In a constantly changing business landscape, the search for sustainable practices and the building of a solid and inclusive organizational culture are crucial elements for long-term success. In a survey conducted by Deloitte, 69% of the people interviewed said they wanted their companies to invest in sustainability efforts, including carbon reduction, the use of renewable energies and waste reduction.
In this context, belonging - known globally by the term belonging - is emerging as a fundamental pillar capable of driving sustainability and shaping a transformative organizational culture in Brazilian companies. Find out below why belonging is essential for driving sustainability and transforming organizational culture.
What is Belonging?
In general, belonging is the feeling of connection and identification that a person feels in relation to a group or community. In the workplace, it manifests itself when employees feel valued, respected and an integral part of the team, regardless of their origin, identity or personal characteristics.
Psychological Security: the basis of Belonging
Amy Edmondson, professor of leadership and management at Harvard Business School, introduced the concept of psychological safety, defining it as the belief shared by the members of a team that the environment is safe for interpersonal risk-taking. In other words, it is the conviction that there will be no punishment or humiliation for expressing our ideas, questions, concerns or mistakes.
Psychological safety is the basis on which belonging develops. When we feel safe, we are more likely to open up, share our perspectives and connect with other people.
Amy Edmondson's four pillars of psychological safety
Edmondson identified four pillars that underpin psychological safety:
- Safety to interact: Feeling at ease to participate in conversations and interactions, without fear of judgment or retaliation.
- Safety to express oneself: Feeling free to share ideas, opinions and concerns, even if they are different from the community with which one relates.
- Safety to learn: Feeling safe to ask questions, experiment and learn from mistakes, without fear of being punished for failing.
- Security of belonging: Feeling accepted and valued as a member of the team, regardless of their singularities.
The relationship between belonging and psychological security
Safety to belong, the fourth pillar of psychological safety, is the most direct expression of the connection between the two concepts and strengthens the sense of belonging. When we feel safe to be ourselves and to express our unique identities, we experience a deep sense of belonging.
In other words, psychological safety creates the environment where belonging can flourish, while belonging reinforces psychological safety, creating a virtuous cycle of trust, collaboration and well-being.
The importance of Belonging for Sustainability
When employees experience a sense of belonging, they become more engaged and committed to the company's objectives, including sustainability goals. They feel more motivated to contribute innovative ideas and solutions, and to adopt sustainable practices in their daily lives. In addition, belonging strengthens the sense of collective responsibility, which is essential for building a more sustainable future.
The impact on organizational culture
Belonging is an essential ingredient for creating a positive and transformative organizational culture. When employees feel a sense of belonging, they become more collaborative, communicative and open to new ideas. In addition, belonging contributes to reducing turnover and increasing productivity and performance.
Practices to strengthen Belonging in companies
- Accessibility: Ensuring that the work environment is accessible to everyone, with accessibility resources and flexibility of action.
- Gender equality: Promoting equal opportunities for men and women, combating sexism and discrimination.
- Dialogue: Encouraging open and transparent communication, creating spaces for people to express their opinions and ideas.
- Recognition: Valuing and recognizing the contributions of each person, showing that their work is important and relevant.
- Development: Offering opportunities for professional and personal development, allowing everyone to grow and feel fulfilled.
- Communities: Create spaces for them to connect and interact, such as affinity groups, volunteer programs and various events.
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