Organizational Belonging
Well-being
(OBW)
We know and are aware that employee wellbeing and belonging increase productivity and engagement in the workplace.
Our goal is to raise awareness of discrimination and bias, help firms drastically improve their company practices, and ultimately increase diverse employee wellness, belonging, and satisfaction at work.
What is
Organizational Belonging & Well-being?
Organization a group of people working together to achieve shared goals. It includes the systems and culture that shape collaboration and communication. Effective organizations create environments where employees feel valued, supported, and empowered, promoting fairness and respect.
Belonging means fostering an environment where differences in race, gender identity, ethnicity, sexual orientation, age, physical ability, and socioeconomic background are acknowledged and deeply respected. It’s about ensuring every team member feels seen, heard, and genuinely part of the community.
Wellbeing extends beyond physical or mental health—it includes psychological safety, emotional support, and the ability to show up authentically at work without fear of judgment or exclusion.
When organizations prioritize belonging and well-being, they improve morale and build stronger, more resilient teams equipped to thrive together.
Data & Business
Case
When employees believe their organization is committed to diversity and they feel included, innovation is increased by 83%. (WBJ, 2020)
According to McKinsey & Company (2020), companies with more culturally and ethnically diverse executive teams were 33% more likely to see better-than-average profits. Additionally, research demonstrates that company profits and share performance can be close to 50 percent higher when women are well represented at the top.
However due to discrimination and bias, women and people of color in the workplace are experiencing extraordinary barriers, roadblocks and stress.
Tailored Strategies
At PACE, our strategies can include assessments, survey development, consultation with leadership, facilitated discussions with staff members, and training and workshops on topics such as microaggression, systemic racism, intersectionality, race-related stress, and bias.