Organizational Inclusion Research Articles

Femininity Anchors: Heterosexual Relationships and Pregnancy as Sites of Harassment for U.S. Servicewomen

This article draws on in-depth interviews with 50 U.S. servicewomen to advance sociological understandings of gender, femininity, and harassment. Recognizing that women are targeted with harassment throughout their military careers, I analyze specific episodes of harassment to examine organizational and interactional meanings and the power dynamics embedded in these instances. This article explains why servicemen escalate harassment toward women who are pregnant or who enter heterosexual relationships. In a militarized context that already denigrates femininity, I argue that men impose gendered and sexualized meanings on women’s life-course events to limit women’s organizational inclusion. These events, such as pregnancy and engagement or marriage to a heterosexual partner, serve as “femininity anchors” that tether women to femininity within a hyper-masculine environment. Femininity anchors present serious interactional and individual consequences for women as they attempt to navigate the gendered terrain of the U.S. military. Aside from eliciting moments of elevated sexual and nonsexual harassment, femininity anchors restrict women’s acceptance as real servicemembers and negatively affect their military careers. In highlighting the negative treatment women receive due to femininity anchors, I demonstrate how the specific ways gender is embedded in an organization shapes patterns of harassment and exclusion.

Strategies of inclusion: The tradeoffs of pursuing “baked in” diversity through place-based recruitment

US funding agencies have begun to institutionalize expectations that biomedical studies achieve defined thresholds for diversity among research participants, including in precision medicine research (PMR). In this paper, we examine how practices of recruitment have unfolded in the wake of these diversity mandates. We find that a very common approach to seeking diverse participants leverages understandings of spatial, geographic, and site diversity as proxies and access points for participant diversity. That is, PMR investigators recruit from a diverse sampling of geographic areas, neighborhoods, sites, and institutional settings as both opportunistic but also meaningful ways to “bake in” participant diversity. In this way, logics of geographic and institutional diversity shift the question from who to recruit, to where. However, despite seeing geographic and site diversity as social and scientific ‘goods’ in the abstract and as key to getting diverse participants, PMR teams told us that working with diverse sites was often difficult in practice due to constraints in funding, time, and personnel, and inadequate research infrastructures and capacity. Thus, the ways in which these geographic and institutional diversity strategies were implemented resulted ultimately in limiting the meaningful inclusion of populations and organizations that had not previously participated in biomedical research and reproduced the inclusion of institutions that are already represented. These prevailing assumptions about and practices of “baked-in” diversity in fact exacerbate and produce other forms of inequity, in research capacity and research representation. These findings underscore how structural inequities in research resources must be addressed for diversity to be achieved in both research sites and research participants.

Supporting women leaders: Research-based directions for gender inclusion in organizations.

Supporting women leaders: Research-based directions for gender inclusion in organizations.

Diversity Management on Organizational Citizenship Behavior: Examining The Potential Mediators

This study aims to understand the effect of diversity management on Organizational Citizenship Behavior (OCB), taking into account the mediating role of organizational inclusion, affective commitment, and work engagement. The data for this quantitative study was collected using questionnaires from 263 employees who have worked for at least one year in FMCG companies operating in Indonesia. The data analyzed in Structural Equation Modelling showed that diversity management had no direct effect on OCB. The result indicated that the causal relationship between diversity management and OCB was fully mediated by organizational inclusion and work engagement. However, affective commitment was not proven to mediate the causal relationship between diversity management on OCB. This study reveals the importance of diversity management implementation within a company and ways of action to boost OCB of the employees. Keywords: diversity management, organizational inclusion, affective commitment, work engagement, organizational citizenship behavior

Organizational inclusion through interaction of work meaningfulness and servant leadership: An artificial neural network approach

