Inclusive Workplace Research Articles

Workplace Inclusion Initiatives Across the Globe: The Importance of Leader and Coworker Support for Employees’ Attitudes, Beliefs, and Planned Behaviors

Workplace Inclusion Initiatives Across the Globe: The Importance of Leader and Coworker Support for Employees’ Attitudes, Beliefs, and Planned Behaviors

Cultural Intelligence and Organisational Performance among the Staff of Federal Polytechnic, Ilaro, Ogun State

This study investigates the impact of cultural intelligence (CI) on organisational performance among the staff of the Federal Polytechnic, Ilaro, Ogun State, Nigeria. The research targeted all 989 staff members, with a sample size of 278, determined via Cochran's formula and selected through simple random sampling. Data was collected through a structured questionnaire using a 4-point Likert scale and disseminated via Google Forms. The instrument demonstrated high validity and reliability, with a Cronbach’s Alpha of 0.880. Multiple linear regression analysis performed with SPSS indicated that CI, especially its cognitive and metacognitive dimensions, significantly affects organisational performance, shown by an R-squared value of 0.542. Cognitive intelligence enhances problem-solving, innovation, and adaptability, while metacognitive intelligence fosters reflective practices and teaching effectiveness. The study underscores the significance of CI in diverse educational settings and recommends tailored CI training and ongoing professional development to foster an inclusive and high-performing workplace

A Study on Implementation and Evalutation Methods in Recruitment and Selection Process

The study examines implementation and evaluation methods used in the recruitment and selection process, focusing on best practices that improve candidate fit and organizational effectiveness. Technological advancements, changing workforce demographics, and evolving employer branding strategies have dramatically changed the recruiting landscape. Using a mixing approach, this study evaluates the current practices of many companies by combining quantitative data and qualitative data.The structured interviews of the candidate's surveillance tools, predictive analysis, and the improvement of the selection process are emphasized by major conclusions. He also emphasizes the importance of the employer and the experience of candidates who attracts the best talent, and the evaluation methods such as feedback loops and productivity measurements are optimized tactical adoption and are the goals of the organization. This is key to alignment so that a global strategy focused on data use and choice will promote more diverse and inclusive workplaces, in addition to improving workforce levels. The study concludes with a recommendation that educational institutions systematically evaluate their hiring practices to implement best practices and adapt to an ever-changing job market.

Cultivating inclusive leadership: a catalyst for enhanced organizational citizenship

Purpose The present manuscript aims to develop and validate a theoretical model capable of explaining that organizational citizenship behavior is influenced by the extent to which employees feel valued, accepted and considered integral to the organizational fabric. To do this, the authors draw on social identity theory, according to which the level of identification of a person with a group or organization is not fixed but situational and context-dependent. Design/methodology/approach To validate the theoretical model, the authors surveyed the employees of eight large-scale distribution companies operating in Italy. Overall, the authors received completed data from 2,010 employees. Findings The authors theorize and demonstrate that the presence of an inclusive corporate climate positively influences employees’ perceptions of work inclusion and that this latter, in turn, positively affects organizational citizenship behavior. Furthermore, they show that the indirect effect of an inclusive corporate climate on organizational citizenship behavior becomes stronger when inclusive leadership is promoted within an organization. Originality/value Overall, this paper confirms social identity theory in a novel way. Social identity theory suggests that the context can impact an employee’s identification with the organization they work for, without specifying the characteristics that the context must possess. The authors’ contribution reaffirms this theory by proposing that it is specifically the inclusiveness of the context that positively influences the employee’s identification within the organization. By focusing on this aspect of inclusion, this research introduces a novel perspective that enriches the current discourse on OCB and underscores the importance of cultivating inclusive workplace environments. Also, the authors add theoretical nuance to previous literature by suggesting that the way top management exercises leadership over employees can amplify the strength of corporate climate influence on worker inclusion perception.

Hired by Artificial Intelligence: Digital Inclusion Practices for People With Disabilities

Artificial intelligence (AI) rapidly advances across various industries, including healthcare, finance, education, robotics, entertainment, and commerce. Human resource (HR) management plays a crucial role in AI, helping employees feel valued and creative. However, AI-powered systems often neglect the needs of people with disabilities, who often face barriers in digital environments. This paper aims to investigate digital inclusion practices for people with disabilities in AI-driven human resource management systems. It proposes a heuristic evaluation method for software accessibility assessment based on international standards. The objectives include researching best practices for digital workplace inclusion, studying international standards for software accessibility, and researching AI-powered recruitment systems. An experiment assessed the accessibility of color schemes for people with color blindness.

