Belonging Over Representation: What Keeps People at Work

Belonging Over Representation: What Keeps People at Work

In a multicultural and diverse workplace, it goes without saying that representation is key. People want to feel comfortable in their work environment. They want to walk into the workplace with the expectation that they will be represented in some way. This is a critical factor in maintaining a diverse workforce.

However, what companies must recognize is that belonging over representation plays a decisive role in whether underrepresented employees actually stay, engage, and thrive at work.

Belonging vs. Representation

Deloitte’s Comfort–Connection–Contribution Model

Before exploring the importance of belonging, it is necessary to clearly distinguish it from representation. These concepts are often used interchangeably, but they are not the same.

It is easy to assume that if employees feel represented, they must also feel a sense of belonging. However, belonging over representation goes beyond acknowledging presence. It reflects whether people feel accepted, valued, and included for who they truly are.

Deloitte’s Comfort–Connection–Contribution Model offers a clear framework for understanding belonging. The model identifies three key drivers:

• Comfort (25% of drivers)

• Connection (31% of drivers)

• Contribution (44% of drivers)

Comfort (25% of Drivers)

• Treated fairly regardless of demographic characteristics

• Free to be authentic and bring one’s whole self to work

• Feel physically and psychologically safe

Cultural element:
Acceptance of different communication styles, values, family structures, and identity expressions.

Connection (31% of Drivers)

• Sense of community and shared experience

• Relationships with colleagues and managers

• Team identity and group cohesion

Cultural element:
Both individualist cultures (chosen relationships) and collectivist cultures (organic belonging) can activate connection, reinforcing the idea of belonging over representation.

Contribution (44% of Drivers)

• Alignment with organizational purpose

• Feeling valued for individual contributions and unique perspectives

• A sense of meaning in one’s role

• Work being acknowledged and recognized

Cultural element:
Recognition, visibility, and explicit valuing of both individual and collective impact are essential when organizations prioritize belonging over representation.

Where Organizations Fall Short

The challenge in many workplaces is that belonging is measured inconsistently—or not addressed at all. The results reflect this gap.

While underrepresented groups report strong belonging at the manager and coworker level, organizational support significantly lags behind. This highlights a systemic issue: many companies focus on representation metrics without fully committing to belonging over representation at the organizational level.

Instead of focusing solely on visibility, organizations should examine resource allocation, policies, workplace culture, and visible commitment that demonstrate genuine support for underrepresented groups.

Call to Action

If you are a company leader, it is time to reevaluate how belonging is implemented within your organization. Ask whether your efforts truly reflect belonging over representation, or if they stop at acknowledgment alone. Reflect on what more can be done to create a lasting sense of belonging for all employees.