Modern organizations desire to fully include every organizational member in relevant activities for optimizing performance and reducing conflicts. This inclusion has become a challenge for leaders due to increased diversity in inclusive organizations. On one hand, organizational inclusion requires positive perception of the work itself (meaningfulness) and, on the other hand, needs inspirational leaders who can incite full participation from organizational members. In the absence of these two elements, negative work behaviors are likely to result in emergence of excluded groups and individuals. Consequently, cynicism, discontentment, resentment and conflicts arise which adversely affect organizational inclusion. We infer that servant leadership, through its narrative of “serving others”, can play a vital role in creation of organizational inclusion through work meaningfulness. To investigate our inference about the impact of servant leadership directly, as well as through mediation/moderation of work meaningfulness, on organizational inclusion, this study has used structural equation modelling. In addition, artificial neural network (ANN) has also been applied to analyze the data collected from 400 employees working in the services and manufacturing sector of Turkey. An ANN model based on multilayer perceptron has been used to predict the impact of servant leadership and work meaningfulness on inclusion along with mediating roles of gender, age and work experience. The results adequately highlight strong influence of servant leadership and work meaningfulness on organizational inclusion.

Disability: Between Mobility and Organizational Inclusion

Various charters of rights in Western society recognise a specific right to mobility, but it may actually be difficult to travel freely for some citizens. Indeed, people with disabilities often encounter technical or organisational problems that prevent them from enjoying this right. We believe that ensuring mobility is fundamental for the organisational inclusion of people with disabilities. Since the early 1990s, many legislative provisions have been drafted to create and improve travel possibilities for people with disabilities in Italy. Therefore, after thirty years, it is legitimate to investigate the state of the arts of such provisions nowadays. Thus, the following paper carries out a specific study of the functioning of transport systems from the point of view of people with disabilities so as to explore the possibilities of improvements. Furthermore, this study evaluates if further interventions are necessary regarding the legislative framework and, above all, the actual possibilities of mobility offered by transport systems, beginning with the railroad, which first, in the 1980s, started to offer specific services for people with disabilities.

IMPLEMENTATION OF DIVERSITY AND INCLUSION PRINCIPLES IN UKRAINIAN TRAVEL BUSINESS

The article considers the principles of implementing the diversity and inclusion approach in tourism organizations of Ukraine. Today, both Ukrainian businesspersons and researches mostly ignore this topic, although this issue is being studied quite seriously abroad. It is noted that this area has high prospects for the tourism business in the future, and will allow owners to gain additional benefits from the implementation of D&I principles. Along with the definitions of named concepts which are based on a sense of security, belonging and recognition, as well as opportunities for self-realization in the workplace, the article presents the benefits of D&I in the tourism business, characterizing this industry as one of the most attractive for this concept. In particular, it is noted that one of the advantages of following the principles of diversity in the organization is a significant increase in profitability of the company, which can be a major motivating factor for managers. In addition to the motives for implementation of the D&I concept in companies, the paper also states the main reasons for the low prevalence of this idea in Ukraine at the moment, among which are the lack of relevant knowledge and insufficient readiness of society to adopt such a concept. In order to introduce the principles of diversity and inclusion in tourism organizations of Ukraine, a number of recommendations are proposed for the creation of a culture of inclusion in the organization and the further implementation of D&I. At the same time, a particular attention is paid to key performance indicators, which will allow monitoring the level of implementation of these principles and identify problem areas in the company in order to further eliminate them. The results of the D&I principles implementation in a travel company can be: further involvement of qualified specialists and development of their skills, encouraging creativity and innovation by creating conditions in which employees with different views, diverse experience and education work effectively together, reduce of personnel turnover rate, and in general – attaining a competitive advantage in the market.

