Sarah couldn't believe it when her coworkers went out for a happy hour without inviting her again. As she sat at her desk, she felt the familiar sting of exclusion - the sense that she just didn't fit in with the rest of the team. Moments like these had become all too common, chipping away at her confidence and motivation.

Feeling excluded at work can be challenging, impacting your sense of belonging and even your performance. While building an inclusive environment is primarily an organizational responsibility, there are steps you can take to navigate and improve the situation.

Why Do You Feel Excluded at Work?

Exclusion at work can stem from a fundamental need for belonging not being met. This manifests as workplace ostracism, where individuals feel ignored or disregarded. Ostracism can be unintentional, driven by affinity bias – an unconscious tendency to favor people who share similarities with us. This bias can lead to cliques, leaving others feeling marginalized without deliberate intent. Differing communication styles or expectations around workplace relationships can also contribute to the feeling of exclusion.

"Exclusion undermines psychological safety, a crucial factor for team success. When employees feel safe to express themselves without fear, organizations thrive. However, without intentional efforts to build inclusivity, individuals may feel the pressure to conform, or cover, which means they conceal aspects of their identity to fit in." – Betsy Bagley, Pulsely Co-Founder

Studies show that 75% of professionals have experienced exclusion, which erodes psychological safety and promotes covering–behaviors that try to conceal stigmatized aspects of our identity. That’s why you must develop strategies to tackle feelings of isolation at work.

The Organizational Responsibility for Inclusion

While individual strategies are important for navigating workplace exclusion, organizations also have a critical role in fostering an inclusive culture. Employers should prioritize creating an environment where all employees feel valued and can contribute fully.

Some key steps organizations can take include:

• Implementing diversity, equity, and inclusion (DEI) initiatives that address unconscious biases, promote belonging, and empower underrepresented groups.

• Providing training and education to help employees develop cultural competence and inclusive leadership skills.

• Encouraging open communication and feedback channels where employees can safely share their experiences and concerns.

• Reviewing policies and practices to identify and address any systemic barriers or inequities.

• Celebrating diversity and amplifying the voices and contributions of all employees.

When companies make a real effort to be inclusive in every way, it helps their employees succeed.

How Individuals Can Handle Workplace Exclusion

Here are some strategies we've found to help individuals effectively address workplace exclusion:

1. Seek a Trustworthy Colleague for Support

Building a connection with a trusted colleague can significantly reduce feelings of exclusion. Just one reliable ally in the workplace can help eliminate loneliness and create a support system. Look for coworkers who share your values or who have demonstrated a willingness to support others, and nurture this connection to foster mutual trust and encouragement.

2. Leverage Employee Resource Groups (ERGs)

Joining an ERG can offer a sense of community, connection, and collective support. ERGs are also instrumental in raising awareness of minority group challenges and encouraging majority group engagement in diversity and inclusion efforts. However, treat these groups not as silos, but as platforms to amplify voices and drive organizational change. ERGs can help employees build confidence and actively contribute to creating an inclusive workplace culture.

3. Learn From People Who Experienced Exclusion

Connect with coworkers who have also faced exclusion 9especially members of the ERG) and discuss their strategies for overcoming it. Their experiences can provide valuable insights into navigating similar challenges and fostering resilience.

“Understanding how others have dealt with similar experiences can inspire personal strategies and reinforce that you’re not alone. These shared stories often spark innovative solutions to workplace challenges. Peer exchanges can build solidarity and reveal practical actions to counteract exclusion.” – Pedro do Carmo Costa, Pulsely Co-Founder

4. Process Your Emotions Before Responding

Feeling excluded at work can evoke strong emotions like frustration or sadness. Understanding that ostracism is sometimes unintentional – rooted in miscommunication or differing group dynamics – can help temper these reactions. Allow yourself time to process these emotions until you can engage in constructive discussions.

Techniques like journaling, mindfulness, or speaking with a mentor can help clarify the situation and reduce the impulse to react defensively. Taking this pause helps you approach the issue with a level head, making it easier to distinguish between perceived and actual exclusion and decide on your next steps calmly.

5. Share Your Experiences and Feelings

When ready, share your experiences with trusted colleagues or HR to foster understanding and solutions. Use “I” statements, such as, “I’ve noticed I’m often left out of team brainstorming sessions,” to keep the focus on your feelings rather than assigning blame.

Honest conversations can open the door to collaborative strategies for improving inclusivity. HR may offer additional support, such as training or team-building exercises. Bringing your concerns forward constructively enhances psychological safety and encourages workplace improvements.

6. Find an Outlet

Combat workplace exclusion by enriching your life outside work. Pursue hobbies, join community groups, or volunteer for causes that resonate with you. Activities like these provide a sense of purpose and connection, counteracting feelings of isolation.

Social support networks – whether through family, friends, or professional groups – serve as invaluable emotional anchors. Engaging with others outside your workplace reinforces your self-worth, offering a sense of belonging that complements or compensates for workplace challenges.

7. Plan Your Exit Strategy

In cases where exclusion persists despite your efforts, it may be time to consider leaving. Start by evaluating whether the environment aligns with your values and professional goals. Then, update your resume, expand your professional network, and start searching for a role that prioritizes inclusivity and respect.

Leaving on your own terms, with a clear plan, can be empowering and provide the opportunity to thrive in a more supportive setting. Transitioning to a healthier workplace can lead to personal growth and fulfillment in your career.

Final Thoughts

Workplace exclusion is a complex challenge that affects both individual well-being and organizational success. It often stems from unconscious biases or structural issues. The impact on employees is deeply personal.

The emotional toll, sometimes referred to as emotional tax, can manifest as heightened stress, diminished psychological safety, and feelings of being undervalued. These experiences can lead to disengagement, reduced productivity, and missed opportunities for career advancement, especially when informal networks and referrals drive professional growth.

Addressing exclusion requires a dual approach: organizations must prioritize creating inclusive cultures, and individuals should equip themselves with strategies to navigate exclusion effectively. By fostering trust, building connections, and advocating for inclusivity, both employers and employees can transform the workplace into a space where everyone feels they belong.

Pulsely is here to help organizations take actionable steps toward inclusivity with science-driven tools designed to measure and improve belonging. Contact us today or book a demo to learn more about how we can help you create a workplace that works for everyone.