Belonging and Inclusivity: The Critical Role of Facilitators and Leaders

Belonging isn’t just a buzzword. It’s a foundational human need, a critical component of healthy workplaces, and a powerful driver of social change. In my work as a facilitator and strategist, I’ve seen how belonging can transform groups, spark innovation, and create lasting cultural change. But building a truly inclusive environment isn’t just about inviting everyone to the table. It’s about ensuring every voice is heard, valued, and woven into the fabric of collective decision-making.

Belonging Is Personal

As Brené Brown reminds us, “True belonging doesn’t require you to change who you are; it requires you to be who you are.” This resonates deeply with my own journey.

As someone who immigrated to a new country at age 12, with English as my second language, my understanding of belonging is shaped by lived experience. My long, brown hair and accent often give away that I don’t fit the cultural norm. Navigating a world where my identity and body image sometimes made me feel out of place shaped how I perceive belonging.

I speak two languages fluently. One I use more personally, and the other more professionally. I feel most comfortable in spaces where I don’t have to worry about which language comes out of my mouth because I know I’ll be understood either way. I feel most authentic in environments where common culture and traditions are embraced and relatable, where my accent signals connection rather than otherness.

For me, belonging is subjective. It’s a feeling, an experience of being connected to and accepted by others or specific groups. It’s about feeling safe, secure, supported, and included. Humans naturally crave this sense of connection, to be part of a group, a community, or something larger than themselves.

Brown also discusses the importance of fitting in versus true belonging, noting that fitting in often requires us to conform, while true belonging demands that we show up as our full, authentic selves. This difference is critical as we consider building organizational cultures. Are we asking people to fit into predefined norms, or are we creating spaces where they can fully belong?

Facilitators as Belonging Builders

Facilitators play a unique and vital role in fostering belonging. At their core, they are connectors, guiding conversations that bridge perspectives, surface diverse insights, and create the psychological safety needed for honest, impactful dialogue. Effective facilitation is not just about running a meeting or managing a workshop. It’s about creating spaces where people feel seen, valued, and connected.

Here are a few ways facilitators can strengthen belonging:

Creating Brave Spaces: Moving beyond “safe spaces” to environments where discomfort is embraced as part of growth, allowing for authentic conversations about power, privilege, and inclusion. This aligns with Brown’s idea that vulnerability is at the heart of meaningful connection.

Centering Lived Experiences: Elevating voices that have historically been marginalized and ensuring their perspectives shape the direction of the work.

De-centering Expertise: Shifting from a top-down, expert-driven approach to one that values the insights of everyone in the room.

Leaders as Culture Shapers

Leaders, on the other hand, have the power to institutionalize belonging as a core part of their organization’s culture. They do this by:

Modeling Vulnerability: Sharing their own learning journeys and acknowledging where they still have room to grow. This openness invites others to do the same, creating a culture where it’s safe to take risks and be fully seen.

Creating Structures for Belonging: Building systems that support ongoing reflection, dialogue, and shared leadership.

Prioritizing Psychological Safety: Fostering environments where it’s okay to challenge norms, ask hard questions, and innovate without fear of judgment.

For true belonging to flourish, leaders and facilitators must work together. It’s about creating environments where every person feels a deep connection to the mission, their colleagues, and the broader community. This means moving beyond the language of inclusion to a deeper, more intentional commitment to belonging, one where every voice truly matters and every contribution is valued.

Belonging may look different for each of us, shaped by our identities, experiences, and journeys. But one thing remains constant: the need to feel connected and valued is universal. By centering belonging in our leadership and facilitation practices, we create spaces where people don’t just fit in, they thrive.

What About You?
How do you create spaces where people feel they truly belong? What does belonging mean to you? Share your thoughts, experiences, and ideas in the comments.