Interventions to Address Belonging

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Publication Details

Journal
American Journal of Health Promotion
Published
2026-09-16
DOI
https://doi.org/10.1177/08901171261477849
Primary Topic
Racial and Ethnic Identity Research
Type
article
Field-Weighted Citation Impact
0.00
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article

Interventions to Address Belonging

Lisa Burt, Sarah Green, Janis Davis-Street
American Journal of Health Promotion
Racial and Ethnic Identity Research
article

Interventions to Address Belonging

Lisa Burt, Sarah Green, Janis Davis-Street
article en

Abstract

C reating belonging requires a multi-pronged approach that en- gages individuals, teams, and leaders in consistent action, supported by formal programs and platforms that reinforce these efforts.At the same time, fostering belonging extends beyond programmatic initiatives and requires attention to the formal and informal practices that collectively shape the organizational culture.In 2022, the U.S. Surgeon General published the Workplace Mental Health and Well-Being framework in the aftermath of the pandemic as "a call to action to lift up the voices of workers, particularly those most vulnerable, and to protect their health and well-being." 1 The framework outlines 5 essentials including: (1) Protection from Harm, (2) Connection and Community, (3) Work-Life Harmony, (4) Mattering at Work, and (5) Opportunities for Growth.Within this framework, belonging is not treated as a separate concept, but rather as a core component of "Connection and Community".Reflecting the idea that mental well-being is shaped by whether individuals feel supported, valued, and able to build trusted relationships at work, belonging is closely tied to psychological safety, inclusion, and a sense of mattering.In this context, belonging can be seen as a central driver of overall workplace mental health.In the last few years, isolation and lack of belonging have fueled a growing mental health crisis, and a lack of belonging has been identified as a key driver behind the "great resignation.".2,3 The feeling of disconnect has been declared an epidemic-with research suggesting loneliness can be as dangerous as smoking up to 15 cigarettes a day. 4 Further, Gen Z represented more than a quarter of our 2025 workforce and expects a culture of belonging in the workplace.5 According to a Deloitte report, employees who feel a strong sense of belonging demonstrate a 56% increase in job performance and a 50% reduction in turnover risk.6 "When we belong, our energy oscillates at a pitch that puts us in our flow state, but when we are merely trying to fit in, our energy is off, rather like unmeshed gears, which can lead to all kinds of physical and mental health issues."7 The Aon Global Wellbeing Survey report frames belonging as a core driver of employee wellbeing and performance.8 It is defined as a sense of connection and support at work and is one of the three key elements-alongside resilience and agility-that make up a sustainable working life.Aon's research found "that there is a

American Journal of Health Promotion
Human Solutions (Germany) (DE), Mind Matters Research (United States) (US)
Reduced inequalities
Openalex Percentile: Top 5%
Racial and Ethnic Identity Research
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