SEPTEMBER 16: Belonging Should Not Depend On BEing The Majority
Creating workplaces, communities and everyday spaces where everyone feels seen, valued and able to be themselves.
It can be easy to feel that you belong when the environment around you feels familiar, when the people in the room share some of your experiences and when the unwritten rules of the workplace seem to make sense without you having to think too much about them. But what happens when you are the person who does not quite fit that picture? When you are one of only a few people in the room with a particular perspective, background or way of working, do you feel just as much that the space belongs to you, or does belonging become something you have to work a little harder to find?
Inclusion means that belonging should not depend on being part of the majority. It means creating workplaces where people do not have to become more like those around them, hide the things that make them different or wait for others to understand their experience before they can feel genuinely included.
Today, we’re exploring what it means to create workplaces where difference does not determine belonging, and how each of us can help build environments where people feel that they have a rightful place, whether they are part of the majority or one of the few.
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🔔 coming up on The Work Edit:
Rats, carrots and sport!
coming up on Cultural Calendar Club
12 Months of live, inspiring, entertaining talks events, made financially accessible for all organisations
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Black History Month: The Audacity To Occupy Space: Reimagining Leadership Through an Equity Lens
Tuesday 06 October 2026
12:00 - 13:00
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This webinar explores the structural and cultural conditions that determine who is seen as a leader, and challenges how institutions define, reward, and retain leadership. It asks what it takes to occupy leadership spaces when they were not designed to be inclusive especially for racially marginalised people and what must change within organisations to make leadership genuinely equitable.
This session is not about ‘inviting’ people into leadership. It’s about interrogating the gatekeeping practices, racialised expectations, and hierarchies of legitimacy that shape who gets to lead and how they are treated when they do.