The Declining Sense of Belonging: Why It Matters for Workers & Students Alike

Belonging is a core human need, essential for people of all ages. And yet, far too many individuals are feeling disconnected in the very places where they spend the majority of their time. According to a 2019 Harvard Business Review article, 40% of employees report feeling isolated at work. In Wisconsin schools, only 53.6% of students say they feel a strong sense of belonging, a significant decline from 70.8% in 2017 (2023 Wisconsin Youth Risk Behavior Survey).

This growing sense of disconnection is more than a fleeting concern that has real consequences. Whether in schools or the workplace, a lack of belonging impacts mental health, productivity, engagement, and well-being. The data is clear: we must act with urgency and empathy to reverse this trend.

Why Belonging Matters

Belonging isn’t a buzzword; it’s a feeling. It’s the emotional experience of being seen, accepted, and valued for who you are. When people feel like they belong, they are more likely to thrive academically, professionally, and personally.

Research consistently shows that a strong sense of connection leads to improved performance and well-being. In contrast, when belonging is lacking, motivation dwindles, mental health suffers, and the risk of disengagement and risky behaviors increases.

Workers: The Business Case for Belonging

The workplace is not immune to these issues. Just as students struggle to feel connected, many employees report feeling alienated and unsupported. The Paradigm Belonging Report makes a compelling case: belonging is not a “nice-to-have”. It’s a critical driver of business success.

Why it matters:

• Engagement & Purpose: Employees with a strong sense of belonging are nearly 10x more likely to be engaged and twice as likely to find meaning in their work.
• Performance & Retention: Belonging boosts job performance by 56%, reduces turnover risk by 50%, and cuts sick days by 75%.
• Financial Impact: For a company of 10,000, this can translate to $52M in annual savings.

And yet, disparities persist. Non-binary, LGBTQ+, disabled, and racially diverse employees are consistently less likely to feel they belong. Addressing these gaps not only supports equity but also strengthens overall team cohesion and innovation.

In a 2023 Harvard Business Review article, U.S. women of color in tech identified peer and manager support as the most critical contributors to their sense of workplace belonging. The takeaway: relationships and leadership matter deeply.

BetterUp’s research further expands our understanding of belonging connecting it to concepts like mattering, inclusion, and identity. When employees feel accepted and part of something bigger, they’re more loyal, innovative, and motivated to grow.

Students: A Crisis of Connection

The 2023 Wisconsin Youth Risk Behavior Survey (YRBS) paints a sobering picture: students are reporting lower levels of protective factors like school belonging and social support. While just over half (53.6%) of students feel they belong in their school community, that number has declined steadily since 2017.

Certain student groups experience this decline even more acutely:

• Female students
• Students of color
• LGBTQ+ students
• Students with disabilities or chronic health conditions
• Students receiving special education services
• Those facing food insecurity
• Students who move frequently
• Students earning D’s or F’s

For these youth, the absence of belonging isn’t just emotional. It’s tied to increased exposure to violence, poor mental health, and risky behaviors.

According to the CDC’s 2013–2023 Youth Risk Behavior Data Summary:

• Female and LGBTQ+ students report significantly higher rates of mental health challenges and suicidal thoughts.
• While substance use and sexual activity have declined, protective behaviors (like condom use) have also decreased.
• Experiences of violence and emotional distress have continued to rise over the past decade.

These findings underscore the urgent need to build school environments where every student feels connected, supported, and safe. Positive relationships with adults, involvement in extracurriculars, and authentic inclusion are powerful protective factors that can turn the tide.

So, What Can We Do?

Belonging doesn’t just happen. It is intentionally cultivated. Leaders, educators, and community members alike must prioritize it every day.

Here are a few key reflection questions for decision-makers:

• Are we equipping people managers with the skills to lead across lines of difference?
• Do we recognize and address the intersectionality of identities in our classrooms and workforces?
• Are our systems and structures creating inclusion or unintentionally reinforcing exclusion?

If you’d like to explore how your school, organization, or team can strengthen belonging, reach out to Yes…And LLC for a free consultation. Together, we can create communities where everyone has a place and every voice matters.