Stakeholder engagement in inclusive employability management for employees whose health at work is impaired: empirical evidence from a French public organisation

PurposeThis paper identifies the stakeholders engaged in inclusive employability management for employees whose health at work is impaired and examines how different mechanisms can be used to engage these stakeholders. The paper aims to explore the link between stakeholder engagement and inclusive employability management.Design/methodology/approachThe empirical study uses a qualitative approach to mobilise a case study in a French public organisation. Data collection combines four sources: 50 individual interviews, informal dialogues, 39 days of observations and 43 documents.FindingsThe findings provide insights into the management of inclusive employability for vulnerable employees and reveal the multiplicity of stakeholders involved. Institutional, organisational and individual mechanisms are used to engage stakeholders in employability management for vulnerable employees. Furthermore, the implementation of inclusive structural and operational mechanisms promotes a policy that favours employability management. However, stakeholders are also faced with institutional, organisational and individual difficulties that limit their engagement.Practical implicationsThe findings have the potential to inform organisational stakeholders – human resources management (HRM) and managerial stakeholders in particular – of the support needed for employability management. The findings emphasise the value of ensuring that employability management policies and practices promote the full integration of vulnerable employees.Originality/valueThe research fills an important gap in the HRM literature on managing employability for vulnerable employees. In doing so, the study makes a specific contribution to the literature on organisational inclusion with employability management. Our research contributes to extant knowledge of stakeholder engagement by including a bottom-up dimension to facilitate stakeholder engagement.

Theoretical foundations for the study of ethnicity: organizational approach to the analysis of ethno-political conflicts

Despite the existence of many empirical studies aimed at clarifying the dynamics of ethnopolitical processes, a complete picture has not yet been formed. This is connected, among other things, with the fact that at present there is no consensus on the theoretical foundations of the study of ethnicity. Existing theoretical approaches not only directly contradict each other, but also do not provide the required epistemological tools for empirical analysis of ethnopolitical processes. In this article, on the basis of the genesis of the three main approaches to ethnicity - primordialism, instrumentalism and constructivism - an organizational approach to the study of ethnicity is proposed. It is assumed that it is the inclusion of ethnic organizations in the empirical analysis as the basic actors of ethnopolitical processes that can complement the existing concept of ethnicity. Internal (membership, goal, strategies, representative ability, etc.) and external (characteristics of the constellation of all resident organizations of an ethnic group, theirinteraction) parameters of an ethnic group, together with institutional and sociocultural characteristics, can increase the explanatory power of existing models of the dynamics of ethnopolitical processes. Thus, it is supposed to supplement the existing theoretical framework for the study of ethnicity and ethno-political processes in the modern world.

The Trickle-Down Effects of Inclusive Leadership on Employees’ Innovative Behavior: The Joint Moderating Effects of Vicarious Learning and Organizational Inclusion Climate

The supervisor-subordinate dyad has been well articulated in the framework of inclusive leadership and employee outcomes. Applying a multisource dataset from China, the present study develops a trickle-down model of inclusive leadership across three hierarchical levels (i.e., top managers, supervisors, and employees). Building on social learning theory and social exchange theory, the study found empirical support for the assumptions that both top management and supervisory inclusive leadership have a positive effect on employees’ innovative behavior. In addition, the findings support the proposition that supervisor's inclusive leadership mediates the effects of top manager's inclusive leadership on employees’ innovative behavior. The study also verified that vicarious learning and organizational inclusion climate jointly moderate the relationship between the top manager's inclusive leadership and the supervisor's inclusive leadership. The contribution, limitations, and future directions are also discussed.

The EThIC Model of Virtue-Based Allyship Development: A New Approach to Equity and Inclusion in Organizations.

As organizations take on grand challenges in gender equality, anti-racism, LGBTQ+ protections and workplace inclusion, many well-intentioned individuals from dominant groups (e.g., cisgender men, Caucasian, heterosexual) are stepping forward as allies toward underrepresented or marginalized group members (e.g., cisgender women, People of Color, LGBTQ+ identified employees). Past research and guidance assume an inevitable need for external motivation, reflected in the ‘business case’ for diversity and in top-down policies to drive equity and inclusion efforts. This qualitative study explored internal motivations in the form of morally motivated virtues of 25 peer-nominated exemplary allies serving in leadership positions. In-depth life/career story interviews were used to identify the virtues that supported their allyship journeys. Findings demonstrated that they tapped into several virtues that served distinct functions in a 4-stage allyship development process: Stage 1—Energizing psychological investment (compassion, fairness); Stage 2—Thinking through allyship-relevant complexities (intellectual humility, perspective-taking, wisdom); Stage 3—Initiating action (prudence, moral courage, honesty); Stage 4—Committing to allyship (perseverance, patience). We call this the ‘EThIC model of virtue-based allyship development.’ This study has implications for theory and research on a virtue-based approach to diversity, equity and inclusion.

