--- title: "Everyone Belongs: A Guide to Inclusion in the Workplace" description: A culture of inclusion in the workplace promotes workplace diversity and a sense of belonging. 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[Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [All about COVID-19 in the Workplace](https://blog.axcethr.com/topic/covid19) - [Kansas & Missouri HR News](https://blog.axcethr.com/topic/kansas-and-missouri-hr-news) - [Kansas City Interest News](https://blog.axcethr.com/topic/kansas-city-interest-news) - [PEO/HRO](https://blog.axcethr.com/topic/peo) - Choose Topic: - [Human Resources](https://blog.axcethr.com/topic/human-resources) - Payroll Administrations - [Employee Safety & Risk Management](https://blog.axcethr.com/topic/employee-safety-risk-management) - [Employee Benefits](https://blog.axcethr.com/topic/employee-benefits) - [PEO](https://blog.axcethr.com/topic/peo) # Everyone Belongs: A Guide to Inclusion in the Workplace By [Lacey Conner, SHRM-CP](https://blog.axcethr.com/author/lacey-conner) on [Aug 28, 2019](https://blog.axcethr.com/everyone-belongs-a-guide-to-inclusion-in-the-workplace) 3 min read [0 comment(s)](https://blog.axcethr.com/everyone-belongs-a-guide-to-inclusion-in-the-workplace#comments-listing) Share this: - - - - [whatsapp://send?text=https://blog.axcethr.com/everyone-belongs-a-guide-to-inclusion-in-the-workplace](whatsapp://send?text=https://blog.axcethr.com/everyone-belongs-a-guide-to-inclusion-in-the-workplace) - [mailto:?subject=Everyone%20Belongs:%20A%20Guide%20to%20Inclusion%20in%20the%20Workplace&body=https://blog.axcethr.com/everyone-belongs-a-guide-to-inclusion-in-the-workplace](mailto:?subject=Everyone%20Belongs:%20A%20Guide%20to%20Inclusion%20in%20the%20Workplace&body=https://blog.axcethr.com/everyone-belongs-a-guide-to-inclusion-in-the-workplace) ![A Guide to Inclusion in the Workplace](https://blog.axcethr.com/hs-fs/hubfs/Stock%20images/Creative%20team%20putting%20their%20hands%20together%20in%20circle.jpeg?width=1000&name=Creative%20team%20putting%20their%20hands%20together%20in%20circle.jpeg) Everyone has a need to belong. Unfortunately, at a time when diversity in the workplace is a topic sure to incite controversy and passionate debate, some employees have a more difficult time feeling they belong than others. Individuals of minority backgrounds of race, ethnicity, gender or sexual identity might have a harder time fitting in to your workplace than you might expect. Research from the [Harvard Business Review](https://hbr.org/2017/02/diversity-doesnt-stick-without-inclusion) reports that 37% of African-Americans and Hispanics and 45% of Asians feel that they “need to compromise their authenticity” in order to match organizational norms. And that’s a problem because when employees do not feel they belong, performance suffers. Workplace morale takes a hit, leading to increased turnover rates. An organization will not function well under these conditions, so it is up to organizational leadership to create ways for all workers to feel that essential sense of belonging. [![New call-to-action](https://no-cache.hubspot.com/cta/default/2652187/a27222b4-2c8b-4fd1-bb3d-cd7231f5c71c.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/a27222b4-2c8b-4fd1-bb3d-cd7231f5c71c) ## Steps Leaders Can Take to Increase Inclusion Results might not happen instantaneously, but there are several steps organizational leaders can take to increase inclusion in their organization. Not all these steps are easy to undertake or even identify, but fortunately, we can turn to suggestions that come from the likes of [Howard J. Ross](https://howardjross.com/), author of *Our Search for Belonging* and partner at Udarta Consulting in Silver Spring, Maryland. - ### Declare a Mission Statement Declare an easy-to-read mission statement about inclusion and circulate it throughout your organization. Workers need to have a shared sense of purpose. Ross feels that this sense of shared purpose is essential, saying “The more people feel they are the same, the more they see their experiences as collective.” - ### Set Expectations for Employees Come up with a list of expectations for employee behavior concerning diversity and inclusion. Of course, leadership can’t regulate all interactions between employees, so it is useful for employees to know what sort of interaction is valued in the workplace. RELATED: [He, She or They - Creating Inclusivity for Non-Binary Gender Identity Employees >>](https://blog.axcethr.com/he-she-or-they-creating-inclusivity-for-gender-neutral-employees) - ### Avoid the Echo Chamber Hire people with different backgrounds or points of view. Look for candidates with unique experiences who will add value to your organization. - ### Keep Work Safe Build a [positive workplace culture](https://blog.axcethr.com/workplace-culture) where workers feel safe enough to share their life experiences and be vulnerable with one another. This is easier said than done, but it should be a priority for everyone in the organization to be considerate of others. - ### Make Time for Discussion Meet with employees whom you disagree with so that both of you can understand each other better. Allow each of you time to present your own thoughts so that no conversation is monopolized by one party. Afterward, instead of trying to come up with counterpoints, ask questions and learn. Emphasize that this is not a debate but a learning opportunity. [![diversity equity and inclusion changes to make in your workplace](https://no-cache.hubspot.com/cta/default/2652187/617b2b05-4fc3-4984-8193-385271b0f7da.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/617b2b05-4fc3-4984-8193-385271b0f7da) ## Examples of Businesses Leading the Way A final note to remember, your organization is not alone in its effort to promote inclusion. You can find inspiration and examples in several leading businesses and organizations already striving to forge these pathways. - [L’Oréal partners with organizations](https://www.loreal.com/group/diversity-and-inclusion/partners) such as EDGE (Economic Dividends for Gender Equality) to foster gender equality in the workplace. - Gap Inc. has [several initiatives promoting inclusion](https://www.gapincsustainability.com/people/working-greater-equality-and-opportunity/embracing-diversity-and-fostering-inclusion). One is the Diversity + Inclusion Training Curriculum, which uses videos, discussion guides, and learning modules to educate employees about inclusive practices. - Through the [Microsoft Autism Hiring Program](https://www.microsoft.com/en-us/diversity/inside-microsoft/cross-disability/hiring.aspx#coreui-heading-sp7tqqo), Microsoft helps job applicants on the autism spectrum through the hiring process to make sure the company is using talented individuals to their fullest potential. RELATED: [Diversity in the Workplace is a Bigger Deal Now >>](https://blog.axcethr.com/diversity-in-the-workplace-is-a-bigger-deal-in-2020) ## **[![Axcet HR Solutions Employee Relations Solutions helping small businesses in kansas city and across the country](https://no-cache.hubspot.com/cta/default/2652187/interactive-189259369129.png)](https://blog.axcethr.com/hs/cta/wi/redirect?encryptedPayload=AVxigLJfrAd962mP7vvTIDg3cwuUHJ5XNNr41F9N2%2BllFAUwSNUQxrPJF3grHsSb0KJ%2BD2GrrQq3hKyuRdtn9FEdcN%2FnbjypBDxhBUo8P9Te5esk1iVumDKdniLd%2BWdyhX2aNczQJNI1jOgE07nb9Fi57waIhJyHIydVYHWI9LD9Z8H4qChhsDeftysEonj017Xpt1oHKTN%2Fh6eT14l0SuHPDHcwxUgvKe7OgSpOQGdw8JkgeLfSdUa7J0L8XkZksinGnq6gpUFDiXQRAStRz0gngrWfi30OUhSIdsB2eByTQmiy7w%3D%3D&webInteractiveContentId=189259369129&portalId=2652187)** ## **Foster Inclusion, Strengthen Culture** Creating an inclusive workplace isn't a one-time initiative—it’s an ongoing commitment that drives employee satisfaction, innovation, and long-term success. When every team member feels valued and heard, organizations benefit from stronger collaboration, deeper engagement, and a culture where everyone thrives. 🌍 [Learn how Axcet’s Employee Relations Services](https://www.axcethr.com/services/human-resources/employee-relations-consultant/) can help you build a more inclusive, respectful, and connected workplace. [![New call-to-action](https://no-cache.hubspot.com/cta/default/2652187/9758b087-ec74-438d-a7b6-270ed3cca6da.png)](https://cta-redirect.hubspot.com/cta/redirect/2652187/9758b087-ec74-438d-a7b6-270ed3cca6da) [![Lacey Conner, SHRM-CP](https://blog.axcethr.com/hs-fs/hubfs/Lacey%203.jpg?width=80&height=80&name=Lacey%203.jpg)](https://blog.axcethr.com/author/lacey-conner) Written by #### [Lacey Conner, SHRM-CP](https://blog.axcethr.com/author/lacey-conner) Lacey serves as a Human Resources Consultant for Axcet. Her passion is assisting her clients in creating safe, compliant, and effective work environments for their employees. Prior to joining the Axcet team, she provided HR services within the banking and mortgage industries. Lacey holds a Bachelor's degree in Business Administration from Kansas State University and is SHRM-CP certified. Read more [View all posts →](https://blog.axcethr.com/author/lacey-conner) ### Get HR Updates ### Table of Contents ### Related Resources - [services Human Resources](https://www.axcethr.com/services/human-resources/) #### [Ask the Expert: Is a Professional Employer Organization (PEO) Right for My Business? ![Is a Professional Employer Organization (PEO) Right for My Business?](https://blog.axcethr.com/hubfs/PEO%20FAQ%20Blog%20One%20Image.png)](https://blog.axcethr.com/ask-the-expert-is-a-professional-employer-organization-peo-right-for-my-business) #### [![Announcing Employee Departures: How to Break the News](https://blog.axcethr.com/hubfs/Aug%2026%20Blog%20Image.png) Announcing Employee Departures: How to Break the News](https://blog.axcethr.com/announcing-employee-departures-how-to-break-the-news) ## Let us know what you think... ![AxcetHR Blog](https://blog.axcethr.com/hubfs/AxcetHR2021%20Blog/axcethr_logo_white%20(1).png) - [Why Axcet](https://www.axcethr.com/why-axcet/) - [What We Stand For](https://www.axcethr.com/about-us/what-we-stand-for/) - [Expertise](https://www.axcethr.com/expertise/) - [Employee Benefits](https://www.axcethr.com/services/employee-benefits/) - [Human Resources](https://www.axcethr.com/services/human-resources/) - [Payroll Services](https://www.axcethr.com/services/payroll-and-tax-administration-services/) - [Risk Management](https://www.axcethr.com/services/workers-comp-and-employee-safety-risk-management/) - [Meet the Team](https://www.axcethr.com/about-us/meet-the-team/) - [Subscribe to Latest Resources](https://www.axcethr.com/subscribe-to-the-latest-resources/) - [Resource Library](https://www.axcethr.com/expertise/resource-library/) - [\[ Client Portal \]](https://www.axcethr.com/client-services/) - - - - - Search for: Copyright © 2023 Axcet HR Solutions – Kansas City's PEO Since 1988 | [Privacy Policy](https://www.axcethr.com/privacy-policy/) | [Terms and Conditions](https://www.axcethr.com/terms-conditions/) | [**Join our Team – Careers »**](https://axcethrsolutions.prismhr-hire.com/) 10975 Grandview Drive Suite 200, Corporate Woods Building 27, Overland Park, KS 66210 | Call us: 913-383-2999 *The IRS does not endorse any particular For more information on [certified professional employer organizations](https://www.axcethr.com/why-axcet/certified-peo/), go to [www.irs.gov](https://www.irs.gov).* Remove cookies ![](https://dc.ads.linkedin.com/collect/?pid=43031&fmt=gif) ```json { "@context" : "https://schema.org", "@type" : "BlogPosting", "author" : { "@type" : "Person", "name" : "Lacey Conner, SHRM-CP", "url" : "https://blog.axcethr.com/author/lacey-conner" }, "dateModified" : "2026-08-26T20:55:39.177Z", "datePublished" : "2019-08-28T14:15:44.000Z", "headline" : "Everyone Belongs: A Guide to Inclusion in the Workplace", "image" : [ "https://blog.axcethr.com/hubfs/Stock%20images/Creative%20team%20putting%20their%20hands%20together%20in%20circle.jpeg" ], "mainEntityOfPage" : { "@id" : "https://blog.axcethr.com/everyone-belongs-a-guide-to-inclusion-in-the-workplace", "@type" : "WebPage" }, "publisher" : { "@type" : "Organization", "logo" : { "@type" : "ImageObject", "url" : "https://blog.axcethr.com/hubfs/_logo_axcethr_primary.png" }, "name" : "Axcet HR Solutions" } } ``` ```json { "@context" : "https://schema.org", "@id" : "https://www.axcethr.com/#organization", "@type" : "Organization", "address" : { "@type" : "PostalAddress", "addressCountry" : "US", "addressLocality" : "Kansas City", "addressRegion" : "MO" }, "aggregateRating" : { "@type" : "AggregateRating", "bestRating" : "5", "ratingValue" : "5", "reviewCount" : "100" }, "areaServed" : { "@type" : "Country", "name" : "United States" }, "award" : [ "IRS Certified Professional Employer Organization (CPEO)", "Award-Winning HR Solutions Provider", "SHRM Certified HR Professionals", "HRCI Certified HR Professionals" ], "contactPoint" : { "@type" : "ContactPoint", "areaServed" : "US", "availableLanguage" : "English", "contactType" : "Customer Service" }, "description" : "Award-winning Professional Employer Organization (PEO) providing comprehensive HR solutions, payroll services, employee benefits, and risk management to small and mid-sized businesses. 