Inclusive Team Research Articles

The development of a co-researcher training with and for people with intellectual and developmental disabilities.

To build capacity among people with intellectual and developmental disabilities to become co-researchers they need the opportunity to learn about research. An inclusive research team developed an online training to support people with intellectual and developmental disabilities to serve as co-researchers. Seven participants were recruited as pilot trainees. The co-researcher training consisted of two 1-h training sessions. Pre- and post-surveys and a focus group were conducted to examine participant experiences with the co-researcher training. The participants were actively engaged during the co-researcher training sessions and shared they had a positive experience with it. They expressed that people with intellectual and developmental disabilities add value to the research team because of their lived experiences. The co-researcher training can instill a baseline level of knowledge about research in people with intellectual and developmental disabilities, and can be adjusted for different types of research in different settings and organisations. People with intellectual and developmental disabilities would like to learn more about research. They would also like to learn more about how to do research. People with intellectual and developmental disabilities who work on research are called co-researchers. Two researchers and a co-researcher with disability wrote together about research for people with intellectual and developmental disabilities. Seven people with intellectual and developmental disabilities took part in the class. They answered questions about how they liked the class. They also gave their opinion about research. They learned about what research is and how to do research. The class can be changed so that it can be used by other organizations.

Advancing and Expecting Inclusive Research

Abstract This conceptual methods article parallels remarks given at the 2022 American Association on Intellectual and Developmental Disabilities conference highlighting the importance of including the voices of people with intellectual disability in research processes. The purpose of this article was to put forth a call to action to disability researchers to advance, expect, and model inclusive research practices and consider this action as a form of scholarly activism and allyship toward the intellectual and developmental disabilities community. This conceptual article is organized to engage existing inclusive research literature and offers a method of inclusive research team design with practical suggestions for consideration. Finally, implications for research policy are also presented.

Examining People’s Experiences of Working in Collaborative Relationships While Conducting Inclusive Research Involving Persons with Intellectual Disabilities

This study examined the experiences of working in collaborative relationships while conducting inclusive research involving persons with intellectual disabilities. More specifically, the study explored work relationships, social relationships, and factors that influence collaboration within inclusive research teams. Interviews were conducted with nine researchers with intellectual disabilities, eight academic researchers, and nine principal investigators who were all involved in six inclusive research projects together. The analysis of the interviews produced four themes: (1) the diverse nature of the involvement of researchers with intellectual disabilities; (2) the significance of involving researchers with intellectual disabilities within academic research; (3) shaping equity in research projects; and (4) stereotyping hindering collaborations with researchers with intellectual disabilities. These findings have implications for research and practice, both in terms of promoting inclusive research and facilitating the meaningful participation of persons with intellectual disabilities within various aspects of society, including education, employment, healthcare, and social activities.

Equality, Diversity and Inclusion Team article

Equality, Diversity and Inclusion Team article

Telephone-Based Training Intervention for Using Digital Communication Technologies for Social Housing Residents During the COVID-19 Pandemic: Mixed Methods Feasibility and Acceptability Evaluation.

In an era in which digital communication technologies play a pivotal role in everyday life, social housing residents remain highly susceptible to digital exclusion. This study aims to evaluate the feasibility and acceptability of a telephone-based training intervention designed to empower people to confidently use digital communication technologies (ie, video calls and web-based messaging). Conducted in collaboration with a UK social housing association, the intervention was facilitated by a unitary authority's Digital Inclusion Team during the COVID-19 pandemic. A mixed methods approach was used, encompassing quantitative and qualitative data collection on demand, reach, implementation, and potential outcomes. Demographic and qualitative data on the reasons for undertaking or not undertaking the training were collected via telephone interviews during the recruitment process. Digital competency and well-being data were collected via a self-reported survey before and after the intervention. Among the 4485 residents who were offered training, 67 (1.49%) expressed interest, of whom 12 (18%) of the 67 completed the training. The findings indicate a demand for basic digital training among social housing residents. The key findings revolve around the substantial dropout rate among those who were interested in undertaking the training. Barriers were strongly influenced by socioeconomic and health circumstances, reflecting the sociodigital inequalities commonly found in this group. For the training participants, the intervention was acceptable and achieved its goals, demonstrating the potential of tailored, persistent training efforts in overcoming barriers. There were no changes in self-reported well-being or digital competency outcomes (but this was limited by the small sample size). Sociodigital inequalities impact the reach, implementation, and acceptability of telephone-based digital training for social housing residents. Barriers to reaching and training digitally excluded groups can be overcome through the use of trusted intermediaries, personalized recruitment approaches, the minimization of administrative barriers, and tailored and agile training programs. Recognizing the resource-intensive nature of such initiatives, this study calls for enhanced recognition of intermediary efforts in national digital inclusion policies.

