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Skip to main content Home Library Language I IS FOR INCLUSION I IS FOR INCLUSION I IS FOR INCLUSION Print It’s diversity and inclusion, not diversity and isolation, yet the sad fact is that despite our best intentions, many of us still feel excluded and alone at work. A study conducted by BetterUp behavioral scientists Evan W. Carr and Andrew Reece found that a whopping 40 percent of us feel that sense of isolation on the job. This means that despite the nearly 8 billion dollars businesses typically spend each year on D&I training, nearly half of employees still don’t feel like they belong. The crux, of course, is that belonging isn’t some throwaway feeling. Instead, as Carr and Reece state, it’s about “mattering, identification, and social connection. The unifying thread across these themes is that they all revolve around the sense of being accepted and included by those around you.” Our brains are hardwired to need social interaction. In fact, it’s so essential that isolation can feel almost physically painful. This is because, as explained by a study published in the National Library of Medicine, social and physical pain share overlapping physiological mechanisms. Why Belonging Matters Let’s take a look at the reasons it’s important to ensure everyone feels like they’re part of the whole and what we can do about it if they don’t: Isolation creates cracks. Like building a house atop a fault line, teams that suffer from feelings of exclusion are liable to break down. When people feel included, they tend to want the group to succeed. When they feel left out, however, they’re more likely to sabotage—intentionally or not—themselves and the team. Belonging is a boon for business. From increased productivity to fewer sick days to lower turnover rates, when employees feel like they belong, they do their best work. And that work has a major financial payoff. For a 10,000-person company, the benefits of belonging translate to a savings of more than $52 million. It’s a fixable problem. If your business is suffering from an exclusion problem, there’s good news. With focus and effort, your company can flip the script from isolation to inclusion by working to expand perspectives, encouraging mentor-mentee partnerships, and championing employee empowerment. Next Steps: Combating isolation is a top-down and bottom-up endeavor. This means that leaders need to keep their finger on their team’s social pulse, watching out for cracks while encouraging a cycle of open communication. It also means focusing on inclusivity and belonging beginning with the hiring process. New talent needs to feel valued and supported on day one and day one hundred. SHOW WHAT YOU KNOW According to the article, what fraction of employees report feeling isolated at work? Please provide an answer 1/2 2/5 3/4 1/3 Submit Answers FEATURE TOPIC I IS FOR INCLUSION It’s diversity and inclusion, not ... read more Current ENSURING GAZELLES ARE PART OF THE HERD When we think of belonging ... read more VIDEO: 4 STEPS TO EXTEND A HAND Deep down, we all crave acceptance. read more 1 2 3 × ×