Belonging is the experience of feeling accepted, included and respected at work, without having to minimise identity, background or difference.
Why belonging matters
Experiences of exclusion, isolation or unfair treatment are strongly associated with early exit, particularly for newly qualified staff and those from minoritised backgrounds. Practitioners describe feeling marginalised or unseen as more influential than workload alone.
Belonging affects confidence, voice and whether people feel able to build a future within an organisation.
Belonging: what good looks like
This means:
- teams where people feel safe to speak up
- inclusive induction and onboarding
- active attention to equity and fairness
- professional identity respected within multidisciplinary settings.
What belonging enables
When people experience belonging, they are more likely to seek support early, share concerns and remain engaged during pressure or change. It shifts inclusion from aspiration to deliberate, visible practice.
How belonging shows up in practice
The case studies demonstrate how team culture, peer connection and inclusive leadership shape retention.
Case studies that demonstrate belonging
- Wandsworth and Richmond Occupational Therapy - shows how strong professional identity, peer connection and leadership visibility support a sense of belonging.
- Gateshead - shows how shared professional priorities, networks and collective working strengthen connection and professional identity.
- Manchester - illustrates how feeling trusted, valued and embedded within a team supports long-term retention.
- An anonymised local authority practice example - highlights how everyday team experience, voice and support influence whether practitioners feel able to stay.
- Nurses practice example - demonstrates how professional voice, inclusion and feeling heard shape belonging within multidisciplinary contexts.