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Unfortunately, at a time false", "articleBody" : "Everyone has a need to belong. Unfortunately, at a time when diversity in the workplace is a topic sure to incite controversy and passionate debate, some employees have a more difficult time feeling they belong than others. Individuals of minority backgrounds of race, ethnicity, gender or sexual identity might have a harder time fitting in to your workplace than you might expect. Research from the Harvard Business Review reports that 37% of African-Americans and Hispanics and 45% of Asians feel that they “need to compromise their authenticity” in order to match organizational norms. And that’s a problem because when employees do not feel they belong, performance suffers. Workplace morale takes a hit, leading to increased turnover rates. An organization will not function well under these conditions, so it is up to organizational leadership to create ways for all workers to feel that essential sense of belonging. Steps Leaders Can Take to Increase Inclusion Results might not happen instantaneously, but there are several steps organizational leaders can take to increase inclusion in their organization. Not all these steps are easy to undertake or even identify, but fortunately, we can turn to suggestions that come from the likes of Howard J. Ross, author of Our Search for Belonging and partner at Udarta Consulting in Silver Spring, Maryland. Declare a Mission Statement Declare an easy-to-read mission statement about inclusion and circulate it throughout your organization. Workers need to have a shared sense of purpose. Ross feels that this sense of shared purpose is essential, saying “The more people feel they are the same, the more they see their experiences as collective.” Set Expectations for Employees Come up with a list of expectations for employee behavior concerning diversity and inclusion. Of course, leadership can’t regulate all interactions between employees, so it is useful for employees to know what sort of interaction is valued in the workplace. RELATED: He, She or They - Creating Inclusivity for Non-Binary Gender Identity Employees >> Avoid the Echo Chamber Hire people with different backgrounds or points of view. Look for candidates with unique experiences who will add value to your organization. Keep Work Safe Build a positive workplace culture where workers feel safe enough to share their life experiences and be vulnerable with one another. This is easier said than done, but it should be a priority for everyone in the organization to be considerate of others. Make Time for Discussion Meet with employees whom you disagree with so that both of you can understand each other better. Allow each of you time to present your own thoughts so that no conversation is monopolized by one party. Afterward, instead of trying to come up with counterpoints, ask questions and learn. Emphasize that this is not a debate but a learning opportunity. Examples of Businesses Leading the Way A final note to remember, your organization is not alone in its effort to promote inclusion. You can find inspiration and examples in several leading businesses and organizations already striving to forge these pathways. L’Oréal partners with organizations such as EDGE (Economic Dividends for Gender Equality) to foster gender equality in the workplace. Gap Inc. has several initiatives promoting inclusion. One is the Diversity + Inclusion Training Curriculum, which uses videos, discussion guides, and learning modules to educate employees about inclusive practices. Through the Microsoft Autism Hiring Program, Microsoft helps job applicants on the autism spectrum through the hiring process to make sure the company is using talented individuals to their fullest potential. RELATED: Diversity in the Workplace is a Bigger Deal Now >> Foster Inclusion, Strengthen Culture Creating an inclusive workplace isn't a one-time initiative—it’s an ongoing commitment that drives employee satisfaction, innovation, and long-term success. When every team member feels valued and heard, organizations benefit from stronger collaboration, deeper engagement, and a culture where everyone thrives. 🌍 Learn how Axcet’s Employee Relations Services can help you build a more inclusive, respectful, and connected workplace.", "author" : { "@id" : "https://blog.axcethr.com/author/lacey-conner#author", "@type" : "Person", "name" : "Lacey Conner, SHRM-CP", "url" : "https://blog.axcethr.com/author/lacey-conner" }, "dateCreated" : "2019-08-28", "dateModified" : "2026-08-26", "datePublished" : "2019-08-28", "description" : "Everyone has a need to belong. Unfortunately, at a time when diversity in the workplace is a topic sure to incite controversy and passionate debate, some employees have a more difficult time feeling they belong than others. 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