Hearing from Dr Dave S.P. Thomas

Improving sense of belonging: Five proposals for action

‘If both the physiological and the safety needs are fairly well gratified, then there will emerge love and affection and belongingness needs, and the whole cycle already described will repeat itself with this new centre. Now the person will feel keenly.’ – Abraham Mazlow

The disequilibrium caused by the catastrophic, polarising effects of the covid-19 pandemic and the unrelenting, pernicious nature of historic and current inequalities have created and sustained institutions, environments and systems that support and maintain social injustices that pose barriers to achieving sense of belonging. These tumultuous events have also promoted and sustained actions that have stratified, marginalised, oppressed and disenfranchised people based on their socio-political, gendered, racialised and other identity characteristics by creating and maintaining gradients of inequality and exclusion.

While there has been marginal gains in promoting equity, diversity and belonging, primarily through the efforts of people who have an affiliation to a diversity characteristic (or intersectional combination of these characteristics), the architecture and infrastructure of institutions and environments continue to crystalize modes of exclusion. Research has shown that exclusion has the potential to promote feelings of physical pain which are often classified as medically unexplained symptoms.^i ii iii

As I have written elsewhere,^iv the benefits of a diverse workforce (including those with visible and non-visible markers of diversity) and a diverse society are generally indisputable and widely accepted. Some argue that diversity in the broader UK society and organisations have been strengthened to a degree through recognition of difference, acknowledgement of protected characteristics under equality legislation and increases in representation of ethnic minorities in political and public positions. Others maintain that organisations are working assiduously to create more inclusive ecosystems that are reflective of the rich tapestry of diversity in their societies. But while there are metrics which can be used to measure the extent to which organisation, institutions and societies promote equity and achieve diversity, a fundamental question remains unanswered. How will they know when they have achieved inclusion and belonging? Who needs to do the work and what actions should be taken?

Sense of belonging is a far-reaching construct that has been variously defined. Psychologist Abraham Maslow theorised that sense of belonging is a basic human need and inspiration, adequate to influence behaviour.^v Sense of belonging generally refers to a feeling of connectedness, that one is important or matters to others (Rosenberg and McCullough, 1981). True belonging is not about fitting in; it’s about creating and sustaining environments where people can feel included, without judgement or fear of persecution, marginalisation, harassment or discrimination. Research has shown that belongingness is a key component of psychological, physical wellbeing (Haggarty et al., 1992). The absence of sense of belonging is typically described as exclusion, sense of alienation, or marginality, which has been linked to negative proximal and long-term outcomes such as depression, anxiety and suicide.^vi

In spite of the presence of emerging scholarship around belongingness, key factors that promote sense of belonging are still poorly understood. Subsequently, approaches to building sense of belonging have varied. Traditionally, some institutions, societies and organisations adopt a deficit approach by maintaining a focus on ‘fixing individuals’, individual problems and individual conditions in order to promote assimilation. These approaches have often proven inadequate and unsustainable. Therefore, as I have written elsewhere,^vii I recommend a more holistic, transformational approach that outlines five proposals for action.

1. Increase accountability

If we don’t intentionally include, we are very likely to exclude. Belonging is a by-product of inclusion. Creating organisational cultures with inclusive values at its core, where everyone can bring their whole, authentic selves (if they so desire) could prove effective in promoting and sustaining inclusive environments. This requires collective action, honesty, compassion, empathy, creativity and courage. Everyone has to be invested in the endeavour and actively play their part.

2. Acknowledge that healing requires recognition 

Intersecting identities can result in multiple modes of exclusion and unbelonging. One way to mitigate this might be to support leaders, managers, practitioners and educators as they work to redress barriers to belonging and promote inclusion, by helping them to recognise and understand modes of exclusion and unbelonging.

3. Allyship 

Recognising the advantages (earned or unearned) afforded to members of majority groups and using those advantages to challenge systems and processes that promote and sustain inequality is often thought of as allyship. Allyship is more than about speaking out against inequalities. It involves acting with intent. In terms of promoting belonging, ‘allies’ should work collectively with and in support of, marginalised and affected groups in order to highlight, agree and sustain actions to address structural inequalities

4. Recognising standpoint^viii

Our social positions and experiences gives us unique perspectives. Organisations should value the intersectional experiences of all stakeholders (particularly those that traditionally may have been marginalised). Ensuring that those experiences and perspectives feature in decision-making and the creation of equity-based activities may be effective in building and sustaining more inclusive cultures and environments.

5. Listen 

Listening is key in order to promote and sustain equity, inclusion and belonging. Listen to understand. Listen impartially without interruption. Listen with discernment. Let all stakeholders feel affirmed, seen and heard. Then develop transparent processes to show the steps that have been taken in response.

References

Hagerty, B.M.K., Lynch-Sauer, J., Patusky, K.L., Bouwsema, M., and Collier, P. (1992). Sense of Belonging: A Vital Mental Health Concept, Archives of Psychiatric Nursing, VI. 3, pp. 172-177

Rosenberg, M., and McCullough, B.C. (1981). Mattering: Inferred significance and mental health among adolescents. Research in Community Mental Health, 2, 163:182.