Lack of Engagement, Inclusion and Belonging

Lack of engagement, inclusion, and belonging is one of the most common problems that many workplaces struggle with. Find out how we solve these problems at their root.

Systemic Problem Resolution

Recent studies and surveys have illuminated the widespread issue of workplace engagement, identifying several core areas where many organizations fall short. A comprehensive study conducted by Great Place To Work® across 37 countries involving over 14,000 workers revealed a significant lack of trust, purpose, and connection within workplaces worldwide[*]. Key findings include that only about half of employees globally report experiencing a great workplace. This engagement crisis is attributed to challenges in equity, meaningful connections, purpose, and leadership. Specifically, more than half of workers feel that pay and promotions are unfairly distributed, a significant portion lacks personal connection and psychological safety, and many find their work lacks meaning or fails to make a difference. These issues contribute to a poor employee experience, undermining companies’ ability to innovate and remain competitive​​.

Best Hiring Techniques
67% of job seekers consider diversity an important factor when considering employment opportunities
Ethic and culturally diverse companies were 35% more likely to outperform industry median

DE I-don’t want to have this conversation

What is the best way of understanding DEI? DEI stands for “Diversity, Equity, Inclusion.” Each word has a meaning. Each word is what I call a “slippery” term because they can mean something different to literally each person in any given room. Too often, they are conflated into a single acronym that is blamed for something it is incapable of being. There is value is establishing a common language and understanding before casting judgement or redefining processes and protocols. Take a look at how we define these terms below.

dimensions of diversity diagram

Diversity in the workplace begins with what the EEOC (Equal Employment Opportunity Commission) seeks to track. These are the questions regarding gender, race, nationality and ethnicity, and disability that applications ask the candidates to fill out. However, diversity is best understood when it extends beyond the initial primary dimensions of diversity and gives everyone an entry point into meaningful conversations.

Equity in the workplace provides fair prospects for all employees in an organization based on their particular needs. Some ways that an employer might show equity are:

  • Wage Equity, including concepts of transparency, performance, and position.
  • Level Equity, meaning it promotes diversity within the organization.
  • Offer educational opportunities, particularly for those of minority or underrepresented status and those with disabilities. This helps show the organization cares about the employees’ growth, dreams, and aspirations.
  • Accessibility of resources. For each organization, access or accessibility will look different. For instance, a workplace in the construction industry might need to be concerned with providing its employees with OSHA guidelines and making sure they follow them.

Inclusion is the concept of treating all employees equally. What does this mean?

  • Value employees. The employee is heard and valued as an individual, feeling like they belong to something larger than themselves.
  • Celebrate Uniqueness. Everyone’s strengths and the unique experiences they bring to the table are recognized.
  • Collaboration and teamwork are valued. Not including people is hard if you’re working closely with them daily.
  • All companies dealing with DEI should encourage their employees to make retirement plans, have leadership training and continuing education opportunities, and offer resources to help their employees be healthy, including providing health insurance plans and giving time off to ensure that employees can take care of their mental health.

Maslow Reframed

In 1943, Maslow created a hierarchy of needs that clearly shows belonging as a key factor in human motivation to do just about anything. This has been proven by studies used in almost every business administration and MBA program. You would think that this knowledge would be applied to everyday workplace management but many do not consider it a factor in good managerial practices. When applied, the concept of belonging in the workplace sets the aspirational goal and defines the threads that make up the fabric of workplace culture. 

maslows pyramid

Bias to Belonging® begins with meeting people where they are, not where we imagine them to be. In order for connections to be made, biases need to be mitigated. This is done through an introspective, self-reflective approach and typically includes coaching organizational leaders to reduce mental errors, strengthen employee relationships, and increase productivity.

The Percipio Company is able to offer a range of services to steer leadership teams who seek to normalize inclusive behaviors and increase a sense of belonging in the workplace.

Percipio Company’s Consulting Services

When compliance training is the identified need, we partner with emtrain, a leading provider of anti-harassment, anti-discrimination, and a huge library of self-paced compliance courses. The Percipio Company sweet spots are picking up where compliance training leaves off. We believe there is a bias created when training is made mandatory and people are feeling forced to sit through someone or something lecturing them about what not to do. We pick up where that leaves off and get employees focused on what to do.