The development of measures supporting the Northern Caucasian Federal Okrug with qualified medical personnel using trchnologies and resources of the Scientific Educational Medical Cluster "Northern-Caucasian"

The article presents the results of analysis of educational activities of a medical University. Among the issues that need to be resolved, quality of professional selection of applicants to medical universities, backwardness in time management skills, stress coping and leadership qualities in students are noted. The mechanisms for solving these issues are proposed on the basis of "puzzle technology" - embedding in existing matrix those activities that are capable to qualitatively change the situation in a particular field of higher education. Based on functioning of cluster technologies in the SEMC "Northern Caucasian", joint measures are developed to optimize educational activities not only in educational organizations subordinated to the Ministry of Health of the Russian Federation, but also those in the structure of the Ministry of education and science of the Russian Federation that include medical faculties and/or institutes. The conclusion is made that the inclusion of educational organizations of any departmental affiliation into scientific educational medical clusters has positive effect on quality education of future physicians.

Utilising a capability maturity model to leverage inclusion and diversity in public sector organisations

AbstractDiversity and inclusion (D&I) bring many benefits to society, particularly in public sector organisations servicing increasingly diverse communities. To deliver public value, government agencies at all levels must more intentionally direct public sector knowledge, skills, and experiences to shape the current and future capabilities of a more diverse and inclusive workforce. Fully optimising workplace D&I has proven elusive. An evolving array of new and residual policy and practice elements has led to a mismatch of goals and outcomes. Moreover, many accepted ‘best’ practice approaches are out‐of‐step with rapidly shifting societal and workforce compositions and mechanisms and societal expectations for organisations to reflect and embrace D&I. Accommodating these shifts demands a bolder, more agile ‘next’ practice approach that is fit‐for‐purpose in creating and maintaining a modern, diverse, inclusive workplace. This practice‐focused article constructs a Capability Maturity Model to guide D&I decision‐making and support continuous improvement.

The Effect of Gender Inequities in the Classroom and Beyond in U.S. Business Schools

When women teach management in U.S. business schools they are likely to experience more gender inequities than men. In this essay we examine three dimensions of management teaching where gender inequities are likely to occur: (1) student-faculty interactions; (2) student evaluations of teaching; and (3) interactions between faculty peers. The types of inequities experienced by women when they teach include feeling social pressure to submit to ad hoc student demands for personal favors and emotional support that infringe on a professor’s time; having their teaching performance judged from student evaluations of teaching that are subject to gender bias; and experiencing lower levels of organizational inclusion compared to their male colleagues. We utilize theoretical logic from social role theory, relational practice, and perceived organizational inclusion frameworks supported by the research literature to provide greater insight as to why women are likely to experience more adversity when they teach management in business schools. After we explain the basis for gender inequities we prescribe action steps that should improve equity for all faculty who teach management. Finally, we provide a call-to-action for business school administrators to implement action steps to make an equitable teaching culture a reality.

Practice Theory and the Opening Up of International Organizations

Abstract Scholars researching international organizations’ (IO) inclusion of transnational and local civil society organization (CSO) have provided compelling insights; however, according to their self-evaluation, many of these insights remain at a general level. Against this backdrop, I propose two complementary claims. First, I identify a bias in the literature that has focused on large, Western IOs. What non-Western or small IOs do and how their practices interact with CSO inclusion in different localities is often missed. Second, based on bourgeoning practice theoretical literature on IOs and CSOs, I claim that practice theory can add to research on IO-CSO. In spite of internal pluralism, practice theory refines constructivist methodologies for zooming in on IOs’ internal dynamics, daily practices, and performances of the practice of CSO inclusion, including in IO country offices. On the basis of my own field research, I also suggest that the practice of CSO inclusion interacts with power, gender, and race dynamics. In sum, practice theory can inform research on marginalized and often power-ridden specificities among and within IOs in relation to IO-CSO interaction.