Peer Support Provided by People with Intellectual and Developmental Disabilities: A Rapid Scoping Review to Develop a Toolkit for Inclusive Research

Inclusive research teams actively engage people with intellectual and developmental disabilities at all stages of research development, implementation, and dissemination. There is a dearth of research that specifically addresses the use of peer support in research engagement, yet research using peer support may provide a useful framework for engagement in inclusive research teams. A rapid scoping review was completed following the reporting guidelines for PRISMA-SCR. The scoping review identified five peer support roles (communication, sharing experiences, helping peers to learn, peer development, and creating a welcoming environment) and two types of support and accommodation for peer supporters (individual and environmental). The findings of the rapid scoping review aided in developing key sections of a Peer Support Toolkit to help people with intellectual and developmental disabilities engage in research to create more inclusive research teams and research that is informed directly by the needs of people with lived experience. The scoping review and toolkit were completed by an inclusive team.

EFFECT OF COLLABORATION APPROACHES ON EMPLOYEE EFFICIENCY AND JOB-RELATED OUTCOMES: TRANSFORMED BUSINESS MODEL APPROACH IN TRAINING AND DEVELOPMENT

Purpose: The purpose of this study is to determine whether employee productivity in information technology (IT) companies can be sustainedly improved by the organizational collaboration strategy. Additionally, in order to offer insights for improving workplace dynamics and employee performance in the IT industry, it aims to investigate how employee efficiency effects important job-related outcomes, such as job satisfaction, organizational commitment, and team spirit.Methodology: A correlational research design was employed for this study, utilizing a quantitative approach to examine the relationships between the organizational collaboration approach, employee efficiency, and job-related outcomes in the Indian IT sector. Data was collected through a survey distributed using convenience sampling to employees in various IT organizations across India. A 5-point Likert scale was used to measure key variables, including organizational collaboration, employee efficiency, job satisfaction, organizational commitment, and team spirit. Structural equation modelling (SEM) was conducted using SPSS and AMOS to analyze the direct and indirect relationships among variables, with reliability and validity checks performed through Cronbach's alpha and Average Variance Extracted (AVE).Findings: According to the study, employee productivity in the Indian IT sector is significantly and sustainably impacted by the organizational collaboration method. The impact of employee efficiency on job satisfaction, organizational commitment, and team spirit was also found to be significant. Strong favourable correlations between employee performance outcomes and cooperation practices were found using structural equation modelling (SEM) analysis. According to the findings, workers who feel that their workplace is collaborative are more productive, which raises job satisfaction and organizational commitment levels, which in turn fosters a sense of camaraderie and harmony among coworkers.Implication: Academically, this study adds a quantitative evaluation of how collaboration affects important job-related outcomes to the expanding corpus of information on organizational cooperation and employee efficiency, particularly in the IT sector. The results of this study have practical implications for IT businesses. Specifically, they indicate that investments in collaborative work environments can increase employee efficiency and, consequently, job satisfaction, organizational commitment, and team spirit—all of which are critical for long-term success. From a social perspective, the study emphasizes how collaborative techniques can enhance workplace culture and employee well-being. This can result in more cohesive, motivated, and inclusive teams that benefit people as well as the larger community.

How and when inclusive leadership enhances team proactivity: the roles of collective thriving and team power distance

PurposeThe present study was conducted to investigate the relationship between team-level inclusive leadership perceptions, team thriving, and team proactivity as well as the moderating effect of team power distance on these relationships.Design/methodology/approachA two-wave survey study of 365 manufacturing employees comprising 85 teams in an organization in Eastern China was used to test the hypotheses.FindingsThe findings indicate that inclusive leadership stimulates collective thriving, which then promotes team proactivity. In addition, team power distance negatively moderates the relationship between inclusive leadership and collective thriving, as well as the indirect effect of inclusive leadership on team proactivity via collective thriving.Originality/valueThis study is one of the first to investigate the effects of inclusive leadership at the team level, and answers recent calls to investigate the mechanisms linking leadership-related constructs to team-level proactivity. The authors also identify an important boundary condition to the effects of inclusive leadership in team power distance.