Exploring the impact of corporate entrepreneurship on organizational performance in the ICT companies of Jordan: The moderating role of gender-diverse leadership

This study focuses on addressing challenges faced by Jordanian Information and Communication Technology (ICT) organizations, aiming to explore solutions for sector sustainability amid troubling economic conditions. Specifically, it investigates the impacts of Corporate Entrepreneurship (CE) and Top Management Team Gender Diversity (TMTGD) on the performance of these organizations. Furthermore, it also examines the moderating role of TMTGD within this context. To achieve these objectives, the study collects data from 300 employees considered part of the top management teams within Jordan's ICT sector. Utilizing Partial Least Squares Structural Equation Modeling (PLS-SEM), the study estimated both measurement and structural models to thoroughly examine the data and proposed relationships. The findings indicate that CE and TMTGD have positive and statistically significant effects on organizational performance. However, the study also uncovers a nuanced pattern of interaction between these variables. Explicitly, it suggests that the presence of gender diversity within top management teams may attenuate the otherwise positive impact of CE on organizational performance. Hence, this research suggests that ICT companies should actively cultivate a corporate entrepreneurship culture to elevate their organizational performance. Furthermore, policymakers and leaders are encouraged to initiate training and educational programs addressing gender dynamics and biases with the goal of fostering a more inclusive and equitable workplace.

Just Sustainabilities: Building Bridges and Breaking Barriers to Empower Employees for Inclusive Workplaces—Evidence from Ghana

This study examines the critical role of inclusive, people-centered strategies in driving organizational sustainability, focusing on two key institutions in the Ashanti Region of Ghana: Presbyterian University College (PUC) and Presbyterian Agogo Women’s College of Education (APWCE). Employing a qualitative research design, including 100 interviews, five focus groups, and participant observations, this study investigates employee perspectives on Diversity, Equity, and Inclusion (DEI) practices in the workplace. The findings identify key empowerment strategies—flexible job roles, participatory decision-making, leadership development, and open communication—that enhance employee engagement and commitment to sustainability efforts. The findings also demonstrate employees’ vital role in advancing sustainability through involvement in green initiatives, community engagement, and integrating sustainability into core organizational practices. This contribution intellectually bridges the gap between DEI policies and their practical application, offering a nuanced understanding of how cultural and social dimensions influence sustainability in underexplored contexts like Ghana. It emphasizes aligning organizational values with employee well-being to enhance job satisfaction and retention, presenting actionable strategies for fostering innovation, resilience, and long-term success. The increasing global focus on sustainability and the growing need for inclusive practices in organizational settings underscores the timeliness of this manuscript. It offers a holistic, forward-thinking approach that is especially relevant for organizations navigating post-pandemic workplace dynamics and seeking to align sustainability with equity and inclusivity.

Diversity, Equity and Inclusion: Best Practices for Fostering an Inclusive Workplace Culture in the Digital Age

This research paper focuses on the implementation of Diversity, Equity, and Inclusion (DEI) to promote workplace inclusion, especially in the new world order of technology. Conducted through a secondary research analysis method, the thematic and comparative approaches in the paper underscore how DEI initiatives, when aligned with leadership responsibility and technology adoption, contribute to the success of organizations. Apparently, it has emerged that by bringing both women to the board and mentoring for all, the corporate entities serving under the inclusiveness agenda are likely to financially perform significantly better compared to their less inclusive counterparts, to attract and retain the best talent within the market and treat their employees well. Furthermore, they underline that organizations need to ensure that employees in remote and hybrid work environments do not become digitally excluded. Other issues like algorithmic bias within the use of AI for recruitment and the discordance between diversity and inclusion rhetoric are also tackled. The argumentation of the paper wraps up with a conclusion regarding the effects of DEI initiatives on organizational outcomes and the possible future research on the synergy between DEI approaches and advanced technologies.

