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Homogeneous talent pools acquire belonging through groupthink mechanisms, contextual recognitions, and reoccuring socialized cycles.
Fundamentally, social psychological literature demonstrates that prosocial behaviour and engagement decreases and can become harmful (psychologically, cognitively, and physically) when employees do not experience belonging.
While there were nine common themes for describing belonging, only five are consistent key indicators.
Thinking back to the concepts presented within collective intentionality and intersectionality, one can connect that differences, including diverse identities, have been seen as grounds for rejection, exclusion and ostracism.
Individuals are more apt to identify and engage with a particular group when the group allows for belonging by recognizing differences and accepting them as valuable.