More than words: Photovoice as an innovative participatory approach to explore perceptions of rare dementia, a pilot study

AbstractBackgroundThere is limited evidence internationally exploring the everyday experiences of people living with rare dementia (PLWRD)– by which we mean atypical, inherited, and young onset forms of dementia– from their own subjective perspectives. Photovoice (Wang and Burris, 1997) is an inclusive, empowering visual research methodology that facilitates collaboration and supports shared understandings. This pilot study presents findings from the first known study where an inclusive research team, including individuals with different rare dementia diagnoses (e.g. Primary Progressive Aphasia, Posterior Cortical Atrophy, Dementia with Lewy bodies) used Photovoice methodology to visually represent experiences and perspectives of living with these conditions.MethodDrawing on Freire’s empowerment pedagogy, the study aims were consistent with global Photovoice aims: enabling people to visually record critical dialogue about their experiences of dementia through photography. We investigated the benefits and challenges of Photovoice methodology with this population and sought to identify perspectives of rare dementia from eight PLWRD. Data analysis utilised an iterative, participatory approach in which researchers and co‐researchers selected, contextualised, and codified the data. Thematic analyses involved both inductive and realist approaches.ResultThis paper discusses some of the practical challenges associated with using this methodology with PLWRD, as well as issues concerning co‐researcher’s perspectives on the acceptability and utility of Photovoice. We examine the benefits and challenges of using Photovoice and discuss lessons learned relating to the co‐production of topics and outputs, including barriers and facilitators to co‐researcher engagement with the study processes (e.g. use of cameras, photo upload).ConclusionThis pilot study will help inform a larger scale project where Photovoice and other creative participatory approaches (e.g. graphic elicitation) will be applied within a participatory action research framework that will promote group and individual reflection on dementia perspectives. In turn we hope this will lead to social action on a local and national level by co‐researchers with rare forms of dementia. This study contributes to the existing, if limited, international literature on creative participatory approaches with PLWRD.

The Effect of Comprehensive Leadership Style on Team Performance: The Role of Promoting A Team's Innovation Culture

Objective: Inclusive leadership style is considered an effective leadership method in any organization. The aim of this study is to its impact on project team performance, a common form of outsourcing in Hanoi, Vietnam. While also considering the mediating role of innovation culture in this relationship. Method: The study provides empirical evidence from a sample of 876 project team members at outsourcing companies in Hanoi by evaluating the measurement model and testing the structural equation model (PLS-SEM). Results: The results of empirical research show that innovation culture has an important role in mediating the relationship between inclusive leadership style and team performance. In addition, innovation culture also positively affects individual creativity, thereby helping to improve work results in teams. From there, it shows the need to build an innovation culture framework that includes people, process, data, and technology aspects to evaluate the innovation approach of enterprises. Finally, some implications of working group governance and team leadership are discussed, such as increasing the application of collaboration technologies, the stronger establishment of the virtual team model, and digital leadership orientation. There are ways to promote and strengthen a culture of innovation in IT businesses to reach maturity in digital transformation and how to respond to challenges for faster recovery in today's context. Conclusions: The regression model showed a significant relationship between leadership style and team performance, leadership style and innovation culture, and innovation culture and team performance. The study provided policy recommendations to support leadership style and team performance.

Inclusive leadership and team climate: the role of team power distance and trust in leadership

