Inclusion@Work
We examine how employees experience inclusion and, in particular, belonging within organizations, while simultaneously developing a new, theoretically grounded measurement instrument that makes this experience and its underlying mechanisms visible. This is necessary because existing scans largely map formal policies but do not sufficiently capture how employees actually experience them. Through a literature review, a purpose-built questionnaire and in-depth data analysis, we identify the extent to which employees feel a sense of belonging and which organizational factors reinforce or undermine that experience. The sections below show how this research provides organizations with concrete insights and actionable perspectives to strengthen inclusion sustainably.
Problem statement
Diversity and inclusion are high on organizational agendas, but how do employees actually experience them? Existing scans often measure policies and structures rather than employees’ lived experiences. A sense of belonging – a feeling of being accepted and valued for who you are – is essential for an inclusive climate, yet instruments that capture this experience together with its underlying drivers remain scarce.
This study addresses that gap. We examine whether current policies align with employees’ actual experiences and which mechanisms strengthen or undermine inclusion.
Aim
The project has two central aims:
- First, to understand the extent to which employees experience a sense of belonging and which organizational factors shape that experience.
- Second, to develop a theoretically grounded measurement instrument that captures both experienced inclusion and its key determinants in an integrated way.
The instrument should enable organizations to monitor, interpret and translate inclusion evidence-based into targeted policy choices.
Research questions
The study addresses questions such as:
- To what extent do employees experience a sense of belonging?
- Which organizational factors influence this experience?
- Do experiences of inclusion vary across employee groups?
- How is inclusion related to psychological wellbeing and work engagement?
Method
- Literature review: We examine international research on belongingness, inclusion and relevant influencing factors, using Shore et al.’s Inclusion Framework as a starting point.
- Conceptual model: Based on the literature, we develop a model that integrates the main determinants of inclusion.
- Instrument development: We construct a questionnaire using validated scales, complemented with additional items where needed. The instrument measures both sense of belonging and the factors that shape it.
- Data collection within Odisee: The instrument is then deployed to study inclusion within Odisee. Through an anonymous online survey, we gather data on belonging and its influencing factors. These data are used to test the conceptual model, examine group differences and generate evidence-based policy insights.
- Data analysis: We analyze the data to identify patterns in experienced inclusion, examine between-group differences and map links with wellbeing and engagement.
- Reporting and recommendations: Findings are summarized in a research report. Based on the results, we formulate recommendations for Odisee as well as insights relevant to broader academic and professional debates on workplace inclusion.
Expected output
- A research report outlining methodology, key findings and practical relevance, including insights and recommendations for organizations seeking to strengthen their inclusion policies.
- A validated instrument for measuring employees’ sense of belonging and the factors that influence it. Beyond assessing experienced inclusion, the instrument offers organizations concrete guidance for strengthening policies and practices. It can also be used by organizations outside Odisee.
