You can’t have wellbeing without belonging—Here’s why
Inclusion and wellbeing are often treated as separate workplace priorities — one falling under DEI (diversity, equity and inclusion), the other under HR or occupational health. But in reality, the two are deeply intertwined. A workplace that is inclusive is one that supports wellbeing. And when employees feel able to be themselves at work and that they truly belong, they are far more likely to thrive — both personally and professionally.
In their ground-breaking book Why Workplace Wellbeing Matters (2025), for which they conducted a large-scale driver analysis, Jan-Emmanuel de Neve and George Ward discovered that the most significant factors in determining wellbeing are ‘human factors, such as a sense of belonging and the quality of relationships’ - with elements such as compensation and benefits rated as less important.
Yet despite growing awareness, many organisations continue to treat inclusion as a compliance issue or an optional add-on. The data, however, tells a different story. Inclusion isn’t just the ‘right’ thing to do — it’s a business-critical element of ensuring employee wellbeing, which the evidence shows is key to personal and organisational performance.
The cost of poor mental health
The business case for wellbeing is well-established. Deloitte estimates that poor mental health costs UK employers up to £56 billion per year, driven by absenteeism, presenteeism and staff turnover. A 2024 study by The Wellbeing Research Centre has shown that wellbeing is directly associated with firm profitability and firm value, with an investment portfolio of companies with high levels of workplace wellbeing also outperforming standard benchmarks in the stock market.
But what’s less frequently discussed is how much of this cost is tied to exclusionary workplace cultures. Employees from minority backgrounds often face an ‘emotional tax’ — the cumulative toll of navigating microaggressions, cultural insensitivity or systemic bias. According to a 2019 report by Catalyst, employees who experience emotional tax are more likely to be disengaged, anxious and consider leaving their jobs.
This is especially true for individuals from ethnic minority backgrounds, LGBTQ+ employees, neurodivergent individuals and those living with disabilities. The data shows that when these employees don’t feel included, their wellbeing and performance suffer.
We know that inclusion directly impacts mental health. A 2022 study by CIPD found that employees who experience workplace discrimination or exclusion are more than twice as likely to report poor mental health compared to those who feel included. Experiences of bias, microaggressions, or being overlooked can lead to chronic stress, reduced self-esteem and disengagement.
Put simply: people who feel excluded feel unsafe — and people who feel unsafe cannot thrive.
Inclusion drives belonging — and belonging drives performance
Inclusion is about more than representation or quotas. It’s about creating a culture where everyone feels they belong.
Research from BetterUp found that employees with a strong sense of belonging report 56% higher performance, 50% lower risk of turnover, and take 75% fewer sick days. Belonging is the emotional outcome of inclusion — and it’s one of the strongest predictors of resilience, motivation and psychological wellbeing.
When employees feel like they belong, they’re more likely to speak up, innovate and support others — essential behaviours in today’s fast-moving and often challenging work environments, where the ability to pivot quickly, collaborate effectively and spot risk are crucial.
What inclusive workplaces look like
Inclusion doesn’t happen by accident, or just because people feel that it’s the ‘right’ thing to do. It requires deliberate and sustained actions across policies, processes, leadership behaviours, communication and day-to-day interactions. Inclusive workplaces tend to have:
Psychological safety: Employees can express opinions, challenge ideas, and ask for help without fear.
Representative leadership: Leaders reflect the diversity of the workforce and are trained to lead inclusively.
Accessible and equitable systems: Recruitment, progression and development pathways are fair and open.
Open conversations: Mental health, identity, and lived experiences are discussed respectfully and regularly.
Flexible working: Recognising that people’s lives, needs and circumstances are different.
CIPD’s Inclusion at Work 2023 report highlighted that employees who rated their organisation highly on inclusion were more than twice as likely to report high levels of wellbeing and job satisfaction. This demonstrates the powerful ripple effect of inclusion — from culture, to wellbeing, to performance.
Inclusive wellbeing strategies
It’s becoming abundantly clear from the data that buying an office ping-pong table, offering everyone a free mindfulness app or putting on lunchtime yoga classes isn’t going to go very far in meeting your workers’ wellbeing needs. Truly inclusive organisations design wellbeing strategies that consider the full spectrum of human experience and take into account a wide range of different needs.
Here’s what that might look like in practice:
Tailored mental health support: Providing access to therapists or counsellors with diverse backgrounds, or specific support groups (e.g. for LGBTQ+ employees or those experiencing racial trauma).
Neurodiversity-friendly spaces: Creating quiet zones, flexible routines, or alternative communication methods that reduce stress and enable focus.
Culturally sensitive wellbeing content: Recognising that mental health may be experienced or discussed differently across cultures.
Leadership allyship training: Equipping leaders with the tools to lead with empathy, cultural intelligence and psychological safety.
Feedback and listening: Regular pulse surveys, focus groups and employee resource groups (ERGs) to understand how different groups are experiencing workplace culture and wellbeing.
At Ripple&Co, we believe inclusion should sit at the heart of every wellbeing strategy. Because when people feel they belong, they bring their full selves to work. They feel more confident, more creative, and more connected. And organisations that prioritise inclusion don’t just create better workplaces — they unlock the full potential of their people.
Want to make your workplace more inclusive — and wellbeing-driven? Get in touch to find out how we can help.