Gender Differences in Perception of Neurosurgery as a Career Choice in Pakistan: A Nationwide Cross-Sectional Survey

A low neurosurgeon-to-patient ratio persists to be a problem in many developing nations including Pakistan. Concurrent gender disparities further exacerbate the challenges posed by the already limited workforce. An understanding of the perceptions of neurosurgery among female early career doctors is crucial in the evolution of the field in terms of both, workforce strength and inclusivity. A cross-sectional study was conducted across public and private medical schools of Pakistan. A close-ended self-administered questionnaire was employed to assess subject-reported challenges and perceptions regarding neurosurgery. Statistical analysis was performed using SPSS version 28, and p< 0.05 was considered significant. The influence of these perceptions on the choice of neurosurgery as a career was determined by binary logistic regression analysis. Of the 387 responses received from over 45 institutions across the country, 55.6% were females and 44.4% were male respondents. Compared to men, women were more likely to opt out of neurosurgery due to fear of problems with parenting (p<0.001), absence of daycare facilities (p<0.001), lack of female role models (p=0.001), fear of gender discrimination (p<0.001), and the mental (p=0.04) and physical distress (p=0.008) associated with neurosurgery. Binary logistic regression revealed that these concerns were responsible for an increased likelihood of opting out of neurosurgery among female medical students and intern doctors. Significant differences exist in how male and female medical students perceive neurosurgery as a career choice. Interventions including availability of day care facilities for children, creation of inclusive workplace environment, and promotion of mentorship programs catering to women can help bridge this gap and contribute to evolution of the field of neurosurgery in the developing world.

Complexities and Possibilities of Strengthening the Social Inclusion of Military Women in the Netherlands Armed Forces: Findings From an Action Research Project

The social inclusion of military women is negatively affected by dominant masculine norms. Often, military organizations try to promote inclusion through top-down policies. However, little is known about solutions military personnel themselves propose, and what is needed to implement those. Drawing on an action research project in the Netherlands Armed Forces, we identify four systemic collaborative requirements to implement initiatives aimed at improving inclusion: (a) awareness and recognition of women’s (negative) experiences, (b) a safe environment for dialogue and joint ownership, (c) organizational trust, support and mandate, and (d) the implementation of interventions in the organizational structure. We discuss two paradoxes we identified (a) addressing inclusion in unsafe workplaces requires safety and (b) creating awareness about women’s social inclusion without putting women in the spotlight. Our results show that a dialogic and collaborative approach is promising, especially to address the complexities that arise when trying to strengthen inclusion.

Workplace Inclusion Through Social Partnerships: A Relational Perspective

In a world with high demand for sustainable business practices, this paper investigates how workplace inclusion of people with intellectual disabilities can be accomplished through social partnerships. Drawing on social exchange theory and based on an explorative ethnographic case study of a partnership constellation aiming for workplace inclusion of an intellectually disabled workforce, the study explores how relational practices in social partnerships contribute to workplace inclusion of young people with intellectual disabilities. The study consists of two sub-studies focusing first on identification of the overall goals of the partnership collaboration in regard to workplace inclusion and, second, an investigation of how the goals are accomplished in the here and now of partnership collaboration. The findings are summarized in a conceptual framework that advocates a relational perspective on workplace inclusion and highlights relational practices between partnership participants as important drivers for workplace inclusion. The study advances knowledge on workplace inclusion by offering insights into how relational practices in social partnerships inform workplace inclusion. Furthermore, the findings help the individual social partnership partners effectively manage workplace inclusion by acknowledging relationship processes as fundamental elements of organizing for an inclusive workplace.

Transforming workplace diversity and HRD: towards a critical HRD framework for radical intentionality

ABSTRACT This article explores the evolution of diversity in HRD and explicates various tools for workplace diversity. Based on the Bierema-Callahan model of critical HRD, the literature review outlines four phases of evolution: organising by diversity management, learning from diversity training and higher education curriculum, changing to social justice and intersectional diversity, and relating through diversity intelligence. Each phase reflects the shifts in conceptualisations of workplace diversity and corresponding HRD actions and responses. The discussion introduces the concept of radical intentionality in HRD, emphasising the need for intentional transformative actions to address lingering systemic issues of workplace discrimination and marginalisation. Furthermore, it proposes a framework illustrating how HRD tools for workplace diversity can be deployed within four areas of HRD engagement to positively impact workplace experiences for diverse employees. Implications for HRD practitioners include informed decision-making in selecting appropriate tools for diversity initiatives and evaluating their effectiveness. Future research opportunities involve identifying new tools and intended impacts, advancing the quest for social justice and workplace inclusion for all.

