One Person’s Passion, A Company’s Culture: The Future of Belonging at Work

The word “belonging” gets used a lot in workplaces. It can feel abstract, like a goal that sounds good, but is hard to clearly define. 

At Dexian, we’ve been working to make it concrete. 

In our HumanKindex research, both employees and leaders made something clear: belonging is strongest where people feel their values align with the organization’s, where personal purpose is recognized, and where contribution isn’t limited to job descriptions. When those conditions exist, engagement deepens, innovation rises, and culture shifts from something we inherit to something we build. 

Which brings us to Avalon. 

For Avalon Goddard, Senior Treasury Manager at Dexian, belonging isn’t an initiative. It’s a practice — one that began long before she joined Dexian. 

Her story starts at a local public school, where she encouraged elementary students to experiment with STEM. It was a simple idea: make hands-on science projects accessible and exciting. What Avalon didn’t expect was that as she shared updates internally at her previous employer, more colleagues wanted to get involved. Her small act turned into a broader movement — and eventually, what she described as “this incredible ecosystem of giving.” 

That detail matters, because it shows how belonging actually grows. Belonging rarely arrives fully formed with programs and policies. It often begins with one person willing to invest time, curiosity, or care into something that matters to them — and then choosing to share it. 

When Avalon came to Dexian, she was upfront about wanting to continue her community work. Leadership’s response wasn’t “How will this fit?” but “How can we support you?” That alignment goes beyond flexibility to reflect what we mean when we say we’re “in the business for good.” It signals that who Avalon, or any employee, is outside of work is valued here at Dexian too. And that support has made it easier to her to grow her impact, involve others, and expand her volunteer efforts. 

Her experience reveals something powerful: Belonging thrives in places where personal purpose is welcomed, instead of pressed aside. 

When a company makes room for the passions people carry with them — the ones that shape how they see the world — it invites deeper trust, stronger commitment, and more authentic connection. It also unlocks what our HumanKindex research points to year after year, which is that employees who feel they belong are more likely to contribute, to innovate, and to stay. 

And perhaps most importantly, when one employee finds belonging, they’re the catalyst to it becoming shared. Initiatives like Avalon’s don’t just inspire; they create pathways for others and give permission to develop an authentic self at work. They also remind us that we don’t have to wait for a formal program to improve the places in which we work and live. 

In that sense, Avalon’s story isn’t only about STEM projects, or volunteer hours, or even community impact. It’s about the future we’re choosing at Dexian: one where employee-led passion sparks collective change; where leadership support removes barriers instead of erecting them; and where belonging is measured not by who fits in, but by who feels able to make a difference. 

Culture isn’t built all at once. It starts with one person. One idea. One elementary schooler discovering what’s possible. One company leader implementing systems that support employees — and the commitment to keep building, step by step.