-working in an environment where I am respected for my talents and have the freedom to succeed and fail- failure is not seen as a flaw, but a learning opportunity

-having the freedom to be my full self

-Feeling energized about the work I do, what I bring to that work, and collaborating with others to see the work through to completion

Low belonging experiences, I feel like I experienced explicit othering, and it deeply impacted my mental health. I was so driven to prove myself that I stayed in this environment much longer than I should have.

-Lack of grace for mistakes

-Quiet and introversion being viewed as a weakness, not seen as a quality for leadership

-Assumptions about my competency/abilities

I grew up in a household where my Black identity wasn't the main focus; it was just one part of who I am, not the whole picture. This has influenced how I've experienced belonging. Intersectionality plays a significant role in how I feel belonging in the workplace and academic settings.

High points:

- Remembering the pronunciation of my name, or asking how to pronounce it instead of assuming it’s what I think it is.

- Mentioning anniversaries or important dates (such as being a new employee or one year in a role).

- Being thoughtful and considerate about experiences that might be labeled as discriminatory.

- Exploring different perspectives openly, without dismissiveness or defensiveness.

Low points:

- Constantly being labeled as "young," which sometimes implies I am incompetent.

- Micromanagement makes me feel like I don’t belong; it signals a lack of trust and support for my ability to excel.

- Being called out in group settings or passively instead of addressing issues directly.

- Being singled out as the "token Black person" to provide perspective during racially charged conversations...

- Immediately dismissing any notion that someone is "being discriminatory."

- Sometimes, the "customers or students always right" approach is difficult, as it can diminish the value of the individual trying to work through an issue.

I am sure there are many other highs and lows I've experienced, but these are just a few that have come to mind.

For highs, it was incredible to come into a workplace where the policy and systems work of using and sharing pronouns was already implemented. I had never had that experience before (and haven't replicated it since!). Even though I still had to do lots of self-advocacy around getting coworkers to actually use my pronouns, the fact that the infrastructure was already there was so welcoming!

For lows, a feeling of othering happened quite early on at that job when a coworker in communications came to do a photoshoot of my unit and told me I couldn't participate after all unless I took off my respirator because "the president hates masks." This was a surprisingly explicit instance of ableism that the coworker doubled down on when I gently pushed back, because even if a person covered their face for "legitimate reasons" the president wouldn't permit the photos to be used to market the institution. Without actually being codified into institutional policy, the directive functioned as an novel "Ugly Law" that keeps disabled people out of the line of sight of the public.

Idk how accurate these results are, because a lot of the pairs were false dichotomies and I answered "indifferent" to most of the questions lol.

• Being offered a seat at the table - on committees, in meetings, etc. And when you show up, having others express that they want to hear from you.

• Acknowledgement from supervisors and colleagues that we are individuals with multiple identities. We are not just a worker but have many other roles outside of the workplace that can directly or indirectly affect us at work. This should be valued and celebrated, not something we should feel we have to hide.

Lows in the workplace:

• Hearing about updates, changes, etc. through unofficial means (such as from colleagues) as opposed to being told directly from a supervisor or someone above. This can make one feel "forgotten" or "less than" those that were "in the know."

• Having those with the "loudest" voices always being the ones heard and acknowledged. Some individuals need more time to process and formulate their thoughts. Some want to listen to others first before responding. Listening and reflecting is just as important (maybe more so) than being the first to speak up.

High belonging experiences in professional settings:

• Being challenged every day and doing work that positively contributes to a greater cause.

• Having the freedom and flexibility to join the DEI Council, as an example, to foster inclusivity and belonging for the campus community.

• Being included on team discussions when appropriate; not just the note taker.

Low belonging experiences in the workplace:

• Being told that I had to dress a certain way (more feminine) on day 2 of work by the owner of a business I previously worked for.

• Not being included on certain team meetings at previous workplaces because I was, "just the admin", despite having a great understanding and knowledge of the company, its mission, and its products.

At the same time, I also encountered othering, often tied to gender bias and peer resistance. Even when senior leaders believed in my leadership, some colleagues dismissed or undermined my work. These experiences revealed how bias and power structures shape who is seen as belonging. Mapping my journey reminded me that belonging is not fixed. It shifts with mentorship, leadership, and institutional structures. Even in difficult moments, encouragement from mentors and leaders sustained my resilience.

At a previous college I worker for, the president held "Coffee with the President" every quarter and everyone was strongly encouraged to attend. These events were low belonging experiences for me. I don't drink coffee or tea, and small talk makes me extremely uncomfortable. I would go and stand around awkwardly, while the President would make remarks and every time would "encourage" people to participate and embrace these opportunities, but it always felt like those of us who were uncomfortable were being berated for not playing along.

For a high belonging experience, I was working for a non-profit organization that was making office reassignments. The plan from the top was to move my desk from a cubicle, into the server closet (!). I guess this could be an example of both low and high belonging, because I am not sure if I have ever felt so invisible as an employee than when it was suggested I work out of the server closet. However, my boss stood up for me before I could say anything and said absolutely not, that this was not even a conversation or a consideration. I felt protected and valued.