Strategic Human Resource Management (SHRM) in Creating Inclusive Workplace: Systematic Review

Organizations now use a variety of strategies to encourage diversity since it can result in beneficial effects including an increase in creativity and innovation. Nonetheless, the diversity of their workforces continues to present challenges and opportunities for organizations. Researchers are putting more emphasis on inclusion to improve workplaces by supporting a diverse workforce. The main goal of this study was to systematically review the existing literature to ascertain how Strategic Human Resource Management fosters inclusive workplaces inside the organization. The review process was carried out using the published articles that were taken from reputable journals’ databases for the years 2010 to 2023. After reviewing 78 published articles, finding suggest that Human Resource practitioners may concentrate on a variety of Human Resource practices and design policies across these three Human Resource practice domains to have an impact on employees’ knowledge and abilities, drive and effort, and opportunities to contribute. And also Line managers are typically seen as playing a crucial role in implementing Human Resource Management practices and enhancing an inclusive workplace. Overall, the implications of this systematic review suggest that SHRM can be a powerful tool for creating inclusive workplaces, but it requires a holistic and sustained approach that involves a commitment to diversity, leadership involvement, and conscious effort to dismantle barriers and biases. End up our systematic review by forwarding future line of research on existing literature.

The effects of diversity and inclusion on ESG performance: A comparison between Islamic and conventional banks

This study analyzes the effects of diversity, inclusion, and people development (DIP) on environmental, social, and governance (ESG) performance in Islamic and conventional banks from 2015 to 2022. Using data from Refinitiv database, it reveals that a more diverse and inclusive workplace is found to have better overall ESG performance and both pillars (environmental and social performance). This positive and significant association is more pronounced in Islamic banks than in its conventional counterpart. However, no significant effect was found on governance performance. These findings are robust to several sensitivity analyses based on some alternative measures. To the best of the authors’ knowledge, this is the first empirical study investigating the effects of diversity, inclusion, and people development on ESG performance, using multi-country data on Islamic and conventional banks.

Digital ergonomic assessment to enhance the physical resilience of human-centric manufacturing systems in Industry 5.0

The emergence of Industry 5.0 promotes the creation of human-centric values. To fulfill this objective, Internet of Things (IoT) technologies are increasingly being exploited to digitize the human factor and monitor the ergonomics of manual manufacturing systems. These digital assessments, combined with computational algorithms, contribute to the establishment of socially inclusive workplaces while offering detailed insights to safeguard the health of the aging workforce. In this scenario, this study proposes a digital architecture for evaluating the European Assembly Worksheet (EAWS) in human-centric manufacturing systems. Three distinct enabling technologies are leveraged to acquire heterogeneous data streams. A radio-frequency-based smart glove detects the operator’s interactions with the surrounding environment, while a network of marker-less cameras and a four-channel surface Electromyography (sEMG) system capture body joint movements and muscular contractions of the upper limbs, respectively. The acquired data are processed by computational algorithms to define an EAWS-driven set of Key Risk Indicators (KRIs), embedded in an ergonomic decision support system. These risk metrics highlight operator-driven process weaknesses in musculoskeletal, muscular, and material handling dimensions. Finally, the validity of the proposed digital architecture is demonstrated in an industrial-related pilot environment, where an operator assembles a piece of home furniture.

Does Soft Information Mitigate Gender Bias in Corporate Lending?

AbstractGender bias in leadership and decision-making is a well-documented and pervasive topic that continues to garner significant attention in academic research and business literature. In this paper, by exploiting a unique proprietary dataset of 550 mid-corporate loan applications managed by a major European bank, we explore how the use of soft information influences lending decisions of female loan officers as compared to their male counterparts. We find that use of soft information reduces information asymmetry which helps female officers in making diligent lending decisions resulting in increased granted credit with a lower default probability. We also investigate gender affinity within the banking organisation and find that female loan approvers are more likely to be supportive of their subordinate female loan officers by approving more credit to the loan applications handled by female loan officers. Finally, we examine the possible mechanisms that can explain these results, and find that female loan officers are able to better collect and use soft information as they cultivate and maintain deeper firm-bank relationships with their clients due to higher threat of losing or being penalized in their jobs for any possible errors. We also rule out any other possible explanations such as differences in workload, work experience, loan officers’ optimism, managerial ability, and screening capabilities between female and male loan officers. Our findings carry important policy implications, reflected in the optimal allocation of capital in the economy and the reduction of gender-related exclusion, which is vital in creating an equitable society and fostering a more ethical and inclusive workplace.

