Inclusive Climate Research Articles

How ethical leadership influences knowledge hiding? A sequential mediation model

ABSTRACT Knowledge hiding is considered a behavior that violates moral principles and can impede organizational competitive advantage. Previous studies have examined the factors influencing knowledge hiding from various perspectives. However, there is a limited understanding of how the assumed moral aspect of ethical leadership influences knowledge hiding. Drawing on theories of social learning, a theoretical model has been developed to establish a connection between ethical leadership and knowledge hiding. This model focuses on the chain mediating role of moral identity and cynicism and the moderating role of inclusive climate. To examine hypotheses, we collected survey data in three waves from a sample of 243 employees working in Chinese firms. The results demonstrated ethical leadership significantly suppresses knowledge hiding, and this relationship is explained by moral identity and cynicism. Furthermore, the relationship between ethical leadership/cynicism and knowledge hiding is weakened in a highly inclusive climate. The research finally discusses theoretical and practical implications, providing scholars with a future agenda.

The forward-looking polluter pays principle for a just climate transition

ABSTRACT Climate justice demands polluters to take responsibility for both present and future harm caused by past GHG emissions and for future harm caused by future GHG emissions. One problem with this is double climate taxation: people living in historical polluting countries must both shoulder the burden of an effective and inclusive climate transition and repay the climate debt incurred by their predecessors. Although double climate taxation might be defensible on normative grounds, it risks making climate justice politically infeasible. I therefore maintain that global climate justice should focus on future, rather than past, climate harms. The forward-looking polluter pays principle (FL-PPP) can ensure both a cost-effective climate transition and a fair distribution of the climate burden, provided it is applied as follows: i) each country must introduce a carbon price calibrated to the global social cost of carbon; ii) each country must transfer part of carbon revenues collected at the country level to an international fund; iii) global carbon revenues must be redistributed on the basis of the country-level social cost of carbon. The FL-PPP burden can be made more progressive, moreover, if the formula for allocating global carbon revenues is adjusted through two coefficients, one consumption-based and one priority-sensitive.

The Antecedents and Outcomes of Organizational Climate for Work-Life Inclusion

The Antecedents and Outcomes of Organizational Climate for Work-Life Inclusion

My Reality is Different from Yours: Incorporating Social Identity into Inclusion Climate Analysis

My Reality is Different from Yours: Incorporating Social Identity into Inclusion Climate Analysis

The impact of organizational inclusion on teachers’ internal motivation for professional development in vocational colleges: The case of China

Most of the higher vocational colleges in China are public institutions. The government prefers to enhance the intrinsic motivation of teachers’ professional development through effective management. Taking the Chinese government’s strong advocacy of the professional value of the “craftsman spirit” as a background, this study aims to define the constituent factors of intrinsic motivation for the career development of higher vocational college teachers. This study proposes to explore the role of inclusive management styles on the professional development of teachers in public vocational institutions in order to address the hindering effects of human-organizational relationships on the intrinsic motivation of teachers’ professional development following Chinese management styles. Within three weeks, through the online questionnaire distribution platform, email, and WeChat, questionnaires were sent to teachers in colleges in Guangdong Province using the whole sampling method. A total of 546 questionnaires were distributed, of which 538 were retrieved and 521 were deemed valid for analysis. Using a structural equation model for data validation, the results indicate that inclusive leadership and inclusive climate are positive external factors that stimulate teachers’ intrinsic motivation for professional development (r = 0.496, 0.491) and contribute to the formation of organizational inclusion (r = 0.413). Job satisfaction is an intrinsic self-motivating factor (r = 0.479, 0.380, 0.451). Organizational inclusion can mitigate interpersonal barriers and become a practical management approach to enhance teachers’ intrinsic motivation for career development. AcknowledgmentWe acknowledge teachers from higher education vocational colleges in Guangdong Province, China, who responded to the questionnaire for this study.

