The "2025 Belonging Awards" is an initiative launched by China's leading employer branding research institution, the Employer Branding Institute. It aims to identify and recognize outstanding enterprises that truly place "belonging" at their core—companies dedicated to creating a workplace where every employee feels respected, valued, and supported, and where they can fully realize their potential. The awards also honor visionary organizations that build an inclusive environment where every employee experiences a true sense of belonging through forward-thinking strategies and best practices.

The launch of the "2025 Belonging Awards" marks a new understanding of workplace values—it goes beyond simply acknowledging individual differences; it is about fostering an environment where every member can genuinely integrate, contribute, and thrive. This is not just an accolade but also a guide to action for organizations striving for a higher level of development.

  • Identify, recognize, and celebrate pioneering enterprises in China that excel in fostering a strong sense of belonging among employees.
  • Share innovative practices and successful experiences of award-winning companies, setting industry benchmarks for reference.
  • Advocate for greater awareness of the importance of "belonging" in the workplace, driving corporate culture toward a more people-centered approach.
  • Establish a high-level platform for dialogue and collaboration, facilitating cooperation and mutual success among enterprises in building a culture of belonging.

Eight Major Advantages

COMPLIANCE DISCLOSURE

Benchmark against the latest global regulatory requirements to swiftly complete DEIB data self-assessment and disclosure.

By submitting the required data for the application, companies can meet the disclosure requirements related to diversity and inclusion indicators imposed by major global economies and relevant regulatory bodies, thereby reducing compliance burdens. Additionally, winning the award serves as strong evidence of corporate social responsibility and provides authoritative endorsement for ESG reports.

BENCHMARK COMPARISON

Gain industry-leading insights and accurately position your organization.

The Employer Branding Institute will offer detailed data analysis services, gener ating a bespoke 2025 Employer DEIB Advanced Report (covering multiple dimensions such as workforce diversity, equitable policies, inclusive initiatives, and belonging assessments). Companies can use this report to compare their performance against domestic and international industry benchmarks across various dimensions (national, industry, regional), identify strengths and gaps, and clarify improvement directions.

VALIDATION ENDORSEMENT

Enhance data credibility and obtain authoritative certification.

Regulatory frameworks in major global economies (such as the EU and US CSRD) now incorporate independent third-party verification mechanisms, requiring companies to validate their disclosed sustainability data. By partici pating in and winning the “2025 Belonging Awards”, a company effectively under goes a rigorous, professional DEIB evaluation and secures independent third-party validation—thereby boosting the reliability and credibility of its reports to investors and regulators.

RESPONDING TO HEADQUARTERS REQUIREMENTS

Meet reporting requirements from multinational headquarters.

The custom report and evaluation results provided by EBI compile comprehen sive DEIB data at a standard that exceeds current Western regulatory require ments. For multinational enterprises, this report can directly address global headquarters’ information needs regarding regional diversity and inclusion efforts, helping headquarters fully understand the DEIB progress in China and demonstrating the high level of professional management in the region.

REGIONAL REPORTING

Efficiently complete the local annual DEIB report.

Many companies affected by regulations such as CSRD must disclose both global and region-specific data. By participating and obtaining detailed data analysis, companies can quickly complete their annual DEIB report for the China region. This report not only meets international standards but is also tailored to local realities, making it ideal for headquarters reporting or public release within China—thereby saving significant time and manpower.

SUPPLIER ACCESS

Enhance customer collaboration advantages and meet the diversity requirements of major clients.

An increasing number of global clients now use suppliers’ DEI performance as one of their access criteria. For instance, Apple’s Supplier Code of Conduct clearly requires suppliers to meet standards in human rights and inclusion; simi larly, auto parts giant Yanfeng uses a supplier scorecard annually to assess suppliers’ investments in diversity and inclusion. By systematically advancing DEIB and gaining recognition from the “2025 Belonging Awards”, companies can enhance their credibility with major clients, better meet procurement compli ance requirements, and gain a competitive edge in winning business opportuni ties.