PurposeThe purpose of this paper is to investigate the effect of inclusive leadership on team climate. Drawing on the social exchange theory (SET), this study proposes a theoretical model in which (1) inclusive leadership enhances team climate, (2) the moderating effect of team power distance and trust in leadership in the relationship between inclusive leadership and team climate.Design/methodology/approachA quantitative research method was applied, with a survey of 247 Nigerian employees nested in 59 teams in multiple small manufacturing firms across diverse industries widely distributed into textile, furniture, bakery and palm oil production firms. The partial least square structural equation modelling was used to test the study's proposed hypotheses.FindingsThe results revealed that inclusive leadership has a positive and direct effect on team climate. Also, this study found that (1) team power distance positively influences the relationship between inclusive leadership and team climate; and (2) trust in leadership positively influences the relationship between inclusive leadership and team climate.Research limitations/implicationsThis study affirms the explanatory power of SET to investigate inclusive leadership and team climate at the team level. Also, the study utilised the SET to confirm the significance and value of team power distance and trust in leadership in the relationship between inclusive leadership and team climate at the team level in the Nigerian context.Practical implicationsThe paper examined the relationship between inclusive leadership and team climate with team power distance and trust in leadership as moderators. The findings suggest that inclusive leadership play a paramount role in understanding team climate among small manufacturing firms. Moreover, the findings can be applied in organisations by creating different assessment mechanisms, e.g. webinars and training sessions, to encourage effective inclusive leadership behaviours in fostering a team climate for creativity and innovation.Originality/valueThe main contribution of this current research to knowledge is on the examination of the distinctive leadership style that influences team climate. The study indicates that when team members are allowed to fully contribute to the team, inclusion is promoted among group members, and trust in leadership is strengthened, which increases their perception of team climate within organisations.

Guiding principles towards inclusive design: research notes for meaningful change

Educational media (games, animations, virtual labs) offer expansive content to various audiences and often use multiple modes to provide a meaningful learning experience. Unlike their counterparts designed solely for entertainment, educational media are designed to transform the learner and often require a combination of visual, audible, and interactive components. When integrating inclusive design practices, development teams and educators work to ensure that learners with various needs can use any given material for its entire purpose, that they feel represented, and that they can relate to the media while learning. This article presents research notes from one information designer working with a development team toward inclusive design practices. It provides a set of guiding principles to use when applying inclusive design to educational media as a way for design teams to build their own frameworks for creating more meaningful transformational media.

Associations among spiritual pain and the frequency and intensity of physical and psychological distress in patients with advanced cancer evaluated in a supportive care center during COVID-19 pandemic.

284 Background: Patients with cancer are considered a highly vulnerable group, especially during the COVID-19 pandemic. There is limited literature describing the level of spiritual distress during the COVID pandemic and its association with the physical and psychological and distress in this population. Methods: Retrospective chart review of 1264 patients seen by the Outpatient Palliative Care Team from May 1st, 2020 to December 31st, 2020 (during COVID-19), 85% of the consults was delivered by Telemedicine. The association with ESAS-FS physical symptoms, Spiritual Pain (SP), anxiety and depression (none=0/10, the worst 10/10 were measured. Spiritual Pain was defined as “Pain deep in your Soul/Being that is not physical” (SP ≥1/10). Results: Spiritual Pain was present in 284/1264 (23%). Patients with Spiritual Pain were younger [Median years (Min-Max): 61 (21-90) vs. 62 (21-97), p=0.008], Hispanic [20% vs 16%, p<0.001], more single [15% vs. 10%, p<0.001], and divorced [13% vs. 9% p<0.001]. There was no association with gender and race. The frequency (%) and median intensity (0-10/10, 95%CI) of symptoms in patients with and without Spiritual Pain were, pain [90% vs 81%, 5 (0-10) vs 4 (0-10), p=0.691], fatigue [96% vs 90%, 6 (0-10) vs 5 (0-10), p<0.001], anxiety [90% vs 60%, 5 vs. 2 (0-10), (p<0.001], depression [87% vs 44%, 4 vs 0 (0-10), p<0.001], well-being [97% vs 81%, 5 (0-10) vs 3 (0-10), p=0.011], financial distress [78% vs 26%, 3 (0-10) vs 0 (0-10), p<0.001], total ESAS-FS distress [51 (7-113) vs 30 (0-92), p<0.001], respectively. 49% of patients with spiritual pain were evaluated by our psychological team vs. only 29% of those who did not have it (<0.001). Multivariate analysis for Spiritual Pain was financial distress (OR:1.24, p<0.001) and depression (OR:1.16, p<0.001). Conclusions: Important percentage of patients living with cancer experienced Spiritual Pain during COVID pandemic, this spiritual distress affected the expression of physical, psychological symptoms and worse well-being. An inclusive interdisciplinary team approach including spiritual care is needed. More research is warranted.

Diabetes care components effectively implemented in the ASEAN health systems: an umbrella review of systematic reviews

ObjectivesAssociation of Southeast Asian Nations (ASEAN) is among the hardest hit low-income and middle-income countries by diabetes. Innovative Care for Chronic Conditions (ICCC) framework has been adopted by the WHO...

