Red and white tulips in front of a Bascom Hall

Culture of Belonging

Cultivating a Culture of Belonging

The Division of Enrollment Management (DEM) is dedicated to cultivating a strong and dynamic organizational culture, one where every team member feels safe, respected, and comfortable bringing their whole self to work. Our Strategic Framework sets the priorities that guide this work, and we tend to belonging deliberately, at every stage of a team member’s time with DEM. Grounded in Max-Neef’s model of Fundamental Human Needs, our approach ensures every team member has the opportunity to connect, learn, engage, and feel supported.

On this page

Fundamental Needs for a Culture of Belonging

These nine fundamental needs are what we attend to continuously, at every stage and in every aspect of DEM, to keep our culture strong and dynamic. Meeting them is a shared responsibility. Each team member has a role to play in advancing these needs, for themselves and for one another.

Meet Essential Needs

Allowing team members to thrive by providing the tools they need to succeed in the workplace.

Allow for Participation

Allowing team members to feel comfortable contributing their opinions and ideas while demonstrating a culture of feedback.

Foster Wellbeing

Allowing team members to realize work-life harmony while supporting meaning-making, promoting safety, celebrating achievement, and building resiliency.

Establish an Inclusive Environment

Allowing team members to engage in learning, growth, and development that promotes an ecosystem of inclusive policies, practices, and people.

Honor Identity

Allowing team members to make meaningful connections across all aspects of self as well as establish clear understanding for how those contribute to a productive and healthy workplace.

Ensure Understanding

Allowing team members to clearly understand the expectations of their role as well as how they productively contribute towards established goals, priorities, and team dynamics.

Prioritize Innovation

Allowing team members to be creative by encouraging curiosity and imagination throughout the organization.

Promote Care & Collaboration

Allowing team members to be supported in bringing their authentic selves, build community, and work together to accomplish priorities.

Provide Autonomy

Allowing team members to have control of their own work, growth, and learning.

Our Approach

Team Member experiences are designed to meet people where they are: from first contact as a candidate, through onboarding, daily work life, learning and development, and even departure. Recruitment and onboarding experiences establish trust, clarity, and affinity. Ongoing support, connection, and learning deepen engagement and help team members feel valued and supported during their time with us. Off-boarding and feedback ensure that every experience contributes to continual improvement.

Bucky Badger giving a person a fist bump
Photo by Jeff Miller / UW–Madison

laying the groundwork

Build trust, clarity, and affinity

We build trust, clarity, and affinity from a team member’s very first contact with DEM. Thoughtful recruitment and onboarding set clear expectations for how things work, where to find support, and what it means to be part of this team.

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Two people celebrating at UW commencement with their hands in the air
Photo by Althea Dotzour / UW–Madison

creating the environment to thrive

Provide ongoing opportunities for connection, wellbeing, and growth

We deepen belonging by creating opportunities for team members to connect, recharge, and grow throughout their time with DEM. All-team gatherings, wellness offerings, collaborative learning, and professional development help team members stay engaged, supported, and invested in their work and in each other.

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A Statue of Liberty replica on frozen lake surrounded by people
Photo by Jeff Miller / UW–Madison

learning, growing, and improving

Improve the experience continuously

We strengthen our culture by listening regularly and intentionally. Through feedback, surveys, and honest conversations at every stage, including offboarding, we learn what’s working, what isn’t, and where we can do better, so DEM keeps getting stronger for every team member who’s part of it.

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Building Trust, Clarity, Affinity

Here you’ll find the tools that shape a team member’s first experience with DEM — from recruitment resources and our Talent Community to onboarding guides for supervisors and new team members alike.

Recruitment

Onboarding

Guidance, Tools, Resources

Providing opportunities for connection, wellbeing, and growth

This section covers the offerings that support team members day to day — including all-team gatherings, wellness resources, collaborative learning opportunities, and professional development pathways like RAMP and conference support.

Connection, Well-being, and Ongoing Support

Collaborative Learning and Growth

Professional Development

  • RAMP
  • Conferences
  • Trainings
  • Professional Organizations

Continuously Improving the Experience

Here you’ll find the feedback channels that help DEM grow — offboarding surveys, pulse surveys, focus groups, and other ways team members’ voices shape what comes next.

Feedback

  • Onboarding surveys
  • Offboarding process
  • Exit surveys
  • Performance evaluations

Surveys

Collaboration

  • Focus Groups
  • Task Forces
  • DiSC reviews