Opinions on Awareness Activities Regarding Inclusive Community Life: Experiences of Pre-Service Teachers

The aim of this study is to examine the opinions of the Special Education teacher candidates about the awareness activities organized in terms of the rights of children with special needs, their social participation, accessibility and contributing to the social inclusion climate. 56 pre-service teachers studying in the 2nd year of the Special Education Department of the Faculty of Education were included in this study. The data of the research carried out in a phenomenological design was collected through the analysis of the forms containing the written opinions of pre-service teachers in the fall term of 2022-2023. By analyzing the data with document analysis technique, it was gathered under five main themes: "Classification of Organized Awareness Activities, Description of Activities Serving Purpose, Importance of Awareness Activities, Activities That Pre-service Teachers Want to Organize and Suggestions for Activities”. In awareness activities, it is noteworthy that the pre-service teachers, who draw attention to social, legal, and physical regulations, emphasize the importance of content that reflects a rights-based view and the fundamental rights of individuals for this purpose. It was also seen that pre-service teachers emphasized the importance of including permanent and continuous awareness activities rather than containing a certain time interval and diversifying them in terms of being aimed at different disability groups. Based on the results of the research, it can be suggested that family and peer participation in awareness activities in inclusive environments, up-to-date and continuity of activities, and information sharing about individuals with special needs can be recommended.

Prioritization of Territorial Areas for Implementing Inclusive Climate Risk Transfer Mechanisms. Colombia as a Case Study.

The methodologies for prioritizing populated areas regarding the implementation of risk transfer schemes are still limited due to the exclusion of social components. This research proposes a methodology for prioritizing territorial areas when implementing Climate Risk Transfer Mechanisms (CRTM) using the differential risk transfer approach and considering three Colombian regions as a case study. In order to achieve this, we carried out a literature review to identify existing related methodologies. We targeted components such as gender, ethnicity, poverty, exposure and governance. Workshops were also conducted to generate a multisectoral agreement concerning the variables to be included in the multicriteria analysis. Subsequently, we produced a ranking system applying the criteria to 12 departments both with and without Climate Change (CC) conditions. The results of our investigations showed that there are no records of methodologies for prioritizing areas that include variables of vulnerability and governance. The CC rankings indicated modifications to the previous rankings. The prioritized departments thus highlighted were La Guajira, Bolívar, Chocó, Magdalena, San Andres and Sucre. This research applied differential risk transfer to successfully improve the accuracy of the risk transfer mechanism and provides a methodological guide for optimizing technical and financial resources in the decision-making process for CRTM. This methodology is especially useful for territorial areas with low technical and economic capacities and can be replicated worldwide since the data is available through open access.

Engaging Employees Via an Inclusive Climate: The Role of Organizational Diversity Communication and Cultural Intelligence

ABSTRACT This study aims to advance research on internal communication and employee engagement by exploring the role of diversity communication. Specifically, this study tested a conceptual model that links organizational diversity communication efforts and employee cultural intelligence with an inclusive organizational climate and employee engagement. This study also investigated the potential moderating effects of employees’ minority status in the model. Through an online survey of 657 full-time employees working across diverse industries in the U.S. this study showed that an organization’s diversity communication and employee cultural intelligence increase employee perceived inclusive climate in the organization, which ultimately leads to a higher level of employee engagement. Further, for minority employees, an inclusive climate showed a much stronger effect on their level of engagement than for their white counterparts. Theoretical and practical implications are discussed.

Measuring Allyship: Development and Validation of Two Measures to Assess Collegiate Athlete Department Staff Engagement in LGBTQ Allyship and Ally Behaviors

ABSTRACT This pilot quantitative study sought to explore lesbian, gay, bisexual, transgender, and queer (LGBTQ) ally engagement by collegiate coaches and athletic department staff. In particular, this study sought to investigate the psychometric properties for two adapted measures: the Ally Identity Scale—Athletic Staff Version and the Engagement in LGBTQ Ally Actions in Sports Scale—Athletic Staff Version. These measures could provide a means to assess the degree to which coaches and athletic department staff identify as allies and engage in actions that support a welcoming and inclusive climate for LGBTQ student-athletes and athletic department staff. The sample for this study was 87 coaches and athletic department staff who completed an online survey. The results of this study provide preliminary psychometric support for two adapted measures and provide insights into the next steps scholars can take in exploring the intersection of LGBTQ identities and collegiate athletics.

