Highlights:
- Tech bridges the gap between DEI policies and true workplace belonging, ensuring every employee feels valued.
- In a culture of belonging fostered by technology, engagement soars, diverse perspectives flourish, and workplace success follows.
- Belonging is a core psychological need, contributing to overall well-being and mental health
Companies thrive when employees bring their authentic selves to work. Many organizations focus on building a supportive work environment through diversity, equity, and inclusion (DEI) policies. But a truly inclusive workplace requires another element — belonging.
A DEI strategy might attract talent, but belonging retains it. Belonging is a core psychological need, contributing to overall well-being and mental health. Almost 90% of employees believe a sense of belonging leads to higher productivity at work, and a McKinsey survey revealed half of people who left their jobs said they lacked this crucial feeling.
Diversity benefits businesses. A diverse workforce enables companies to serve a wider range of customers and fosters innovation, resulting in 2.5x higher cash flow per employee than less diverse competitors. But, the importance and impact of a diverse workforce extends far beyond the bottom line. Companies cannot succeed by checking census boxes — they need engaged employees who feel comfortable bringing their unique ideas and perspectives to the table.
Prioritizing belonging creates a thriving ecosystem where diversity, equity, and inclusion flourish, driving both individual and organizational success. Technology enables companies to achieve DEIB in the new remote work culture.
The Difference Between Inclusion and Belonging
Put simply, inclusion is the invitation. Belonging is the acceptance of the invitation. And just because invitations have been extended, they will not be accepted if the recipients do not have that essential feeling of being comfortable and welcome.
Inclusion should be the game plan, which encompasses strategies, initiatives, and programs implemented to create a diverse and equitable company culture. These formal efforts are designed to build equal representation, break down barriers, and give everyone the opportunity to contribute at work.
Belonging centers on the emotional impact and experience resulting from these inclusion efforts. It is the feeling and emotional experience created by policies, words, and actions that leads to employees trusting that their work environment is one where they can feel welcome, comfortable, connected, and valued — all for being who they are. We cannot achieve true inclusiveness without it.
5 Ways to Cultivate a Culture of Belonging Through Technology
Building a sense of belonging requires deliberate, thoughtful action, which technology can help augment. These five steps can help companies create an inclusive environment.
1. Obtain buy-in from leadership
To truly foster belonging, start at the top — leaders set the tone for the entire organization. In addition to establishing inclusive policies, leaders must champion the cause, invest in appropriate tools, and model expected behaviors. Managers should receive training to build a supportive environment, promote open and direct communication, and champion career development to create opportunities for everyone, not just some.
2. Communicate
Communication is a cornerstone of belonging, as it fosters trust and transparency. Leaders must consistently discuss and reinforce inclusion and belonging values and set clear expectations. Employees should receive regular updates on diversity, equity, inclusion, and belonging (DEIB) initiatives and progress.
We practice open communication at Model N by clearly defining our values — dream, align, respect, and excel (DARE). Our DARE core values are embedded within our company’s framework and inform our conduct and actions each day.
Technology can strengthen and support DEIB communication. Companies can leverage an employee intranet or an human resources (HR) platform to share information in many formats, including important documents, newsletters, videos, or presentations. Creating a central repository for all these assets makes policies and other resources available 24/7, increasing transparency and accessibility.
3. Solicit employee input
Effective communication is not a one-way interaction — it is an ongoing, two-way dialogue. Organizations must encourage open discussion and empower employees to help shape a culture that meets their needs, not just those of management. Decision-making processes should value and incorporate diverse viewpoints and create opportunities for everyone to share perspectives, ideas, and feedback.
At Model N, we hold annual listening tours where we invite employees to talk about their experiences at work. We also conduct employee engagement surveys each quarter to gather critical feedback. As a remote-first company, we leverage technology to ensure everyone can participate, regardless of location.
4. Provide opportunities for upskilling and advancement
Learning new skills correlates with increased job satisfaction. Providing opportunities for professional development demonstrates that a company values employee contributions and wants its people to succeed, which makes employees feel more connected. On-the-job training also levels the playing field for team members with varying experiences and backgrounds.
Technology is an important complement to employee training. Today’s workforce is mobile, and access to digital platforms allows employees to reference learning material when, where, and how they need to. These platforms also allow companies to create personalized learning experiences tailored to individual needs and goals, contributing to personal satisfaction and engagement at work.
Model N uses technology to host an annual career development workshop series to help its employees discover their strengths and create a professional growth plan. This series includes a session on internal mobility, helping employees understand how to advance their careers within Model N. Sessions of this nature underscore Model N’s commitment to employee growth, their professional development, and the possibility of a long-term career at the company.
Artificial intelligence (AI) is changing how we approach internal talent development by providing the data that will make it easier to match employees with internal career growth opportunities and, in turn, provide employees with guidance on the capabilities they need to reach their career aspirations. AI will help HR professionals accelerate talent mobility and enable greater inclusion and belonging in a company’s talent management practices. AI will benefit critical talent decisions, like internal job placements, promotions, and leadership succession, by ensuring these decisions are data-driven and less prone to bias.
Development opportunities are not limited to job skills. Companies should also offer social support and opportunities to create safe spaces through the help of employee resource groups (ERGs). These groups, often formed around shared identities or interests, create a supportive space where employees can connect with colleagues who share similar backgrounds, experiences, or goals. By offering a platform for open dialogue, collaboration, and the celebration of diversity, ERGs empower individuals to embrace their unique identities and learn from one another. Technology makes these kinds of communities possible for Model N’s remote workforce.
5. Demonstrate commitment through action
Acting on inclusive values is possibly the most important step in building a sense of belonging. Hiring a more diverse workforce provides minimal benefits if those individuals do not feel they can bring their unique perspectives and experiences to work. Core values alone do not create belonging — they require intentional focus and effort in big and small ways every day. Belonging must be infused in every initiative.
HR and collaboration platforms build culture by creating opportunities for employees to connect in formal and informal ways. Technology solutions enable companies to celebrate employees’ accomplishments publicly and provide new ways to solicit and analyze feedback. Model N’s tech stack is imperative to our DEIB efforts.
Culture is ever-evolving. Societal changes, current events, technology advancements, an employee’s personal circumstances, and many more factors influence what employees need from their organization. Companies must stay plugged into these factors and adjust practices to continue fostering an inclusive workplace and a strong sense of belonging for all employees.
The Value of Belonging
Cultivating an environment of belonging enriches both the company and its employees, and technology helps support these goals. Employees who feel they belong are more likely to be engaged with their work and actively want their company to succeed. Enhanced engagement increases productivity, performance, job satisfaction, and employee retention. Merely enacting DEI policies will not deliver the results employees deserve. Building a culture of belonging through trust, connection, and respect creates a truly inclusive workplace where individuals can thrive, paving the way for enduring success for the business and its people.
Author Bio
Laura Selig
is the Chief People Officer and joined Model N in November 2018. Laura is responsible for all aspects of human resources, including talent attraction and retention, employee learning and development, and culture initiatives to grow and enhance Model N’s reputation as a great place to work. With more than 20 years of HR experience, Laura has worked across a variety of industries, including high-tech and financial services. Prior to Model N, Laura led the people functions for high-tech startups, including SnapLogic and Couchbase, and also spent a number of years in global HR leadership at Visa, Inc.