Team Ties, Embeddedness, and Turnover Intentions: Integrating Social Networks and Field Theory

Although social networks have been examined in teams, an understanding of the consequences of team social network ties on employees’ attitudes beyond team boundaries is hard to come by. Integrating insights from social networks and gestalt field theory, we examine interactive effects of centrality and density of inclusion and exclusion ties in teams on the relationship between employees’ community embeddedness—connectedness with the broader social context—and turnover intentions. In a multi-source field study of 215 employees in 34 teams, we demonstrate that inclusion and exclusion centrality and team exclusion density weaken the effect of community embeddedness on turnover intention.

Conflict Resolution in Team: Analyzing the of Conflicts and Best Skills for Resolution

This research study aimed to investigate and assess effective conflict resolution skills and interventions for managing conflicts within the team. Through a comprehensive literature review, a range of conflict resolution skills were identified and categorized into distinct domains. The first domain highlighted the significance of understanding cultural differences and emotional awareness in conflict resolution processes. The second domain emphasized the importance of fostering a cooperative and inclusive team atmosphere to facilitate conflict resolution. The third domain underscored the value of providing constructive feedback as an effective skill to address conflicts. In the fourth domain, effective communication and establishing positive relationships, were emphasized as crucial factors in resolving conflicts. The fifth domain recognized the significance of leadership skills in managing and mediating conflicts within the team. The sixth domain emphasized the skills of trust-building to encourage open dialogue and conflict resolution. The seventh domain highlighted the necessity for effective managerial strategies and decision-making processes in conflict resolution. Finally, the eighth domain encompassed various skills such as problem-solving skills, consistency and clarity skills, conflict analysis skills, active listening skills, and empathy skills, all of which were identified as essential in addressing conflicts within the team. The findings of this research study provide valuable insights into the diverse array of conflict resolution skills applicable to managing and resolving conflicts within the team.

The BRAVE mentoring programme for aspiring BAME clinical psychologists: The experiences of a mentee, mentor and equality diversity and inclusion team

This article discusses the introduction of the BRAVE Mentoring Programme for Aspiring BAME clinical psychologists. It aims to reflect the hopes of the programme facilitators (working as part of the Equality Diversity and Inclusion Team), as well as the experience of a mentee and mentor participating in the programme.

Developing Inclusive Teams and Fostering Knowledge Sharing: Role of LMX Disagreement

Developing Inclusive Teams and Fostering Knowledge Sharing: Role of LMX Disagreement

Inclusive leadership and team innovation in retail services

ABSTRACT Drawing upon social exchange theory and extending it into a team context, this study investigated a moderated mediation model in which shared team psychological contract fulfillment mediates the relationship between inclusive leadership and team innovation, and team proactive personality moderates the relationship between inclusive leadership and shared team psychological contract fulfillment. The results, based on a survey dataset collected from 300 team leaders in retail services in Vietnam, provided support for these relationships. The study findings extend the existing literature on inclusive leadership and psychological contract fulfillment to the team level and suggest possible ways for team leaders to enhance team innovation performance.

Design and Implementation of a Leadership Development Program for Early-Stage Investigators: Initial Results.

Leadership skills are essential for a successful career in medical research but are often not formally taught. To address these gaps, we designed a leadership development program for early-stage investigators. A 9-month virtual program with monthly 2-hour interactive sessions was designed, covering topics such as Leadership in Research, Mentoring, Building Diverse and Inclusive Teams, Managing Conflict, Influencing without Authority, Grant Administration, and Management. An anonymized survey was sent to participants before and after completion of the program, and the results were compared using the chi-squared test. Over a 2-year period, we selected two cohorts of 41 and 46 participants, respectively. After completion of the program, 92% of survey respondents indicated that the program met their expectations and 74% had made use of skills they learned. Participants enjoyed meeting new people and discussing common challenges. There was an increase in participants' perceived understanding of personal leadership qualities, mentoring, communication, conflict resolution, grant management, and collaboration with industry (P < .05). A leadership development program for early-stage investigators led to a significant increase in participants' perceived understanding of personal leadership qualities and competencies. It also offered participants the opportunity to meet other researchers in the institution and discuss common challenges.