In my work with leaders and organizations, I often hear a familiar refrain: “We have a solid DEI program, but we’re still not seeing the depth of connection or loyalty we’d hoped for.” My response always begins with one question how are you defining “belonging”? Because, at its core, belonging isn’t just a trendy word or a new acronym to replace DEI. It’s a profound sense of connection that makes everyone feel they genuinely matter. Where DEI initiatives often focus on representation and equal opportunity, belonging takes it a step further by ensuring that people experience real inclusion on a personal, emotional level.
Today, we will explore why belonging is emerging as the pivotal evolution of DEI. More importantly, we’ll see how curiosity can transform a workplace from a group of individuals working side by side into a community of people who feel safe, engaged, and valued for who they are. When we align curiosity with authentic leadership, we enable deeper listening, richer conversations, and a willingness to see the world through someone else’s eyes. In this blog, I’ll share the strategies, stories, and insights that can help you shape a culture of belonging and make curiosity the driving force behind it.
Understanding the Evolution: From DEI to Belonging
DEI Limitations and Opportunities
Traditional DEI efforts have done a great job highlighting the importance of diversity in the workforce. Many organizations now track representation metrics, host awareness training, and establish hiring goals. These measures certainly matter, and in some cases, they’ve helped open the door for underrepresented groups to enter spaces that once excluded them. But just because the door is open doesn’t mean people feel they truly belong once they walk in.
This is the core limitation of focusing solely on DEI. If your program ends at hiring, or if it only requires that employees complete a set of standardized training videos, you miss the deeper, human element: Are people really connecting? Do they feel safe sharing their honest perspectives? Do they believe their differences aren’t merely tolerated but genuinely celebrated?
Defining Belonging
Belonging dives below the surface of diversity statistics and policy guidelines. It ensures that when someone arrives at work, they aren’t simply counted or checked off a list; they’re integrated into a team that values their unique contributions. Picture a meeting where everyone feels comfortable jumping in with an idea. Or a mentorship relationship where both mentor and mentee learn from one another’s experiences. That’s belonging in action.
In essence, belonging is the active ingredient that transforms a well-intentioned DEI initiative into a culture people want to be part of. Rather than focusing on who is or isn’t present in the room, belonging asks if each person feels free to show up authentically. This emotional shift is often made possible by a single mindset: curiosity. When we care enough to ask and truly listen, we create a place where people feel seen and understood on a meaningful level.
The Power of Curiosity in Workplace Culture
Why Curiosity Matters
We’ve all heard the phrase “curiosity killed the cat,” but in the world of organizational leadership, curiosity is more likely to save your culture. When leaders and team members display genuine curiosity about their peers, they invite open-mindedness and empathy. Curiosity is what drives us to ask one more follow-up question, to seek to understand rather than assume, and to see conflicts and differences as opportunities to learn rather than threats to be minimized.
From a neuroscience standpoint, curiosity activates reward systems in our brains, producing dopamine that motivates us to keep exploring. In a work setting, that translates into a hunger for innovative solutions and more positive interactions. When people are inquisitive rather than judgmental, they’re more receptive to new ideas and perspectives, lowering the barriers that often separate “us” from “them.”
Curiosity vs. Judgment
Let’s say you overhear a colleague making a statement that feels a bit off. Judgment might kick in and say, “That’s ridiculous, how can they think that way?” Curiosity, on the other hand, responds with, “I wonder what experiences led them to that viewpoint. Let me ask for more context.” This single shift transforms a potentially negative exchange into a constructive dialogue. Instead of fueling conflict, curiosity can unearth insights that help you appreciate the nuances in how people think and behave.
Curiosity is not about naivety or passivity. It’s an active choice to learn. By asking thoughtful questions and listening with the intent to understand, we build the trust that underpins belonging. Over time, curiosity becomes a cultural norm, encouraging everyone to see differences as learning opportunities rather than inconvenient barriers.
How Curiosity Drives Belonging
Curiosity as an Emotional Connective Tissue
When I talk about belonging in corporate settings, I often compare it to a well-worn puzzle that’s missing a few pieces. Everything might look structurally sound, but you can’t quite see the full picture until those missing pieces are fitted in. Curiosity acts like a glue that helps each piece fit seamlessly. It fuels the questions that reveal what people need, what they’re afraid of, and what they hope for. This type of knowledge-sharing goes beyond professional roles and gets to the heart of who people are as individuals.
I’ve coached leaders who have seen dramatic morale boosts simply by adopting a practice of “curious check-ins.” A manager might ask once a week, “What’s your biggest challenge right now? How can I support you?” The simple act of consistently inquiring and caring about the response changes the relationship from transactional to relational. That’s belonging: a shared understanding that we’re in this together.
Breaking Down Barriers and Bias
All of us carry biases, many of which we’re not consciously aware of. When we aren’t curious, these biases remain hidden, quietly shaping how we behave toward others. Curiosity challenges those blind spots. By consistently asking “Why do I feel this way?” or “Why am I reacting this way to this person?” we invite self-reflection that can unravel assumptions.
Techniques like the “5 Whys” can be especially helpful. Let’s say you find yourself resistant to a suggestion from a certain colleague. Ask “Why?” five times. You might discover that it’s not the idea you dislike but a lingering prejudice or unresolved tension. The moment you recognize that, you can choose to approach the colleague with an open mind, clarifying misunderstandings and forging a stronger bond.
Encouraging a Culture of Curiosity
It’s not enough for a few individuals to be curious; organizations that truly embrace belonging embed curiosity into everyday processes. You might implement peer-to-peer learning sessions where employees ask each other about their specializations or passions. Or you could start regular “listening tours,” where leaders sit with different teams to learn about daily routines and hidden challenges. The key is to make curiosity a collective habit, not just a sporadic behavior.
