What Does Belonging Really Mean?

Belonging is more than just being present in the office; it’s about feeling safe to express your ideas, being accepted for who you are, and knowing that your work matters. Imagine joining a team where everyone else is from the same city, speaks the same language, and shares inside jokes. You’d naturally feel like an outsider. Now, flip that—imagine a team that actively includes you in conversations, asks for your opinion, and respects your unique perspective. That’s belonging.

Why Perks Aren’t Enough

Let me share a quick story. A friend of mine joined a tech startup in Bengaluru. They had everything—free lunches, game zones, even nap pods. Sounds amazing, right? But he felt out of place. Why? Because his manager never involved him in key projects, and team meetings felt like a closed club. The perks were great, but they didn’t make him feel included. Eventually, he left. This isn’t a one-off story. It happens all the time when companies focus on perks instead of people.

How to Build a Culture of Belonging

1. Start with Leadership
   Leaders set the tone. If managers are inclusive, the team follows. Encourage leaders to have open conversations, show vulnerability, and actively listen. In Indian workplaces, hierarchical structures can make junior employees hesitant to speak up. Leaders need to break that barrier.
2. Recognise and Celebrate Diversity
   India is incredibly diverse—languages, cultures, festivals. A simple step like celebrating regional festivals or offering flexible holidays for personal occasions can make employees feel seen. For example, if your company in Mumbai has employees from the Northeast, how about celebrating Bihu or acknowledging their traditions?
3. Create Safe Spaces for Dialogue
   Regular check-ins and feedback sessions create opportunities for employees to share their thoughts without fear. Anonymous suggestion boxes or digital feedback forms can encourage honest communication.
4. Inclusive Decision-Making
   Involve employees in decisions that impact them. Whether it’s changing office policies or introducing new tools, getting employee input makes them feel valued. Form committees with diverse team members to represent varied perspectives.
5. Mentorship and Growth Opportunities
   Pair employees with mentors from different backgrounds. This not only supports professional growth but also builds relationships across teams. For example, a junior developer from a small town in Uttar Pradesh can gain so much from mentorship with a senior leader.
6. Communicate Openly and Transparently
   Nothing breaks trust faster than secrecy. Regular updates, town halls, and open-door policies ensure employees feel included in the company’s journey. Share both wins and challenges—transparency fosters trust.
7. Support Employee Resource Groups (ERGs)
   Encourage the formation of groups around shared identities or interests—women in tech, LGBTQ+ allies, or even book clubs. These groups offer a sense of community within larger organisations.
8. Prioritise Well-being Over Optics
   Providing mental health support, flexible work hours, and clear boundaries between work and personal life shows employees that you genuinely care. It’s not about looking good; it’s about doing good.

Real-Life Examples in Indian Companies

• Tata Group: Tata is known for its inclusive work culture. They focus on employee welfare through educational scholarships, housing schemes, and healthcare benefits. It’s not just perks—it’s about improving employees’ lives.
• Infosys: Infosys has multiple programs for employee well-being, including mental health support and career growth initiatives. They understand that employee experience is more than surface-level perks.
• Zomato: During the pandemic, Zomato introduced period leave, acknowledging a very real need for women employees. This small but meaningful step resonated deeply and showcased inclusion in practice.

Moving Beyond the Basics

Building belonging isn’t a checklist. It’s an ongoing effort. Companies need to constantly ask: Are our employees feeling connected? Are we supporting them in ways that matter? It’s about evolving with employee needs.

And hey, I’m not saying ping-pong tables are bad. But they should complement, not replace, genuine efforts to create inclusive and supportive workplaces.

Final Thoughts

Belonging isn’t built overnight. It takes time, intention, and continuous effort. But the payoff? Engaged, loyal, and motivated employees who drive business success. So, let’s move beyond bean bags and start building workplaces where everyone truly belongs.

A company can hire people from different backgrounds, but if those employees don’t feel valued, heard, or empowered, what’s the point?

Understanding the Difference Between Diversity and Inclusion

1. Diversity is about representation—bringing people from different backgrounds, cultures, genders, and experiences into the workplace.
2. Inclusion is about creating an environment where everyone feels welcome, respected, and able to contribute fully.

Think of diversity as being invited to the party, and inclusion as being asked to dance.

Why Diversity Without Inclusion Fails

1. Surface-Level Representation:
   Hiring diverse talent without changing company culture leaves employees feeling like outsiders.
2. Tokenism:
   When diversity is used as a marketing tool rather than a genuine effort, it feels performative.
3. Lack of Belonging:
   Without inclusive practices, diverse employees may feel isolated, unheard, and disengaged.
4. High Turnover Rates:
   Diverse hires are more likely to leave if they face bias or exclusion in the workplace.

How Inclusion Drives Success

1. Boosts Innovation:
   Inclusive teams bring diverse perspectives, leading to creative solutions and better decision-making.
2. Improves Employee Engagement:
   When employees feel included, they are more motivated, productive, and committed.
3. Strengthens Company Reputation:
   Genuine diversity and inclusion efforts build trust with employees, customers, and stakeholders.
4. Attracts Top Talent:
   Inclusive workplaces are more appealing to job seekers who value authenticity and respect.

Building an Inclusive Workplace

1. Listen to Employee Voices:
   Encourage open dialogue through surveys, focus groups, and one-on-one conversations.
2. Implement Bias Training:
   Provide training to address unconscious bias and foster inclusive behaviour.
3. Create Employee Resource Groups (ERGs):
   Support networks for different communities (LGBTQ+, women, people with disabilities) help build belonging.
4. Diverse Leadership Representation:
   Inclusion must start at the top. Diverse leadership ensures diverse voices are part of decision-making.
5. Celebrate Differences Year-Round:
   Inclusion isn’t limited to special occasions—it should be woven into daily operations.
6. Review Policies for Equity:
   Ensure hiring, promotions, and benefits are fair and equitable for all employees.

Companies Leading with Inclusion

• Microsoft: Invests in accessibility and inclusion initiatives, supporting employees with diverse needs.
• Accenture: Holds leaders accountable for inclusion goals and supports employee networks across various groups.
• Tata Consultancy Services (TCS): Focuses on gender diversity and inclusive hiring practices across India.

Signs Your Workplace Lacks Inclusion

1. Diverse Hires Leave Quickly:
   High turnover among underrepresented groups signals a lack of inclusion.
2. Limited Participation in Decision-Making:
   If diverse voices aren’t part of strategy and innovation, inclusion is lacking.
3. One-Size-Fits-All Policies:
   Policies that ignore cultural, gender, or personal differences can alienate employees.
4. Low Employee Engagement:
   A disengaged workforce often points to feelings of exclusion or being undervalued.

Final Thoughts

Diversity might open the door, but inclusion makes people stay. It’s not enough to hire for diversity—organisations must actively create environments where all employees feel safe, valued, and empowered to thrive.

Companies that move beyond diversity checkboxes and invest in genuine inclusion will build stronger, more innovative, and resilient workplaces.

So, ask yourself—is your organization truly inclusive or just diverse on paper?