“As a psychiatry resident I am invited to explore my identity. But when I accept that invitation, I still encounter a wall.” A qualitative study on inclusion experienced by psychiatry residents with a migration background, sexual minority identity and/or working-class background

Diversity in terms of class, sexual identity and migration background among medical students in high income countries has increased greatly in recent decades. Some research into the experiences of these new groups of doctors has been performed. However, no previous research into the experiences of psychiatry residents specifically, is known. This qualitative study investigates how psychiatry residents, from these minoritized groups, experience their training regarding inclusion. Inclusion is defined as the degree to which one’s needs for connection and for being valued in one’s uniqueness, is satisfied. In-depth interviews with 16 psychiatry residents were conducted. These interviews were transcribed and coded using MaxQDA software. Initial themes that were constructed, were explored further in subsequent interviews and linked to literature. Finally, the developed themes were ordered in a model conceptualizing inclusion. Participants reported high belongingness within psychiatry training. Their experienced value in uniqueness, however, was generally quite low. Participants reported to experience little interest in and sensitivity for their perspectives and lived experiences from their co-workers. When faced with stigmatization and discrimination, participants reported lack of support from their colleagues. Assimilation was found to be the most frequently used coping strategy in dealing with diversity. Participants seemed to conform to the ‘neutral’ norm and experienced barriers in expressing themselves. Through this mechanism of assimilation, the added value that participants might bring with their unique knowledge and lived experiences was not used, both in patient care and in creating an inclusive climate within the organization. Moreover, assimilation is associated with psychological strain.

The Influence of Inclusive Leadership on Team Performance in The Entrepreneurial Context

Promoting entrepreneurial team performance has been an important research topic for scholars. However, the relationship between inclusive leadership and entrepreneurial team performance has rarely been studied. This study constructed a model to uncover the mechanism by which inclusive leadership affects entrepreneurial team performance. The empirical results revealed that inclusive leadership was positively related to entrepreneurial team performance. Inclusive leadership positively predicted team engagement and inclusive climate, which, in turn, facilitated team feedback seeking and ultimately enhanced entrepreneurial team performance. Moreover, leader team representativeness strengthened the positive relationship between inclusive leadership and team engagement. The theoretical implications are that inclusive leadership is essential in promoting members' engagement and inclusive climate for better performance, which provides more comprehensive insight into entrepreneurship literature. The practical implications are that greater attention should be paid to cultivating inclusive leadership.

Which should come first? Examining diversity, equity and inclusion

PurposeThe purpose of this critical review is to address issues with the current school of thought that diversity must come before inclusion in the diversity, equity and inclusion (DEI) process and propose an alternate solution.Design/methodology/approachThis review takes a critical constructionist lens such that changes in social norms have morphed over time, refining the meaning and implementation of DEI initiatives in research and the workplace. This review is framed within the context of hospitality organizations.FindingsThe conflicting results in DEI research (whether DEI practices are positive or negative) are explained by diversity being the core factor. It is proposed that inclusion is the starting place and determinant of success in creating a diverse workforce. If inclusion comes first and is followed by equitable treatment, then diversity (and diverse representation) naturally follows.Research limitations/implicationsThis review offers a novel perspective on the relationship between diversity, equity and inclusion, which was previously ambiguous. Research rarely includes all three as variables in the past, and does not use diversity as an outcome, but rather as a starting point.Originality/valueThis research suggests that unless an organization begins with an inclusive climate, there will be no benefit to having diverse candidates, nor will there be long-term retention of a diverse staff. It is recommended to begin with inclusion, implement equitable practices and diversity will increase through the enacted and espoused values.

In the uncharted water: Meaning-making capacity and identity negotiation of Chinese lesbian and bisexual women.

Chinese lesbian and bisexual women (LBW) often face difficulties and challenges on campus due to their multiple, socially-oppressed identities. These students have to navigate through uncharted environments to make meaning of their identities. In this qualitative study, by considering four environmental systems of student life, including the student club (microsystem), the university (mesosystem), families (exosystem), and society (macrosystem), we aim to explore what identity negotiation Chinese LBW students have in them and what their meaning-making capacity influence that identity negotiation. We find students experience identity security in the microsystem, identity differentiation-inclusion or inclusion in the mesosystem, and identity unpredictability-predictability or predictability in the exosystem and macrosystem. Moreover, they employ foundational, transitional (formulaic to foundational or symphonic), or symphonic meaning-making capacity to influence their identity negotiation. Suggestions are made for the university to create an inclusive climate accommodating students with different identities.