ABUNDANT RESOURCES

Gain free access to professional insights and learning support.

Every company that applies will automatically receive a complimentary account for the “Diversity, Equity, Inclusion Hyper-Analysis and Learning System,” which offers a wealth of DEIB resources.

● Dynamics and Insights:
Real-time DEIB news and in-depth analysis articles.
● Benchmark -Dashboard：
Powerful DEIB Benchmarking Intelligent Dashboard, providing real-time analysis of enterprise data in China, categorized by nation-wide, industry, country, and type of enterprise.
● E-books, Literature, and Reports:
DEIB-related research reports, e-books, documents, papers, and more.
● Video Learning:
A vast collection of DEIB-related learning videos and animations.
● Events:
DEIB-themed online and offline forums and seminars, covering cities such as Beijing, Shanghai, Guangzhou, and Shenzhen.
● Case Library:
Dozens of best practice cases from outstanding DEIB enterprises in the Chinese market.
● Awards:
Introductions to annual awards in the DEIB field.
● Regulation Library:
A collection of relevant laws and regulations globally (United Nations and major economies, main stock exchanges).
● Ultra Agent:
An AI expert on DEIB topics, built based on the currently leading large models globally, with an extensive knowledge base, superior learning capabilities, and top-level intelligence comparable to human experts.

These resources will help companies continuously learn the latest concepts, adopt best practices, and accelerate internal capacity building.

BRAND REPUTATION

Enhance your employer brand and attract diverse talent.

Winning the 2025 Belonging Awards will significantly boost a company’s reputation in the talent market and public opinion, demonstrating its commitment to diversity, inclusion, and employee care. Award-winning companies can lever age the honor in their employer branding efforts, deepening job seekers’ and employees’ identification with the company culture. This not only helps attract more outstanding talent from diverse backgrounds—improving recruitment competitiveness—but also enhances the pride and loyalty of current employ ees, creating a positive word-of-mouth effect. In the long term, a strong employer brand will convert into commercial goodwill, earning greater public trust and market esteem.

Application Deadline

2025/03/21-2025/06/30

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What is “Belonging”?

Belonging is a deeply subjective, emotional, and individualized experience—it reflects an employee's intrinsic perception of an inclusive environment.In the workplace, belonging means that employees feel:

  • Respected – Respect & Dignity:Every employee, regardless of their background, identity, or perspective, is treated with equal respect and dignity.
  • Recognized – Value & Contribution:Employees’ skills, experiences, and contributions are acknowledged, appreciated, and regarded as essential to the organization's success.
  • Supported – Support & Growth:The organization provides the necessary resources and opportunities to support employees’ career development and personal growth.
  • Needed – Connection & Community:Employees establish meaningful emotional connections with colleagues, teams, and the broader organizational mission, fostering a sense of belonging.
  • Authentic – Authenticity & Self:Employees can be their true selves at work without fear of negative judgment or exclusion due to their uniqueness.
  • Valued – Involvement & Influence:Employees' voices are heard and valued, and they have the opportunity to participate in decision-making and make a positive impact on the organization.

Building a sense of belonging is an ongoing, evolving process—it is a natural extension and a higher-level manifestation of diversity, equity, and inclusion (DEI).

WHY “BELONGING”

Shifting Focus from “Numbers” to “People” and from “External Forms” to “Internal Experiences”
The Business Value of Belonging: It enhances engagement, loyalty, and performance, while also sparking innovative energy and sharper market insights.
A New Benchmark for DEI Success: Belonging serves as a warmer and deeper metric for assessing the effectiveness of DEI efforts—it is not only the ultimate goal of DEI but also its core driving force and the standard by which its success is measured. In doing so, it reflects the deeper objectives and value of DEI, propelling sustainable organizational growth.
"Belonging" is not only the "ultimate goal" of DEI but also its "core driving force" and "benchmark for effectiveness." It embodies the deeper objectives and values of DEI, driving sustainable growth within organizations.

