The events over the past few years have led many people around the world to rethink their values and their purpose – including what work looks like in their lives. More than ever, there is a desire to be part of an organization that offers an inclusive and diverse workplace, a place where they feel they belong.
According to our latest Workmonitor survey, 57 percent of respondents say their job fulfills their need for a sense of purpose. However, nearly as many, (54%) would quit if they didn’t feel they belonged at their company.
What’s more, the social justice movement continues to move the global workforce to seek employment with companies that have clear social and environmental commitments. Our survey found that 42 percent of respondents wouldn’t take a job at all if company values didn’t align with their own in these areas.
Further exploring this desire to belong can help you attract and retain great people.
talent experience is critical
This year’s survey reflects a perennial trend: while compensation is important, workers also deeply care about how they are treated and feel at work. Amidst the talent scarcity crisis, people have broader employment choices. These choices mean more opportunity to find a company that matches their values and provides that sense of belonging.
With talent scarcity, belonging has become even more important. The good news is, a clear majority (73%) believe their current employer’s values and purpose aligns with their own, indicating that a positive talent experience is top of mind for most organizations.
belonging benefits employers
One vital lesson that came out of the pandemic is that belonging and inclusion can help with both workforce productivity and employee satisfaction. In fact, Deloitte’s Human Capital Trends Report ranked “Belonging” as the top human capital issue that organizations face in 2021. According to our recent data, this trend hasn’t slowed.
In their report, Deloitte found that belonging can lead to a:
- 56 percent increase in job performance
- 50 percent reduction in turnover risk
- 167 percent increase in employer net promoter score
- 75 percent decrease in sick days
age factors in
The desire to belong is especially important to younger workers. For example, our survey shows that 61 percent of those 18 to 24 would quit if they feel like they didn’t belong at their company. This number decreases with each generation with fewer than half of respondents 55 and over feeling this way.
Younger generations also place greater importance on aligned values. Both Gen Z and Millennials are most passionate about issues such as climate change, social justice and sustainability. As consumers, they tend to side with businesses that align with these views, so it’s only natural they would prefer that their employer follow suit.
A majority (52%) of workers under 25 wouldn’t accept a job if an employer’s values didn’t align with theirs on social and environmental issues. Only one-third (37%) of the oldest age group feels the same.
geography variations
While a sense of belonging is important for the majority of the global workforce (54%), Latin Americans stand out at 60 percent. Conversely, just 50 percent of workers in Southern Europe feel this way. Latin Americans also feel strongest that their employer’s values and purpose around sustainability, diversity and transparency align with their own with 86 percent responding in favor.
Purpose also brings fulfillment to the global workforce. Notably, 88 percent of workers in India derive a sense of purpose from their job. However, only 38 percent of Japanese workers say the same. Japan has the highest median age in the world at 48.6 years and India has the youngest at 28.7. These results correlate with our overall finding that younger people find more purpose in their work.
creating a sense of belonging
Whether as part of a team or the organization as a whole, workers want to feel valued and included. Creating both a safe environment and a sense of belonging for your employees can help you win the war for talent. Here are 3 ways to get started:
bring people together
Acknowledge diversity while emphasizing commonalities to unite teams. Resource groups and mentoring programs can help.
create an engagement strategy
Provide a nurturing environment that promotes productivity and creativity through communication, empathy and acceptance.
build community
Boost social interaction with group activities to create bonds that collaborative work alone can’t replicate. For remote workers, consider virtual parties and fun activities.
A desire to belong is driving today’s workforce to choose an employer that provides an inclusive workplace and has clear social and environmental commitments. Explore more about aligning values and other key insights in our 2023 Workmonitor report.