How Belonging Strengthens Your DEIB Strategy

Why add belonging to your DEIB strategy?

We often talk about equity and inclusion, but belonging deserves its own space in a workplace strategy aimed at connecting all employees, especially those who previously felt marginalized. Belonging reflects how safe and connected people feel within their teams and the broader organization.

Belonging differs from inclusion in four measurable ways: Here are a few major differences between these two concepts:

• Belonging is an outcome variable affected by inclusion and equity activities. When you are successful with inclusion and equity, a high sense of belonging will follow. That makes belonging a key variable HR departments should track over time.

• Inclusion assumes that there are insiders and outsiders, with actions taken to include those outsiders. It's an assumption that, ironically, already treats groups differently within the company. Belonging is agnostic on that insider/outsider dynamic. It simply measures how connected you are to your peers.

• Measuring inclusion activities on employee surveys points us to those practices that drive belonging.

• Measuring belonging tells us whether employee engagement is likely to go up or down in the near future.

Why does DEI measurement require belonging?

Organizations building listening programs must establish a reliable framework to track DEIB measures accurately. Three practices consistently improve DEIB measurement accuracy:

• Measurement plans must go hand-in-hand with a corresponding action plan. Employees distrust DEIB programs that lack clear action plans. The data shows that organizations with defined measurement and response protocols see 40% higher program credibility scores. Organizations must define their response protocols before launching measurement. Without predetermined action steps, DEIB programs fail to gain employee trust and participation drops by an average of 30%. You should be clear on what measures you're using, how frequently you're listening (ideally at least once per quarter), what technology you're using to listen, and what the next steps will look like once results have been compiled.

• Make the listening program an inclusive act in itself. Multiple choice questions alone fail to capture why employees feel excluded. Open-ended questions or crowdsourced feedback is always better because it allows more people to express why they might not feel like they belong. New technology that enables real-time feedback to survey-takers can solicit more accurate and expressive feedback.

• Old-style engagement questions taken once a year are not adequate to track a sense of belonging. Organizations now measure belonging quarterly rather than annually, tracking items like 'I can be my authentic self at work' to identify trends before they impact retention.

• Secure visible commitment from senior leaders. When executives speak publicly about why DEIB matters to the business, employees recognize the initiative as a company priority rather than an HR project.

• Equip middle managers to champion DEIB in everyday decisions. Their buy-in turns strategy into the daily actions employees see and feel.

How does DEIB performance predict future success?

The data shows that workplaces with high belonging scores demonstrate a 56% increase in job performance, 50% drop in turnover risk, and a 75% reduction in sick days. For a 10,000-person company that works out to an annual savings of $52 million.Studies indicate that measuring belonging isn't just a DEIB initiative—it's a core metric that can forecast future organizational success.

Effective belonging measurement requires quarterly listening cycles that track trends across demographic groups. Organizations with mature listening programs measure belonging quarterly across all employee segments, with particular focus on groups showing belonging scores below 70%.

You should measure it across all employees while paying special attention to traditionally marginalized groups like people of color or internal groups that previously had low belonging scores.

Action plans that address belonging gaps across all employee groups prevent the 30-40% engagement drops that typically follow belonging declines. Perceptyx's employee listening platform tracks belonging metrics quarterly alongside engagement, lifecycle, and pulse data, enabling HR leaders to identify and address belonging gaps before they impact retention. Schedule a demo to see how belonging measurement integrates with your existing listening strategy.

Frequently asked questions

What is a DEIB strategy?

A DEIB strategy defines how an organization improves diversity, equity, inclusion, and belonging through measurable goals, ongoing listening, and accountable actions.

Common metrics include:

• Representation by level and function

• Hiring, promotion, and attrition rates by demographic group

• Pay equity and opportunity equity indicators

• Inclusion and belonging survey scores

• Engagement, retention, and performance outcomes tied to DEIB actions

How is belonging different from inclusion?

Inclusion reflects the practices and behaviors that shape daily work experiences. Belonging measures the outcome of those practices by tracking whether employees feel safe, accepted, and connected to their teams and the organization.

Why should we measure belonging at work?

Belonging scores connect to business outcomes. Workplaces with high belonging scores show a 56% increase in job performance and a 50% drop in turnover risk.

How often should we survey employees about belonging?

Quarterly pulse surveys support trend tracking and faster action. Use a consistent quarterly cadence and set a response window so leaders act on results within the same quarter.