Workplace Inclusion: A Social Network Perspective

Workplace inclusion is fundamental to fostering diversity and equity in organizations, yet itremains inconsistently defined and operationalized in the literature. This paper integratesresearch on the psychology of belonging with social network analysis to propose a frameworkthat bridges organizational practices of inclusion, meso-level network dynamics, and individualexperiences of belonging. We define inclusion as the organizational structures, policies, andpractices that foster a sense of individual belonging; we conceptualize belonging as stemmingfrom an individual's experience of value, reciprocity, and fit. And we argue that organizationalpractices of inclusion shape individuals’ experiences of belonging in part by re-shaping thesocial networks that comprise their daily interactions. Drawing from social network research, weposit key structural indicators of individual-level belonging, including network centrality,bidirectional ties, and structural equivalence, which shape employees’ experiences withinorganizations. Applying this framework, we then highlight how employees from marginalizedgroups are disproportionately excluded from informal networks, restricting their access toinformation, mentorship, and advancement opportunities, and changing the affordances ofnetwork positions. We argue that social network analysis provides a potential tool to diagnoseand address these disparities, enabling organizations to measure and intervene in structuralbarriers to inclusion. By linking organizational-level practices of inclusion to the richly theorizedindividual-level experience of belonging, with networks serving as the bridge, we provide aroadmap for future research and practical interventions that promote retention, well-being, andengagement among diverse groups of employees and advance a more coherent and actionableapproach to fostering inclusion in the workplace.