From the Perspective of Organizations and Leaders:

73% of surveyed companies believe that fostering a sense of belonging among employees is critical to business success.
93% of leaders agree that belonging can drive organizational performance.

When Employees Experience a Strong Sense of Belonging:

Their work performance increases by 56%
Their risk of turnover decreases by 50%
Their sick leave usage drops by 75%
Their likelihood of recommending the company (eNPS) rises by 167%
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What constrains DEIB initiatives ?

of companies do not prioritize DEIB initiatives as high-priority strategic goals.
of companies lack assessment tools to identify gaps in their DEIB initiatives.
of companies have not received formal DEIB training.
of companies focus on advancing DEIB initiatives without paying attention to the results of their DEIB investment.
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DEIB (Diversity, Equity and Inclusion) What strategy can bring to the organizationCOMPETITIVE ADVANTAGES？

COSTS

01. When minority and marginalized groups feel unaccepted or unappreciated, employee motivation, engagement, and satisfaction suffer
02. The pressure to assimilate minorities saps energy that could have enhanced job performance
03. Worst case scenario: increased costs of mental illness (stress, depression) and dismissal
04. By fostering a sense of belonging, employees feel accepted and appreciated by the organization, which helps reduce turnover and lower the high costs associated with employee departures and mental health issues.

MARKETING

01. The diverse workforce can better understand and meet the needs of different customer groups.
02. Employees from diverse backgrounds can gain deeper insights into the decision-making processes and preferences of specific community customers.
03. Members of minority groups can better understand the decision-making of customers within the same "subculture."
04. Many customers are more likely to collaborate with companies that understand their cultural background and values, and DEIB helps foster this connection.
05. Companies that actively demonstrate DEIB values can attract a broader customer base, thereby expanding their market. Employees are more eager to proactively understand customer needs, enhance customer satisfaction, and, in turn, drive business growth.

EMPLOYER BRAND

01. Companies that actively integrate diversity management are popular employers for minorities
02. Responding to the open mind of the younger generation
03. Creates a positive reputation that gives it a competitive edge when it comes to finding qualified employees
04. Employees who have a heightened sense of belonging and are supported and encouraged by their employers are loyal workers and less likely to change workplaces

FLEXIBILITY

01. Homogeneous companies may stick to rigid business models, making it difficult to quickly adapt to changing market environments.
02. DEIB encourages diverse perspectives and ideas, helping organizations more comprehensively assess risks and opportunities, leading to more flexible decision-making.
03. A diverse and inclusive organizational structure is more likely to embrace innovation and change.
04. DEIB strategies promote the consideration of multiple solutions, fostering tolerance and flexibility. Employees are more willing to proactively adapt to change, and organizations can respond more flexibly to external environments and market challenges, allowing businesses to perform better in handling uncertainty.

CREATIVITY

01. Different backgrounds and experiences bring innovative team decisions, as they often integrate non-traditional solutions.
02. An environment that encourages inclusion and a sense of belonging can unleash employees' creativity, breaking the limitations of a single cultural framework.
03. By strengthening the sense of belonging within the organization, when employees feel accepted and respected, each individual has the courage to express their true thoughts. This fosters creativity more effectively within the organization, driving innovation.

PROBLEM-SOLVING

01. While homogeneous teams may reach consensus more quickly in certain situations, heterogeneous teams are typically able to find more creative and higher-quality solutions.
02. Diverse teams bring together a wider range of expertise and experience, allowing them to analyze and solve problems from different perspectives.
03. An inclusive culture encourages employees to voice different opinions and ask questions, helping to uncover potential risks and better solutions.
04. A heightened sensitivity to opportunities and risks, along with unique insights from employees of different backgrounds, can provide a stronger entrepreneurial advantage for the business.
05. By upgrading DEI to DEIB, companies can not only address the challenges mentioned above but also build a work environment where every employee feels a sense of belonging, respect, and empowerment, leading to sustainable success.
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Lack of Belonging & Absence of DEI

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