Cultural Wellbeing Index: A Dynamic Cultural Analytics Process for Measuring and Managing Organizational Inclusion as an Antecedent Condition of Employee Wellbeing and Innovation Capacity

The purpose of this study was to validate an inclusive, holistic, evidence-based index to measure the impact of organizational culture on employee wellbeing. This study utilized a new Cultural Wellbeing Index (CWI), a composite of other validated cultural metrics including inputs of hope, trust, and belonging. Internal validity of the index was measured using Cronbach’s alpha and Pearson correlation. Four logistic regression models were completed to test the correlative power of the CWI to employee health, retention, engagement, and job satisfaction. CWI shows strong internal validity and strong correlative and predictive power with employee wellbeing metrics among the population surveyed.

The Promises and Pitfalls of Diversity and Inclusion in Organizations and Society

Despite efforts to diversify organizations and move toward a more antiracist society, progress toward these noble goals remains elusive and, often, misunderstood (Dobbin, Kim, & Kalev, 2011; Kraus, Rucker, & Richeson, 2017; Opie & Roberts, 2017; Williams, 2001). Historically underrepresented groups still struggle to integrate into, persist in, and feel included within organizational cultures (Acker, 2006; Ray, 2019; Rivera & Tilcsik, 2016). Corporate leaders continue to make racially biased statements, which observers can meet with intolerance and indignance. Furthermore, despite the amount of time, resources, and money put forth to create a more inclusive workplace and world, there is a lack of understanding surrounding what strategies are effective and why (Kalev, Dobbin, & Kelly, 2006). Considering the current dynamics of our society, organizational leaders are in need of consensus to create effective and sustainable diversity, equity, and inclusion initiatives. In this symposium, we consider the challenges, constraints, and possibilities within efforts to create a more diverse and inclusive society. We hope to suggest practical pathways forward to engage with and bring managers back into these conversations. What organizational policies and practices impede progress toward diversity and inclusion of underrepresented groups, such as women and racial minorities? What psychological processes predict whether onlookers respond to the prejudiced corporate leader with intolerance or forgiveness? How are diversity and inclusion personnel, particularly workers of color, enabled and constrained in their ability to improve the climate of a large-scale organization such as a university? These are a few of the questions our presenters will answer in this symposium on the promises and pitfalls of diversity and inclusion in organizations and society. Racialized Expertise and the Enabling and Constraining Character of Organizations Presenter: Sandra Portocarrero; Columbia U. Maternity Salience: How Concerns About Women’s Family Demands Undermine Fair Treatment Presenter: Ezgi Ozgumus; London Business School Presenter: Aneeta Rattan; London Business School Bias Intolerance: Predicting Condemnation of Apologetic Perpetrators of Prejudice Presenter: Ivuoma Onyeador; Northwestern Kellogg School of Management Presenter: Rebecca Neel; U. of California, Riverside - Anderson Graduate School of Management Presenter: Bethany Lassetter; U. of Toronto Presenter: Andre Wang; U. of California, Davis Presenter: Andrew Todd; U. of California, Davis Presenter: Jenessa Shapiro; U. of California, Los Angeles The Misperception of Progress Toward Diversity, Equity, and Inclusion in Organizations Presenter: Brittany Torrez; Yale U. Presenter: LaStarr Hollie; Yale School of Management Presenter: Michael W. Kraus; Yale School of Management

