of how organisations connect with their employees and is exactly what the world of work must focus on today
5 reasons this matters for your organisation now
We live in an increasingly intersectional world
The focus on belonging means a shift from dealing with inclusion one minority group at a time towards developing a culture where EVERYONE is included.
Volatility is almost certainly set to be a hallmark of the future of work
The agility required for business sustainability relies on resilient employees who feel a personal connection to organisation goals. With required skills evolving in response to change, organisations must facilitate the talent development of each individual, rather than one size fits all approaches.
Virtual connectivity is set to become a permanent feature of the workplace
The role of the line manager will become critical in creating a sense of belonging within both the team and the organisation. Maintaining organisational culture will rely on connectivity facilitated by leaders.
The demographic fabric of organisations is changing
Millenials and Gen Z employees now account for the majority of the global workforce. These generations want flexibility in how they work, challenge heirarchical structures and have a strong social conscience. These are the speak up generations - they won’t tolerate unfairness and they want change.
Identities are changing
Society is becoming more and more diverse. Identity is no longer seen as fixed and gender no longer considered binary. This requires organisations to develop a culture which is accepting and respectful of all identities.
