Belonging means creating an environment where everyone can contribute and each perspective adds value. This feeling is made daily through inclusive behaviors, open and safe dialogue, and authentic, respectful leadership. Belonging shows in how we actively listen; how we invite different perspectives; and how we make space for people to be themselves while we all move in the same direction. When belonging is present, people feel trusted, empowered to speak up, and connected to something bigger than themselves — strengthening engagement, performance and growth.

An individual contributor…

1. acts inclusively in everyday interactions

What it looks like: Welcomes different perspectives and treats people with respect. Example: Actively invites input from quieter colleagues and acknowledges contributions fairly.

2. speaks up constructively

What it looks like: Raises ideas and concerns early, respectfully, and with a solution mindset. Example: Flags a potential risk in a meeting, explains the impact, and suggests a concrete mitigation or a clear way forward.

3. shows authentic presence

What it looks like: Is genuine, consistent, and trustworthy in how they show up on the job. Example: Communicates honestly and respectfully, especially in difficult conversations.

A manager…

1. fosters a safe, open environment

What it looks like: Ensures people can speak up, disagree, and learn without fear. Example: Instead of assigning blame, uses mistakes to create opportunities for growth through coaching and learning activities.

2. makes fair, transparent decisions

What it looks like: Applies objective criteria and explains choices in a clear, transparent manner. Example: Applies clear standards for opportunity allocation and communicates rationale openly.

3. builds connection and community

What it looks like: Strengthens trust and cohesion, especially across cultures and geographies. Example: Creates team routines that include everyone (rotating facilitation, inclusive check-ins, feedback norms).

An executive…

1. sets the tone for belonging through visible actions

What it looks like: Ensures all voices are invited and taken into consideration, reinforcing belonging as a core leadership expectation.

Example: Intervenes when behaviors undermine respect, and reinforces expected standards.

2. embeds belonging into systems and leadership expectations

What it looks like: Makes belonging measurable and sustained through processes (performance, development, leadership). Example: Ensures inclusion and speak-up follow-through are part of leadership evaluation and development.

3. listens and acts transparently at scale

What it looks like: Uses listening tools and closes the loop with actions, owners, and progress updates. Example: Communicates what was heard, what will change, who owns it, and when updates will be shared.