With today’s divisive political landscape, many organizations find themselves caught between a big rock and a very hard place. As efforts to dismantle DEI (Diversity, Equity, and Inclusion) initiatives continue to gain traction, many leaders are left wondering how to navigate the pressure of new regulations, while still fostering an inclusive workplace. Ask yourself, what is more important than creating a sense of belonging in your workplace? Without it, can a business grow and flourish?
The Business Case for Belonging
Let’s step outside of the rhetoric, take a deep cleansing breath, and focus on what really matters. A sense of belonging isn’t about checking a diversity box or satisfying external pressure, it’s about creating an environment where employees can thrive. Studies from Gallup, McKinsey, and Harvard Business Review consistently show that employees who feel a strong sense of belonging are:
- More engaged – Employees who feel included are 3.5 times more likely to be engaged at work.
- More productive – Inclusive teams outperform their peers by 35%.
- More loyal – Companies with high belonging experience a 50% reduction in turnover risk.
- More innovative – Psychological safety fosters creativity and problem-solving, leading to stronger business outcomes.
An informal poll conducted by CCI on LinkedIn found that a sense of belonging was overwhelmingly chosen as the top priority for keeping people engaged in their jobs. So, while political agendas shift and debates rage on, leaders should stay focused on what the data tells us: workplaces prioritizing belonging drive stronger engagement, higher performance, and better retention.
What Happens When Belonging Is Ignored?
The consequences of neglecting belonging are both costly and damaging. When employees feel excluded or marginalized, disengagement creeps in. Think about being at a party where no one engages with you, asks you questions, or seems interested in making you feel welcome and wanted. You leave disappointed and maybe a little angry. In a work scenario, this leads to higher absenteeism, lower productivity, and increased turnover, which carries a financial burden for the company. More importantly, when employees don’t feel safe bringing their full selves to work, the organization loses out on diverse perspectives, fresh ideas, and the kind of discretionary effort that fuels business success.
Dismissing DEI efforts is a shortsighted move. When employees perceive their workplace as unwelcoming or inequitable, it impacts morale, motivation, and ultimately, the bottom line. Companies that fail to cultivate inclusion may soon find themselves hemorrhaging top talent to competitors who understand that belonging isn’t a political stance—it’s smart business.
What Leaders Can Do Now
Leaders must rise above the noise and stay committed to fostering belonging, not because it’s trendy or politically correct, but because it’s fundamental to organizational success. Here’s how to make it happen:
- Reframe the Conversation – Instead of reacting to external pressures, position belonging as a key driver of engagement and business performance. Help stakeholders understand that inclusion fuels better decision-making and innovation.
- Make it a Leadership Priority – Engagement starts at the top. Leaders must model inclusive behaviors, actively listen to employees, and embed belonging into the company’s culture, not just its policies.
- Assess and Act on Employee Sentiment – Use engagement and pulse surveys, listening sessions, and focus groups to measure how employees feel about their sense of belonging. Identify gaps and take meaningful action to close them.
- Embed Inclusion into Everyday Work – Foster team collaboration, amplify underrepresented voices and ensure equitable access to growth opportunities. Belonging isn’t a one-time initiative; it’s an ongoing practice.
- Hold People Accountable – Inclusive cultures don’t sustain themselves. Managers should be trained to recognize biases, facilitate equitable opportunities, and create safe spaces for dialogue.
The companies that will thrive in the coming years are those that understand that human connection is at the core of great workplaces. Employees don’t want to be tolerated; they want to be valued. They don’t want to navigate cultures that see their identities as distractions; they want to contribute, grow, and belong.
The push to dismantle DEI initiatives may be loud, but forward-thinking companies know that inclusion isn’t a fleeting social movement, it’s a fundamental aspect of a high-performing organization. Employees and customers are watching. The future of work will favor those who invest in their people, regardless of the political landscape.
The case for belonging has never been clearer, and the cost of ignoring it has never been higher. The question isn’t whether businesses should continue investing in inclusion, the real question is whether they can afford not to.
Mark Saddic
Vice President, Consulting
CCI Consulting