Workforce diversity in Cambodia: Does it make differences in employees' perceptions?

AbstractThis study explored the dynamics of workforce diversity and employees' perceptions of inclusion, fairness, organization support, and leader‐member exchange (LMX) in Cambodia. The survey was conducted with 90 participants in international non‐profit organizations. Data was analyzed using the nonparametric tests. Among diversity characteristics, gender and religion were associated with differences in interactional fairness and LMX. Marital status and educational level produced differences in LMX and distributive fairness, respectively. Further, higher job positions were found to be associated with positive inclusion and LMX. This study points to the necessity of establishing a culture of diversity and inclusion in Cambodian workplaces.

A survey measuring employee’s inclusion in Malaysia

Background Organizations recognized the importance of workplace inclusion. However, up to date, few organizations had developed strategic initiatives to improve workplace diversity. This research examines the impact of awareness of inclusion, inclusive leadership, psychosocial capital, and meaningful engagement on employee’s inclusion in the context of Malaysia. Methods The study employed a quantitative survey approach and collected data through a questionnaire survey administered to 204 participants. Descriptive analysis, reliability analysis and multiple linear regression analysis were utilized to explore the relationships between the independent and dependent variables. Results The findings indicate a significant correlation between awareness of inclusion and psychosocial capital with employee’s inclusion. However, no significant correlations were found between inclusive leadership and meaningful engagement with employee’s inclusion. These results underscore the importance of fostering an inclusive culture and nurturing psychosocial support to enhance employee’s inclusion experiences in the workplace. Conclusion This study contributes to the knowledge by being one of the pioneer research in Malaysia that provides insights into the factors influencing employee’s inclusion in Malaysia. The findings is important for organizations, particularly small and medium enterprise in Malaysia to promote employee inclusion in a multi-racial diversity society.

Agency Penalties From Taking Parental Leave for Women in Men-Dominated Occupations: Archival and Experimental Evidence.

Organizations have started more progressively using and offering family benefits including parental leaves to address the issues of balancing work and family life. Although such leaves are fundamental for supporting, attracting, and retaining women, we examine whether such leaves may also inadvertently affect women's careers in occupations that overly value masculine traits, unless managed carefully. Drawing on the literature on gender stereotypes (micro factors) and occupation gender type (macro factors), we argue that longer (vs. shorter) parental leaves negatively affect women's work outcomes (i.e., annual income, salary recommendation, hireability, and leadership effectiveness) in men-dominated but not in women-dominated occupations because it lowers perceptions of women's agency. We find support for our hypotheses across three studies in the Australian context with an archival data set and two experiments. Our work shows that men-dominated organizational structures reinforce traditional gender stereotypes, whereas such reinforcement does not happen in women-dominated organizational structures. Our research equips leaders and organizations with insights into the unintended negative consequences of parental leave for women. This understanding serves as a crucial first step in developing strategies and programs to mitigate these effects, thereby supporting women in men-dominated occupations and fostering more inclusive and healthy workplaces.

Why Won't Anyone Talk? Challenges Naming and Addressing Tokenism Within Health and Human Service Agencies Serving the LGBTQ+ Community.

Workplace tokenism, the use of superficial efforts to appear equitable, which often leads to burnout of marginalized groups, is pervasive, even in health and human service organizations dedicated to improving their community's health and well-being. An original research project to identify interventions addressing tokenism within Lesbian, Gay, Bisexual, Transgender, Queer plus serving health and human service agencies in New York was unable to engage staff in focus groups. A follow-up survey with 41 potential participants reported burnout as the main reason for nonparticipation. Qualitative data revealed desired aftercare for the retraumatizing nature of sharing individual experiences. Utilizing a community-based participatory research approach with an antiracism lens may mitigate challenges addressing tokenism, thereby increasing workplace inclusion of our Lesbian, Gay, Bisexual, Transgender, Queer plus community.