MAPPING INDIA’S POSITION IN UNITED NATIONS FRAMEWORK CONVENTION ON CLIMATE CHANGE CONFERENCES (UNFCCC) – WITH SPECIAL REFERENCE TO COP-26

One of the crucial challenges of the 21s century is Climate Change that has severe impact all over the world. It is a universal phenomenon with local effects. So, the issue should be determined by collective efforts. The United Nations voiced concern about this in the 1970s and called for an international summit in Stockholm, which caused in the establishment of global environmental governance in 1972 and the creation of the United Nations Environment Program (UNDP).Later, The First Global Climate Conference was planned for in 1979. From October 29 to November 7, 1990, Geneva hosted the Second International Climate Conference. Its primary duty was to evaluate the WCP (World Climate Program) that WCC-1 had established. It was an important phase towards a inclusive climate accord. The WCC-2 called for the establishment of a climate convention along with foster international efforts to address climate change that led to the establishment of United Nations Framework Convention on Climate Change (UNFCC) in 1992 that implemented in 1994 by singing of 154 countries. Since then from 1995 onwards Parties to the Convention, i.e, called Conference of Parties (COP), the ultimate body have met annually to access and review in dealing with climate change. Significantly, from the starting, India has been very concern in the environmental degradation and took part every global environmental conferences with binding coomitments. However, this paper seeks to study India’s Response in United Nations Climate Change Conferences in General and trying to analyse India’s stance in COP – 26 that was held in Glasgow, Scotland in particular.

Paradoxical leadership, team adaptation and team performance: The mediating role of inclusive climate.

In an increasingly complex and changing competitive environment, organizations inevitably face various conflicting demands, such as the contradiction between the psychological needs of employees and the organization's performance requirements. Paradoxical leadership could focus on these competing needs of the organization and employees in multiple ways simultaneously. According to the trickle-down effect of social learning theory, we investigated whether and how paradoxical leadership may increase team adaptation and team performance. The study had a time-lagged survey design and included 254 team members and 60 leaders in 60 work teams in mainland China. The results of the structural equation modeling analysis indicated that paradoxical leadership is an essential predictor of team adaptation and performance, and that inclusive climate is mediating in this relationship. Our findings reveal a mechanism underlying the benefits of paradoxical leadership on team adaptation and team performance from a team-level perspective.

Defining the Climate for Inclusiveness and Multiculturalism: Linking to Context

The purpose of this paper is to develop a better understanding of how to define a positive climate for inclusiveness that recognizes the context and social environment of participants. In order to study employees working with Indigenous people and minorities in four organizations, we used a grounded research approach to define what an inclusive environment might look like. The interview questions gathered examples of experiences which employees valued because they felt more included and not excluded from people they worked with. The experiences fell into four categories, as follows: (i) leadership engaged in supporting inclusiveness within the organization; (ii) leadership engaged in seeking inclusiveness within the community; (iii) being involved in multicultural practices within the organization and community; and (iv) participating in initiatives which encourage engagement and involvement. This paper’s conceptualization of a climate of inclusion is different from other studies, possibly because of the unique context in which service organizations are placed, as such organizations typically work with Indigenous people and minorities. Although we are especially mindful of the danger of generalizing our findings without further research, the scope of this paper might provide some direction for future studies of other organizations. We suggest that there is also a need to be open to methods which allow individuals and groups to define a climate of inclusivity that is relevant to their context; this is because context may be essential for recognizing certain groups of people.

