Your go to hub for everything belonging. Learn more about the why, who, where, what and when of how to design your organization’s own culture of belonging.

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Our most recent white paper“Belonging by Design: Ignite Belonging Through Inclusion and Engagement”  explores the 3 key aspects of belonging and why using engagement and inclusion to achieve psychological safety in the workplace is the new frontier. Discover the valuable organizational improvements that come with a happier and more efficient workforce.

Click the image to view and download the white paper.

Belonging Gauge – Talent Dimension’s Belonging Gauge is our most comprehensive adaptive tool for measuring 10 dimensions of organizational culture, behavior, and climate.

Introduction to BelongingTalent Dimension’s Introduction to Belonging sets the stage for understanding how belonging is achieved through the intersection of employee engagement, inclusion and psychological safety.  Participant self-checks help individuals understand their strengths and opportunities for continued development and practice conversations that lead to dialogue

Being part of something bigger but also having the courage to stand alone, and to belong to yourself above all else.

Dr. Brené Brown

A feeling of being happy or comfortable as part of a particular group and having a good relationship with the other members of the group because they welcome you and accept you.

Cambridge Dictionary

The feeling of security and support when there is a sense of acceptance, inclusion, and identity for a member of a certain group. It is when an individual can bring their authentic self to work.

Cornell University

An affinity for a place or situation.

Oxford Languages

What is Belonging?

The Talent Dimensions Belonging Model breaks down how the intersection of inclusion and engagement creates a sense of belonging for individuals inside an organization or workplace – which can only exist when there is a solid foundation of psychological safety.

When employees feel that they have a voice in the conversation and that their voice matters – everyone feels a shared sense of trust and respect. It is a sense that you are a part of, not apart from your team, co-workers and business.


Inclusion means creating a workplace of mutual respect, trust and commitment so that everyone contributes to the organization’s mission, vision and values based on their unique talents. From idea generation to decision making, to how we execute our strategies to do good in the world, we are at our best when we leverage our diversity through inclusion.


Employee engagement is also a critical driver to success—impacting top and bottom lines. When employee engagement is high, organizations experience higher retention rates, improved customer loyalty and increased organizational performance. In addition, highly engaged employees can also effectively deal with substantive challenges, such as those that emerged due to the COVID-19 pandemic and societal issues.

Psychological Safety

When inclusion and engagement are high, employees feel an overall sense of satisfaction and acceptance at their job, leading to a feeling of belonging within their organization. If employees feel included, engaged and feel psychologically safe—they belong— that is the sweet spot for peak individual and organizational performance with a happy and reliable workforce. The key is to make this intersection a part of your organization’s DNA.

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