Allies and detractors: Insights on disability inclusion in organizations

Over the past few decades, research on the inclusion of employees with a disability has allowed for theoretical as well as practical contributions. A key focus of this research has been on how best to include (e.g., through accommodations, legislation) those with a disability in the workplace (Beatty, Baldridge, Boehm, Kulkarni, & Colella, 2019). While this research has alluded to the importance of allies and detractors in influencing workplace inclusion, this topic has not received as much research attention. Specifically, allies can support others through affording tangible help, support, defense from threats, and policy advocacy (Asta & Vacha-Haase, 2013; DiStefano, Croteau, Anderson, Kampa-Kokesch, & Bullard, 2000; Sabat et al., 2013; 2014). To address this important albeit under-researched area, this presenter symposium features five research papers by well-known disability scholars. Together, these studies summarized below, extend the boundaries of disability research by highlighting who can be an ally (e.g., internal stakeholders such as managers, external stakeholders such as vocational rehabilitation employees), when, and forms of help extended by such allies. Informal accommodations for employees with disabilities: i-deal or no i-deal? Presenter: Catherine Connelly; McMaster U. Presenter: Silvia Bonaccio; Telfer School of Management, U. of Ottawa Presenter: Ian R. Gellatly; U. of Alberta More than a pillar: When co-workers and supervisors become allies for persons with disabilities Presenter: Amit Jain; S P Jain Institute of Management and Research Presenter: Christoph Breier; U. of St. Gallen Presenter: Miriam Karin Baumgaertner; U. of St. Gallen Presenter: Stephan Alexander Boehm; U. of St. Gallen Allies as intermediaries: Strategies that promote hiring people with intellectual disabilities Presenter: Christine Nittrouer; U. of Houston, Downtown Presenter: Michelle Hebl; Rice U. Presenter: Eden King; Rice U. Enacting and slipping: Workplace behaviors of disability allies Presenter: John Lynch; U. of Illinois at Chicago Presenter: Arjun Mitra; California State U., Los Angeles Presenter: Haoying Xu; U. of Illinois at Chicago Workplace materiality as an ally or detractor Presenter: Koen Van Laer; Hasselt U. Presenter: Frederike Scholz; Hasselt U.

From inclusion to epistemic belonging in international environmental expertise: learning from the institutionalisation of scenarios and models in IPBES

ABSTRACT The inclusion of diverse perspectives from different disciplines, genders and locations has become a foreground concern in environmental expertise. While inclusion is increasingly accounted for in the design and evaluation of expert organisations, questions remain about the extent to which the pursuit of inclusion equates to effective participation. Building on recent scholarship on expertise in environmental sociology and public participation in environmental governance, this paper puts forward the argument that enabling inclusion in international expert organisations can be supported by facilitating epistemic belonging – a state achieved not only through mutual recognition of skilful practice amongst their expert communities (i.e. group belonging) but also the mobilisation of material resources within and beyond these organisations that enable participating experts to assert their importance, define their specialist skills and to effectively enact their epistemic practices. In this account, I trace the institutionalization of biodiversity scenarios and models in the Intergovernmental Science-Policy Platform on Biodiversity and Ecosystem Services (IPBES) to show how achieving epistemic belonging requires expert communities to actively reshape the resource environments in which they operate. This account extends current sociological perspectives on environmental expertise and offers insights for environmental expert organisations seeking to broaden their inclusion practices.

Doing indigenous research in Vietnam public sector organisations: challenges and recommendations

PurposeThis paper provides critical insights into the contextual challenges of researching indigenous people in Vietnam's public sector organisations.Design/methodology/approachDrawing on a study of indigenous employee voice and inclusion in public sector organisations in three locations in the Central Highlands region, the researcher engages in self and methodological reflections to explain the challenges faced.FindingsThis paper identifies and discusses the challenging issues of political sensitivity, data access, availability and consistency of quantitative data, and characteristics of indigenous participants in the context of Vietnam.Practical implicationsThis paper benefits directly those who are interested in researching Vietnam's indigenous people in future. Further, it contributes to the global conversation on the challenges of conducting indigenous research, particularly in reaching out to indigenous populations and obtaining reliable data in order to capture indigenous voice and experiences.Originality/valueThere is a dearth of knowledge of indigenous research in non-Western countries where indigenous people are not recognised officially by the government. This paper addresses this knowledge gap by focusing on cultural, political and societal issues of indigenous research from Vietnam.