Repeated studies have shown the tangible benefits of diversity in the workplace: improved performance and profitability, faster innovation, better problem-solving, higher employee engagement, lower turnover, and stronger employer brand reputation. Without question, diversity matters.

Hiring diverse employees is one thing; integrating them into a company’s culture so they feel a sense of “belonging” is another. The concept of belonging isn’t new to diversity, equity and inclusion, but it has become more mainstream, especially in the last year as political and social unrest cast a glaring spotlight on the racial divide in America and in the workplace.

Growing numbers of technology companies, including LinkedIn, Workday, and Twitter have begun to focus on belonging as a mechanism for improving recruiting and retention among underrepresented groups such as people of color, women, and LGBTQ+. To reap its full benefits, belonging must be a logical extension of DEI, and its implementation must be intentional.

To be clear, belonging is not a product of diversity itself. Without inclusion, the true benefits of diversity — creativity, innovation, and profitability — cannot come to fruition. Similarly, belonging cannot exist without true inclusion; employees must feel like they belong.   

Fostering belonging in a remote work environment

It may sound simple, but it is far from easy. Fostering a sense of belonging is challenging enough in a physical office environment, where employees work and interact face to face. Consider, though, the inherent challenges of the increasingly remote workforce that has emerged due the Covid-19 pandemic. Not surprisingly, the majority of workers report that working from home full-time while juggling personal responsibilities is a struggle. 

However, those struggles are magnified among diverse employee groups, such as women, LGBTQ+, people of color, and working parents. Recent research from McKinsey finds that these employees feel even more isolated and unsupported, resulting in a heightened sense of disconnectedness and a lack of belonging. Compared to their white male counterparts, these underrepresented employee groups also feel added pressure due to increased workloads, stress over performance reviews, and juggling their careers with responsibilities at home.  

Thus, tech leaders should ask themselves how to make adjustments in their DEI strategies to help diverse employees to thrive in a remote work environment. Facilitating integration and belonging requires leaders to think creatively, while tapping “soft skills” such as ingenuity, compassion and empathy. Nonetheless, those who commit to doing so may find that remote work could actually contribute to their DEI goals by reducing biases and significantly increasing access to talent. To achieve these goals, however, leaders must also commit to cultivating a culture that encourages a sense of belonging and trust among diverse employees so they can not only do their best work, but feel comfortable and safe showing up as the most authentic version of themselves.

The benefits of belonging

The upsides of creating a culture of belonging and connection are well-documented. Workplace belonging can lead to an estimated 56 percent increase in job performance, a 50 percent reduction in turnover risk, and a 75 percent decrease in employee sick days, according to a 2019 study from BetterUp, an organization dedicated to unleashing workers’ personal potential. The study also found that a single incidence of “micro-exclusion” can lead to an immediate 25% decline in an individual’s performance on a team project. 

Thus, tech companies that invest in developing a culture of belonging — one where employees feel they are respected, “seen,” and treated fairly — are more likely to experience stronger retention, be more attractive to prospective new hires, and benefit from a workforce that is more engaged, motivated and likely to perform at a high level. 

Conversely, leaders who continue along the same trajectory — that is to say, fostering an environment that emphasizes separation and alienation among underrepresented employee groups — are likely to experience more of the same: low employee satisfaction survey scores, higher turnover, and increased difficulty attracting and hiring diverse talent. Hiring and attracting quality tech talent is already difficult; thus, these are outcomes the industry can ill afford.

A tactical approach

Pre-pandemic, the tech sector was already well-acquainted with the versatility and flexibility of a remote workforce. Information technology, for instance, commonly employs remote workers in functions such as Tier 1 or Tier 2 help desk support. Typically, these employees work from their homes or locations overseas.

However, the complexities and challenges of managing workers remotely — and staying true in word and deed to foster a culture of diversity, equity and inclusion — are more obvious and pervasive now that tech companies are embracing it on a broader scale. Which begs the question: If there is no return to the office after the pandemic — something many tech leaders are considering given the clear cost savings and flexibility to hire talent located anywhere — how can the new remote work paradigm be leveraged effectively to nurture a sense of  belonging among diverse and underrepresented employee populations?

The short answer is, no one has a silver bullet solution — yet. A fully remote workforce is still a relatively new phenomenon. DEI, too, is uncharted territory for many organizations responding to the social and political unrest that flared up in 2020. As employer approaches evolve, however, the best practices will undoubtedly rise like cream to the top. For the near term, it can be helpful to look to employers who are leading the way in integration and belonging, like those mentioned above. While many of these initiatives may apply to an office environment, there is ample opportunity to adapt them to a virtual workforce.

We foresee implementation in areas such as employee reward and recognition programs, succession planning, mentorships, hiring practices, and special projects. Twitter, for example, announced last year that it plans to pay the leaders of its employee resource groups to encourage them to drive retention and belonging. At most tech companies, ERG roles are unpaid.

ServiceNow, a digital workflow platform provider, is another tech company that has publicly committed to creating a culture of belonging for employees. According to its website, “Diversity and inclusion are table stakes. Belonging is the breakthrough… Belonging is creating a culture of trust, where all voices are heard and we feel safe bringing our authentic selves to work.”

Developing a culture of inclusion, integration and belonging is about doing things differently. It is about calling on the innovation that the tech industry is so well-known for, and leveraging that to create new practices, platforms, and inventions that bring DEI values to life in the daily employee experience.  

WTIA is at the forefront of those innovations, providing guidance, information and insights at the cutting edge of DEI best practices. As you continue to build a culture of belonging in your organization, you can look to us as a trusted partner to help you reap the benefits of your DEI program while creating an employee experience you and your workforce can be proud of.

To learn more about how WTIA can help you elevate your DEI strategy to foster a sense of belonging among diverse employee groups, contact the WTIA DEI Office at DEI@washingtontechnology.org.