“Belonging Awards”

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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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

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FLEXIBILITY

01. Homogenous companies are often fixed on rigid business plans that fail to adapt to change

02. The reason may be the high pressure for conformity within the boards of homogenous companies

03. An inflexible corporate structure is difficult to adapt to change

04. The DEIB strategy supports consideration of alternatives, tolerance, and flexibility

05. Multicultural companies are better at handling uncertainty

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PROBLEM-SOLVING

01. Homogeneous groups may be able to solve problems faster than heterogeneous groups

02. Heterogeneous groups are often able to find more creative and higher quality solutions because they combine better and broader expertise

03. They also tend to ask more questions than homogenous teams

04. A high sensitivity to opportunities and risks is needed to enable heterogeneity to bring entrepreneurial advantage

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What is “Belonging”?

From the Perspective of Organizations and Leaders:

When Employees Experience a Strong Sense of Belonging:

DEIB (Diversity, Equity and Inclusion)

What strategy can bring to the organization

COMPETITIVE 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

MARKETING

01. Heterogeneous employees can better adapt to different customer needs

02. Members of minority groups can better understand the decisions of customers within the same "subculture.

03. Some marginalized groups prefer to do business with people from the same, similar cultural background

04. Diversity can mean an economic advantage

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. Homogenous companies are often fixed on rigid business plans that fail to adapt to change

02. The reason may be the high pressure for conformity within the boards of homogenous companies

03. An inflexible corporate structure is difficult to adapt to change

04. The DEIB strategy supports consideration of alternatives, tolerance, and flexibility

05. Multicultural companies are better at handling uncertainty

CREATIVITY

01. Diverse perspectives lead to innovative group decisions because they often incorporate unconventional choices

02. The monocultural framework limits employees belonging to marginalized groups

PROBLEM-SOLVING

01. Homogeneous groups may be able to solve problems faster than heterogeneous groups

02. Heterogeneous groups are often able to find more creative and higher quality solutions because they combine better and broader expertise

03. They also tend to ask more questions than homogenous teams

04. A high sensitivity to opportunities and risks is needed to enable heterogeneity to bring entrepreneurial advantage

Lack of Belonging & Absence of DEI