Leaders who model curiosity by openly seeking feedback, admitting they don’t have all the answers, and regularly asking open-ended questions set the tone for everyone else. Over time, the entire workplace begins to shift—people become more supportive, more inclined to collaborate, and far more empathetic. That collective effort lays a strong foundation for belonging to flourish.
Practical Strategies for Cultivating Belonging Through Curiosity
Fostering Safe Spaces for Questions
A big reason people don’t ask questions at work is the fear of judgment or appearing uninformed. If you want curiosity to lead to belonging, you have to dismantle that fear. One way is to create Q&A sessions or “ask me anything” forums. These can be virtual or in-person, regularly scheduled or ad-hoc. The rule is that no question is off-limits or “too basic.” By honoring every inquiry, you send a clear message: Our workplace encourages learning, even if that learning is awkward or uncomfortable at first.
Psychological safety protocols also help. This can include guidelines like “no interrupting” or “challenge ideas, not people.” By placing boundaries on how criticisms are expressed, you keep the dialogue constructive and respectful.
Active Listening and Follow-Up
Curiosity doesn’t stop at asking questions—it thrives on the way you listen. Active listening involves fully focusing on the speaker, reflecting back what you’ve heard, and then following up for clarity. For instance, after someone expresses a challenge, you might say: “I hear you’re worried about not having enough resources for this project. Could you share more about where you feel the biggest gap is?” This approach demonstrates that you care enough to dig deeper. Feeling heard is one of the quickest pathways to belonging.
Leaders can model active listening by taking notes, reiterating key points, and sending follow-up emails that capture the essence of what was discussed. These small gestures go a long way in making employees feel that their input is valued.
Inclusive Communication Tactics
In many workplaces, voices can get lost if people aren’t naturally extroverted or if they belong to a minority group. Inclusive communication means proactively inviting everyone’s perspective. One tactic is to open brainstorming sessions with a “silent” brainstorming period, where each person writes down ideas before any discussion starts. This levels the playing field, giving everyone the space to contribute without interruption or intimidation.
Digital tools like anonymous surveys or polling can also be employed. If you’re exploring a new initiative or policy, consider using a brief, anonymous questionnaire to capture honest feedback. Then, share the results openly and discuss next steps, demonstrating how curiosity leads directly to action.
Leadership and Belonging: Curiosity in Action
Leading by Example
If you’re a leader, your actions set the tone for how others behave. That’s why it’s vital to show your team what curious leadership looks like. Ask your colleagues probing questions about their work, invite them to weigh in on strategic decisions, and make it clear that you value diverse viewpoints. This doesn’t mean you abdicate your responsibility to make final calls—it just means you’re transparent about how you reached your decisions and who influenced your thinking.
Vulnerability is a key element of curiosity. By admitting that you don’t have every answer, you demonstrate confidence rather than weakness. Teams respect leaders who say, “I’d love your take on this. I’m not entirely sure how to proceed, and I value your perspective.”
Case Examples
I’ve seen organizations completely revitalize employee engagement by employing curiosity-based leadership. One CFO, known for being data-driven, started a weekly “Coffee and Curiosity” session. Each week, an employee would present a problem they were wrestling with. The group asked questions instead of giving directives. The result was a surge in collaborative problem-solving, and employees began to see each other as resources, not competitors. That sense of unity is the hallmark of belonging.
Measuring Success: Beyond the Numbers
Quantitative and Qualitative Indicators
To know if you’re truly moving from DEI to belonging, you’ll need to measure both the tangible and intangible changes. Quantitative metrics like employee engagement scores, retention rates, and promotion patterns can help you see trends over time. But numbers alone don’t capture the texture of a workplace culture.
Look for stories—anecdotes of employees who felt safe enough to share a new idea, or feedback from someone who noticed how leadership’s curiosity inspired them to speak up. These narratives often reveal shifts in morale and collaboration that raw data can’t fully convey.
Continuous Improvement
Belonging isn’t a destination; it’s a journey that evolves with your organization. Stay curious about how your initiatives are working. If you introduced a new communication channel for anonymous feedback, keep track of whether it’s actually increasing participation. Be open to pivoting if something isn’t effective. Remember, true curiosity means being willing to learn from mistakes and adapt. That willingness to refine and recalibrate signals to your team that this is more than a fleeting initiative. It’s a core value.
Overcoming Obstacles and Common Pitfalls
Resistance to Change
Not everyone will immediately embrace the shift from DEI to belonging, especially if they feel the old systems were sufficient. Expect skepticism from some corners, and meet it with empathy. Show data and share examples of how belonging initiatives have led to tangible improvements in other organizations. Invite feedback from skeptics, and use it as a basis for constructive dialogue rather than conflict.
Avoiding Surface-Level Curiosity
Some leaders pay lip service to curiosity but don’t follow through with meaningful action. Maybe they hold a Q&A session but brush off tough questions. Or they invite feedback but ignore it when decisions are made. This superficial approach can actually harm trust. If you proclaim the importance of curiosity, be prepared to model it consistently. That means acknowledging uncomfortable truths and occasionally changing course because you learned something new.
Conclusion and Call to Action
Belonging is more than a buzzword—it’s the heart of an evolved, human-centered workplace. While DEI programs set important foundations, curiosity fuels the deeper connections that allow people to feel safe, valued, and genuinely included. By championing curiosity in your leadership style—whether through active listening, inclusive communication, or transparent decision-making—you can transform your organization into one where people not only work together but also truly belong.
Call to Action
Take a moment to reflect on one area in your workplace where curiosity could create more belonging. Perhaps it’s a team meeting or a mentorship program. Commit to asking at least one new question or creating one new channel for open dialogue this week. These simple acts can begin the journey from compliance-based DEI to a deep-rooted culture of belonging.
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