Insights From Natasha Rudy, Regional Director of People & Culture at Four Seasons Hotels & Resorts,...
Building Belonging – Lessons in Real Inclusion
2 minute read
Building Belonging – Lessons in Real Inclusion
3:58
Insights From Dr Marcelle Moncrieffe, Chief People Officer at City St George’s, University of London
At this year’s Employee Engagement Summit, few conversations resonated as deeply as “Building Belonging: In Conversation” on the Organisational Culture stage. The session – rich in insight and emotion – explored what it really takes to move from lip service on inclusion to meaningful, system-wide cultural change. It was the kind of discussion that leaves you scribbling notes one moment and quietly reflecting the next.Joined by moderator Nick Brice, Dr Marcelle Moncrieffe, Chief People Officer at City St George’s, University of London, a workplace culture expert, researcher, and author, brought clarity and urgency to the conversation. Drawing from her research and her latest book Two Steps Black, Marcelle opened with a stark reminder: nearly half of employees still don’t feel their workplace cultures are inclusive. It’s a sobering statistic that set the tone for a rich exploration of belonging – what it means, how it’s built, and why it matters more than ever.
Marcelle likened organisational culture to a recipe. “Getting the right blend of ingredients,” she argued, “is what makes it work.” Too many organisations, she warned, are great at making commitments to diversity, equity and inclusion – but slower when it comes to embedding these values in practice. Real belonging, she said, demands an intersectional lens and a willingness to truly understand the lived experiences shaping people’s working realities.
Nick guided the discussion towards leadership accountability – how leaders can shift from advocating for change to modelling it. Marcelle drew a powerful analogy between cultural change and changing a diet after a heart attack: technical fixes won’t work without deep behavioural transformation. She called for “ethical leadership” that visibly rewards inclusive behaviours and challenges poor ones at every level.
The conversation tackled some uncomfortable truths too. Marcelle spoke candidly about “two-tier” cultures – environments where some employees thrive while others remain overlooked. One of the biggest warning signs, she noted, is a lack of diversity at senior levels. Without it, inclusion efforts risk becoming performative rather than transformative.
Nick invited reflections on feedback and storytelling, and Marcelle reinforced the emotional power of lived experience. Sharing real stories of exclusion or discrimination, she said, can jolt people into reflection and action far more effectively than metrics alone. She urged organisations to “put the human back” into their inclusion strategies, fostering empathy alongside accountability.
The discussion also turned to the realities of hybrid working. Marcelle warned that remote setups can amplify isolation and miscommunication if leaders don’t act deliberately to maintain connection. She suggested mentoring, allyship, and cross-functional dialogue as vital tools to preserve a sense of belonging in dispersed teams.
In her closing message, Marcelle reminded us that even entrenched cultures can evolve – provided leadership sets the tone and builds structures that support fairness, equity, and humanity. Her call to action was clear: embed accountability, centre lived experience, and ensure every employee truly feels seen, heard, and valued.
If you found these insights thought-provoking, don’t stop here – listen to the full podcast episode to hear Marcelle and Nick unpack how organisations can translate good intentions into everyday inclusion. It’s an essential listen for anyone committed to building cultures where everyone belongs.
To register your interest for the 2026 Engage Employee Summit click here: https://www.engageemployee.com/engage-employee-summit-registration
