A values-led consultancy and workshop programme to strengthen workplace culture and build environments where people feel valued, heard and able to contribute.
Grounded in our Five Conditions of Belonging, we combine leadership insight, measurement and facilitated workshops to help you understand and shape the behaviours that drive belonging.
What we explore together
Culture and belonging look different in every organisation. This programme explores the conditions that shape whether people feel valued, respected and able to contribute. Each phase combines discovery, measurement and workshops to help you move beyond intention and embed belonging into everyday experience. The result is clear insight, practical action and measurable cultural change.
PSYCHOLOGICAL SAFETY
Explore how leadership behaviour, communication and organisational norms shape whether people feel safe to speak up, challenge ideas and share perspectives. Identify barriers to open communication and build environments where people contribute with confidence.
SHARED PURPOSE
Understand how your organisation creates opportunities for people to contribute to something bigger than their day-to-day role. From social value to sustainability, align work with meaningful impact for the people and communities you serve.
Recognition & value
Examine how your organisation shows that people’s contributions and experiences matter. Strengthen recognition to support engagement, motivation and belonging.
Participation & Influence
Understand how people shape decisions, contribute ideas and feel included in your organisation’s direction. Build ownership, engagement and shared accountability.
Cultural signals and everyday behaviours
Identify the everyday behaviours and signals that reinforce or undermine belonging. Embed the habits that shape culture across teams.
What you RECEIVE
Each phase results in a tailored Belonging Action Plan, aligned to your organisation’s values and priorities. Plans combine leadership insight, workforce data and workshop outputs – turning insight into clear, practical next steps.
Action plans typically include:
- Key cultural insights identified across your organisation
- Quantitative and qualitative measurement of belonging
- Practical recommendations for leadership and teams
- Behaviours and signals that support belonging
- Priority actions for strengthening workplace culture
- Suggested areas for further development
Over the course of the programme, these action plans build into a clear, measurable roadmap for strengthening culture and belonging across your organisation, supporting impact reporting and frameworks such as B Corp, ESG and social value commitments.
Who the Programme is for
The Culture & Belonging Programme is designed for organisations that want to move beyond abstract commitments and create meaningful, measurable cultural change.
They are particularly valuable for:
- Leadership teams shaping organisational culture
- Organisations undergoing growth or change
- Purpose-led organisations seeking to align values and behaviours
- Teams looking to improve trust, collaboration and communication
- Organisations looking to strengthen social value and impact reporting
Suitable for organisations from 5 to 1,000+ employees, the programme scales to reflect your organisation’s size, structure and priorities.
FAQs
What is workplace belonging and why is it important?
Workplace belonging refers to whether people feel valued, respected and able to contribute within an organisation. Strong belonging is linked to improved employee engagement, retention, innovation and overall organisational performance.
How do you define culture at work?
Many organisations believe that their culture is simply what they say it is in relation to their stated values, however it is much more nuanced than this. Culture is shaped over time through shared experiences in how decisions are made, how people are treated, what is encouraged, and what is ignored. As teams respond to challenges, certain behaviours and ways of thinking become normalised. When those patterns are repeated and reinforced, they become the unspoken rules of the organisation, influencing how people act, what they prioritise and whether they feel able to contribute.
What are the signs of poor workplace culture?
Common signs include low engagement, high turnover, lack of trust in leadership, poor communication and limited employee voice. These often indicate misalignment between stated values and lived experience. Alternatively, organisations may choose to preempt workplace tensions ahead of periods of growth, change or challenges and therefore invest in support to mitigate the associated risks.
How do you measure belonging in the workplace?
Belonging can be measured through a combination of employee feedback, qualitative insights, in-person observation, leadership interviews and behavioural indicators. This provides both data and context to understand how culture is experienced across an organisation and therefore what processes and plans can be put in place to enhance environments of belonging.