Designing Systems of Belonging for Long-Term Success

Belonging isn’t just a feel-good value—it’s a critical driver of organizational success. Yet, too many leaders approach belonging as an abstract concept, failing to connect it with the tangible systems, processes, and policies that shape workplace culture.

The truth is, belonging doesn’t happen by accident. It must be designed. The most successful organizations embed belonging into every facet of their operations, from hiring to leadership development to recognition systems. These systems ensure that every employee, regardless of their background or role, feels valued, respected, and connected.

This article is your step-by-step guide to moving from good intentions to meaningful action. Together, we’ll explore how to design systems of belonging that are measurable, sustainable, and impactful.

Section 1: Conducting a Barriers Audit

The first step to fostering belonging is understanding where your organization currently stands. A Barriers Audit helps identify the systems, practices, and norms that unintentionally exclude certain groups.

How to Conduct a Barriers Audit

1. Analyze Retention and Turnover Data

• Break retention rates down by demographic groups (e.g., gender, race, age, disability status).

• Identify patterns: Are certain groups leaving the organization at higher rates than others? Are specific departments struggling more with turnover?