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The Many Parts of Us: Creating a Culture of Belonging at Work

Writer's picture: Christi PilutikChristi Pilutik

Think about the last time you truly felt seen. Maybe it was with a close friend who finished your sentence. Or at an event where people laughed at your obscure pop culture reference. That feeling of recognition—of being understood—is powerful. Yet, for many of us, that connection doesn’t always extend into the workplace.


Workplaces, by design or habit, often encourage us to show only certain parts of ourselves. Our polished, professional selves get the spotlight, while other facets of our identity—our quirks, passions, or struggles - often remain in the wings.


I know this feeling well because I do it too. I hold back parts of myself, even though I know how much richer my connections could be if I shared more openly. In that spirit, scroll to the bottom of this post to see a few moments that are just as much a part of me as the professional version you typically see.


Beyond the Buzzwords: What Inclusion Really Means

Creating an inclusive employee experience isn’t just about celebrating differences once a year or adding a few buzzwords to a mission statement. It’s about creating a culture where people feel safe sharing more of who they are—not because they have to, but because they want to.


Imagine a workplace where someone feels comfortable sharing that they’re both a project manager and a jiu-jitsu purple belt, or that they’re balancing client calls with caring for an elderly parent. These aren’t just anecdotes; they’re windows into the richness of human experience. And when people feel they can bring those parts of themselves to work, it builds trust, empathy, and stronger teams.


How Leaders Can Foster This Culture

Here are some ways leaders can encourage employees to show up as their full selves:

  1. Lead by Example: Share your own stories and passions. It might feel vulnerable, but it sets the tone for others.

  2. Create Safe Spaces: Whether it’s through employee resource groups, regular check-ins, or anonymous feedback channels, make it clear that all voices are valued.

  3. Celebrate the Whole Person: Recognize milestones that aren’t tied to work. Celebrate someone’s marathon finish, golf handicap, or community service.

  4. Embrace Flexibility: Understand that the parts of us outside of work often affect how we show up at work. Flexibility—in schedules, roles, or policies—can make all the difference.


The Payoff: A Culture of Belonging

When people feel they can bring more of themselves to work, they thrive. And when individuals thrive, so do organizations. Creativity flourishes, collaboration strengthens, and retention improves. People stay not just because of the paycheck but because they feel connected to something bigger—a workplace that sees them as whole, complex, and valuable.


So, the next time you walk into a meeting or log onto a video call, ask yourself: Are we creating a space where people feel they can bring all the parts of themselves? If the answer is yes, you’re building not just a team but a community. And that’s where the magic happens.

Let’s build workplaces that celebrate the many parts of us. Because when we do, we’re stronger together.



As promised, here are a few more of my parts:


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