An Autoethnography of Bullying and University Climate: A University Student’s Lived Experiences

Bullying remains a salient issue facing university students, necessitating continued research from diverse methodological lenses. This autoethnographic study explores bullying and climate issues from an insider student perspective. The researcher leverages their personal experiences with bullying victimisation and witnessing as current university students. Through reflective writing, they provide detailed first-person accounts of specific bullying events and perceptions of the broader campus climate. Qualitative analysis of these emotive narratives reveals key themes around the persistence of bullying behaviours, complex bystander dynamics, unsupportive institutional responses, and protective factors like inclusive climate and student empowerment that could be expanded upon. While limited in generalizability, the findings demonstrate autoethnography's potential for generating nuanced, experiential insights on bullying complementing traditional prevalence data. Practical implications highlight opportunities for anti-bullying education, policy improvements, youth-adult partnership, and further research centred on student voices.

Discrimination by avoidance: The underrepresentation of Indigenous Australians in leadership positions within the Australian Football League

This article explores the career development and underrepresentation of Indigenous Australians in leadership and management positions within the Australian Football League (AFL); it explains the continued underrepresentation as a case of ‘avoiding discrimination’. Using institutional theory, this research fills a gap in existing scholarship by contributing to understanding the mechanisms by which organisations avoid addressing underrepresentation and enforce discriminatory practices in three significant ways. First, organisations may claim equality and assume that the organisation is characterised by a climate of inclusion as a way of ignoring issues of underrepresentation. Second, organisations utilise diversity management to improve the image of the organisation and engage in legitimising practices that contribute towards improving the brand. Third, organisations also engage in silencing practices by exercising internal control over employees, in this case players, and prohibiting them from participating in public debates about racial abuse. This study concludes that avoiding underrepresentation contributes to the continued exclusion of Indigenous Australians in leadership positions within the AFL, conceptualised here as a case of ‘ discrimination by avoidance’. JEL Classification: M540 Personnel Economics: Labor Management

From the via Crucis to paradise. The experiences of women football players in Spain surrounding gender and homosexuality

The number of women in football has considerably grown in Spain, which in addition to increasing its media and social visibility is also attracting academic interest. In this regard, the objective of this article is to understand and interpret the experiences of 15 elite female football players regarding their gender and sexual orientation. The semi-structured interviews followed a pattern already used in other related research and dealt with topics such as the stereotypes that accompany women who play football, family reluctance, coexistence in locker rooms, lesbians coming out of the closet, or the need for more and better reference models. The data point to a clear homosociability within the teams and the benefits of supporting one and other when coming out of the closet, offering a counterpoint to family attitudes mostly characterized by rejection or stigmas that mark women as ‘tomboys.’ The conclusions highlight, on the one hand, the discrimination that the female players experience for being women who practice a traditionally masculine sport, and how homonegativity contributes to the control of women and the gendered nature of sport, and on the other hand, the open and inclusive climate that lesbian players have found in the football environment.

A First Look at Equity, Diversity, and Inclusion of Canadian Medical Physicists: Results From the 2021 COMP EDI Climate Survey

In 2021, the Canadian Organization of Medical Physicists (COMP) conducted its first equity, diversity, and inclusion Climate Survey. The membership's experiences of inclusion, belonging, professional opportunities, discrimination, microaggressions, racism, and harassment in their professional lives are presented. The ethics-reviewed survey was distributed in English and French to full members of COMP. Participants responded to questions covering demographics and professional climate. Simple descriptive statistics were used to measure frequency of responses. Data pertaining to impressions on the climate within the profession were compared using nonparametric statistical tests. The survey was distributed to 649 eligible members; 243 (37%) responded, and 214 (33%) provided full response sets. From the full response sets, findings showed that in general, age, highest academic degree, and racial and ethnic distribution trends of medical physicists were comparable with previously collected data and/or the Canadian population. The experiences of respondents relating to harassment in the workplace and perception of climate are reported and provide a useful benchmark for future assessments of interventions or training programs. In the workplace, fewer women (58%) reported having professional opportunities compared with men (70%). The survey also found that 17% of respondents (most of whom were women) directly or indirectly experienced sexual harassment in the workplace within the past 5 years. Finding that 23% of survey respondents identified as having a disability is a valuable reminder that accommodations in the workplace are necessary for more than 1 in every 5 medical physicists working in clinics. This study provided insight into the diversity and experiences of medical physicists in Canada. The majority of respondents had positive perceptions about their professional environment. However, equity-lacking groups were identified, such as women, underrepresented minorities, Indigenous peoples, and people with visible and invisible disabilities.