What does it really mean to belong at work? And how do we create a culture where people feel not just included, but seen, heard, and accepted?
At one prestigious university, this question isn’t just theoretical. It’s at the heart of a cultural shift that began with a simple, powerful conversation. One that opened the door to deeper connection, trust, and understanding, and led to a campus-wide embrace of meaningful dialogue.
From Belonging to Acceptance
"Dana", Associate Vice President for Employee Engagement and Workplace Culture at the university, had already been thinking deeply about the concept of belonging. The university had just wrapped up a five-year initiative centered around belonging, and the time was right to explore what might come next.
But there was a problem. The word belonging, while well-intentioned, wasn’t landing the way it used to. For many employees, it felt vague or even inaccessible. Dana noticed a gap between the strategic language and how people actually experienced connection at work.
So she tried something bold. She partnered with Inclusivv to pilot one of our structured one-hour dialogues on Belonging, with a twist. She swapped out the word belonging for acceptance.
The impact? Immediate and powerful.
"I’ve yet to facilitate this conversation where there haven’t been tears," Dana shared. "People go from joy to pain to connection, and they leave wanting more."
The Power of Dialogue
The model used wasn’t a workshop or a training. It was a conversation. A guided dialogue where participants paired up, shared personal stories, and practiced deep listening.
Each session followed a simple, human-centered structure:
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Three open-ended questions
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Small pairs or group format (2 to 5 people)
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Trained facilitator
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Ground rules for empathy, respect, and confidentiality
Dana added her own touches, too. She asked participants to lock eyes with their partner, thank them for sharing, and ask permission before bringing stories into the larger group.
"What they share one-on-one might never be said in a group," she explained. "So we honor that moment. We build trust."
These conversations do more than spark feelings. They build bridges. People begin to realize how much they have in common with coworkers they might never speak to otherwise. They start to see themselves as part of something larger. Something human.
Why Belonging at Work Still Matters
The science backs this up. Research shows that belonging is essential to human health and performance:
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Employees who feel they belong are 56% more productive and 50% less likely to quit
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Psychological safety increases innovation, learning, and risk-taking
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Social connection is linked to lower stress and better mental health
In fact, according to Harvard Business Review, fostering a sense of belonging can be more impactful than many traditional wellness programs. It is not a soft skill. It is a strategic advantage.
BetterUp's research shows that workplace belonging is linked to a 75% reduction in sick days. And companies with high belonging scores see increased collaboration, improved customer satisfaction, and stronger financial performance.
This matters more now than ever. With hybrid teams, economic uncertainty, and burnout on the rise, companies are desperate for ways to reconnect. What they are finding is that belonging is not a perk. It is a priority.
But here is the catch: Belonging cannot be mandated. It has to be felt.
And that is exactly what makes Inclusivv’s dialogue model so different. It doesn’t tell people what to think. It invites them to share what they already know deep down.
A Moment of Human Connection
One of the most moving stories from Dana’s pilot session happened during a pairing exercise. She watched, quietly, as two coworkers embraced. No one said a word. But the energy in the room shifted.
"When I brought us back to the group," she said, "I asked people not just how they felt during their conversation, but what they observed in the room. Everyone saw it. That moment of connection."
It wasn’t performative. It was real.
These kinds of experiences are deeply human. They are also scalable. And that is what makes them so powerful in an organizational context. Real change does not always start with strategy. Sometimes, it starts with a story.
Scaling Connection Across Campus
Following the success of that first session, the university made a clear decision: this work wasn’t done. In fact, it was just beginning.
Now, they’re expanding their use of Inclusivv dialogues across campus, rolling out a total of six curated conversations. Topics include acceptance, community, collaboration, and mutual respect—all designed to foster trust and psychological safety in one-hour, peer-led formats.
Dana is even exploring train-the-trainer models so that more leaders and facilitators can carry this work forward.
"The content is excellent," she said. "But it’s the experience that changes people. We’re not just checking a box. We’re helping people see each other, maybe for the first time."
Belonging, Art, and the Human Experience
Belonging has long been a subject of fascination across disciplines. In philosophy, it is tied to the idea of self and other. In literature and poetry, it is often expressed as a longing to be known. In neuroscience, it is linked to brain activity in areas associated with reward, safety, and even physical pain.
The poet David Whyte once wrote, "The antidote to exhaustion is not rest. It is wholeheartedness." That line captures something essential about belonging. It is not just about being included. It is about being all in.
When employees are seen and heard, when their stories matter, they show up more fully. And that changes everything.
Why This Matters Now
In a world where so many workplaces are feeling fragmented, conversations like these offer a powerful counterforce. They help rebuild trust, connection, and the simple but radical idea that we all have value.
Belonging is trending in business circles for a reason. But behind the buzzword is a deeper truth: when we invest in relationships, when we listen more than we speak, we make room for transformation.
This is not just a story about one institution. It is a story about what is possible when we slow down, sit in a circle, and ask better questions.
Practical Ways to Start
For leaders looking to foster belonging, here are a few starting points:
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Host a one-hour dialogue using a structured format like Inclusivv's
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Train managers to lead conversations centered on gratitude and empathy
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Encourage team storytelling during onboarding or team meetings
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Normalize vulnerability by modeling it from the top
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Measure belonging through pulse surveys and qualitative feedback
These steps are not expensive. They do not require big budgets or long timelines. But they do require intention.
Looking Ahead
Dana and her team are now looking to the future. They plan to expand their partnership with Inclusivv to include new topics and custom content. One idea already in the works: adapting the belonging conversation into a fully standalone workshop on acceptance.
This approach allows the institution to stay true to its values while meeting the evolving needs of its people.
And for Dana, the journey is far from over.
"I know they are going to come knocking on my door," she said. "And they may not know what they want yet. But they know how it made them feel. And they want more."
Ready to Bring Belonging Back to Work?
If your organization is ready to reimagine belonging, Inclusivv can help. We offer:
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One-hour conversation experiences on topics like Leadership, Empathy, and Trust
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Custom civility workshops designed to reflect your culture and values
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Train-the-trainer options to scale impact across teams
Let’s stop talking about culture and start building it... one conversation at a time.
Book time with us to learn more or explore www.inclusivv.co.
