When Google announced its decision to move away from its diversity, equity, and inclusion (DEI) goals, the immediate reaction focused on policy and metrics. How would this shift impact representation in leadership? Would their withdrawal encourage others in the tech industry to scale back similar initiatives? These are important questions, but they miss something even more fundamental: Google’s decision has ripple effects that cut deeper than metrics—it puts belonging itself at risk.
Belonging isn’t just a corporate buzzword or a checkbox initiative. It’s the invisible thread that weaves individuals into the fabric of an organization. It’s the feeling of being seen, valued, and connected to a shared purpose. When efforts designed to foster equity and inclusion falter or are abandoned, the consequences extend far beyond diversity numbers. They erode the foundational culture that helps people thrive.
We need to talk about what happens when belonging is at risk—and how these decisions can unravel more than we realize.
Belonging: Google’s Overlooked Casualty
Belonging matters more than we often acknowledge. Psychologists have long recognized it as a fundamental human need, essential for mental and emotional health—on par with food and shelter in Maslow’s hierarchy. In the workplace, belonging manifests as connection: employees who feel seen and valued contribute more creatively, collaborate more freely, and remain deeply engaged in driving collective success.
Diversity, equity, and inclusion programs naturally amplify belonging by creating systems and practices that ensure no one is left behind. They demonstrate that leadership is committed to building a space where every voice matters. But when these programs are scaled back, the implicit message becomes clear: inclusion is no longer a priority. For employees—those most impacted and those observing—the result is often disconnection. They stop feeling part of something bigger and start doubting their role in achieving the organization’s broader goals.
Google’s retreat from DEI goals sends this exact signal, not just to its workforce but to the world. The company that once championed diversity as a key pillar of its culture is now leading the charge in dismantling inclusion as a shared priority. For their employees, the loss of programs designed to increase equity risks becoming a loss of trust, safety, and—yes—belonging.
The Domino Effect of Losing Belonging
The stakes of losing belonging in the workplace cannot be overstated. Here’s what is at risk:
Disengagement and Lower Morale: Employees who don’t feel a sense of belonging are less motivated, less productive, and likelier to deliver only the bare minimum. Frontline workers, often furthest removed from organizational decision-making, feel this disconnection most acutely. They lose sight of how their contributions matter when they don’t see themselves reflected in the organization's values.
Innovation at Risk: A culture of belonging fosters psychological safety—the belief that it’s okay to take risks, make mistakes, and propose bold ideas. When belonging erodes, fear creeps in. Employees might adopt a "play-it-safe" mentality, stifling the very creativity and innovation that keep organizations competitive.
Cultural Fragmentation: Organizations with high turnover or disengagement often trace these symptoms back to belonging. A workplace without belonging fractures into silos and cliques, as employees form pockets of safety where they can—at the cost of cross-functional collaboration and shared momentum.
When large companies like Google roll back their commitments to DEI, they risk normalizing these outcomes across industries. It’s not just about Google's internal culture—it’s a signal to other organizations to deprioritize belonging, undermining progress beyond their walls.
A Blueprint to Reclaim Belonging
So, what can we do when belonging feels at risk? Whether you’re a leader, a frontline team member, or an advocate, reclaiming belonging starts with intentional actions. Here’s how:
Engage in Transparent, Empathetic Leadership Leaders set the tone for belonging. Listening—to employee concerns, individual stories, and the voices least heard—is critical. Transparency is equally vital; employees want to understand the decisions shaping their workplace. A leader who shares openly and leads with empathy builds trust, an essential foundation for belonging.
Create Spaces Where Everyone Feels Seen Belonging must exist at every level of the organization, not just for those in leadership or decision-making roles. One powerful way to do this is by implementing safe spaces where employees can give candid feedback or collaborate across hierarchies without fear of judgment or retaliation.
Empower Employees to "Own the Moment" Employees thrive when they feel they own their work. Granting autonomy and celebrating individual contributions can transform disengaged workers into invested stakeholders. Even small acknowledgments—a manager recognizing an employee’s ideas or a team celebrating a shared win—can affirm the sense that each person matters.
Stay Grounded in Core Values If belonging is to endure through external changes, it must be anchored to the organization's values. Leaders should revisit their stated principles: Are they upheld in day-to-day decision-making? Are organizational priorities aligned with these values? Staying true to non-negotiable values builds resilience and protects the culture from reactive shifts.
Choosing Belonging
Google's decision to scale back its DEI goals is a wake-up call for leaders across industries. It reminds us that belonging isn’t a byproduct of policies or programs—it’s a conscious choice, one that must be defended in uncertain times. Organizations that prioritize belonging enjoy more than engaged employees; they build cultures of trust, creativity, and shared purpose that can withstand challenges and lead to sustainable success.
But belonging isn’t just an organizational goal—it’s a deeply human need. Whether you’re a leader shaping culture or an individual contributing to your team, ask yourself: What can I do today to ensure others feel valued, connected, and seen? What small step can I take to nurture belonging in my corner of the world?
Because when we choose belonging, we don’t just build better workplaces—we create a foundation for a better, more inclusive future.
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