Inclusive Workplace Research Articles

Towards identifying gaps in employment integration of people living with vision impairment: A scoping review.

The high rate of unemployment among individuals with vision impairment remains a pressing issue, even with the implementation of disability laws and coordinated effort to foster inclusive workplace. Employment integration challenges persist for people with vision impairment due to inaccessible job markets and workplaces. To create new knowledge from previous studies related to employment among people with vision impairment and to understand what has been explored and identify the gaps in employment integration. A comprehensive search of six databases was conducted utilizing both index terms and keywords. The title and abstract of identified studies were screened, followed by a full-text screening using pre-set criteria. Only available peer-reviewed studies with a focus on employment and vision impairment were included, irrespective of location and publication year. Of 2264 studies screened, only 43 studies were eligible for review and data extraction. Using thematic analysis, 8 key themes emerged: social support, disability rights and service systems, transition strategies and challenges, career, employment integration, employment environment, adaptive potential, and employment sustainability. These studies considered the perspectives of people living with vision impairment, rehabilitation practice, and employers. Identified gaps include transition strategies, workplace participation, the perception of colleagues, and work evolution. The primary focus of studies was on the individual factors that impact workplace integration; work environment impact was not explored in depth. The need to examine the readiness of the work environment is also importance because environmental factors can be modified according to the functional needs of people with vision impairment.

Diversity, Equity, Inclusion, and Belonging Is Not a One-Time Fix: An Enduring Program Requires Ongoing Efforts By Nurse Leaders in the Workplace

Anti-diversity, equity, inclusion, and belonging (DEIB) sentiment has been on the rise over the past couple of years. Unfortunately, this negativism, referred to as the “anti-woke” movement by some states, has sustained and expanded these feelings. With the escalation of global migration, it is imperative that nurse leaders build awareness of the importance of diversity, equity, inclusion, and belonging in their workplaces if they are to maintain a workforce that mirrors the communities they serve. A supportive and inclusive workplace culture can improve team engagement if robust training initiatives that address unconscious bias are ongoing, and changes to policies that address underrepresented groups are addressed. Cultural humility and responsiveness matters at all levels in the health care workplace and must be supported by senior management and nurse leaders from the bedside to the boardroom if a sustainable culture of diversity is possible.

Developing employee motivation index: McClelland and Maqasid Shariah

Purpose Many scholars have primarily disregarded employee motivation in the context of Western and Islamic ideas. To better understand employee motivation, this paper aims to explore a novel approach of fusing McClelland’s needs theory (i.e. achievement, power and affiliation) with Maqasid Shariah. Design/methodology/approach This study adopts a theoretical research design. There will be a thorough literature study of McClelland’s theory, Maqasid Shariah, and employee motivation. Qualitative content analysis is used to examine and compile pertinent ideas. To give a thorough framework for comprehending employee motivation from both Western and Islamic ethical viewpoints, McClelland’s theory and Maqasid Shariah are integrated. Findings This paper has conceptualized the integration of Maqasid Shariah’s five requirements with McClelland’s need theory. It is suggested that Maqasid Shariah and McClelland’s need theory be combined to understand employee motivation. For employees, the integration of McClelland’s need theory and Maqasid Shariah entails developing a work environment that attends to their many needs, is consistent with Islamic principles, encourages justice and equity, supports both professional and personal development and promotes social responsibility. By combining McClelland’s need theory and Maqasid Shariah, 15 propositions are developed to explain employee motivation. The study offers a measurement index to explain employee motivation based on the two theories. Research limitations/implications The integration of McClelland’s theory of need and Maqasid Shariah offers expected positive implications. By considering the cultural and religious context in Islamic societies, researchers can adopt a more sensitive approach to studying motivation. This blend provides a holistic understanding of motivation, incorporating individual needs and broader ethical dimensions. Studies may explore the impact on prosocial behavior, organizational values, leadership practices and employee well-being. Understanding the alignment between personal motives and ethical principles can benefit organizations in diverse workplaces, emphasizing long-term sustainability and fostering employee engagement and commitment. Practical implications The integration of McClelland’s theory and Maqasid Shariah shows the potential implications to increase employee motivation. This study contributes significantly to Maqasid Shariah theory in business research by guiding ethical decision-making aligned with Islamic values, fostering inclusive workplaces and offering strategies for boosting employee morale. It emphasizes ethical practices, legal compliance and community engagement, while also encouraging sustainable business models that consider societal well-being and the environment. Originality/value This paper provides its unique value by being among the first to integrate McClelland’s theory and Maqasid Shariah and providing an innovative approach in developing a new measurement index in the context of employee motivation.

Transforming Opportunities into Productivity (TOP): A New Social Development Model for Social Transformation

Transforming Opportunities into Productivity (TOP) is a human-social development approach for human-centered business hiring and employee engagement practice— mainly targeting, but not limited to, for-profit, non-profit, and public organizations that employ low-income, low-skilled workers. Applying the New Social Development paradigm (Mohan, 2022) in the context of developing an inclusive labor market system, TOP advances the core psychological self-sufficiency (PSS-I) theory that guides the implementation of the Transforming Impossible into Possible (TIP) program at the individual level—the supply side of the labor market. Psycho-social sufficiency (PSS-O) theory provides the foundation for TOP in application to the demand-side organizational development tool designed to interlock with TIP to create an inclusive workplace culture of worker engagement, inclusion, connection, development, and growth. TOP has the potential to play an instrumental role in creating system change by keeping TIP as the organizing principle for social innovation and social transformation in the 4th industrial revolution.

Embracing diversity and igniting excellence: Unveiling the impact of workplace inclusion on organizational outcomes in the Indian IT sector

ABSTRACTIn the context of globalization and the increasing diversity of workforce, workplace inclusivity has emerged as a critical factor for organizations aiming to gain a competitive advantage. This study employs the Social Exchange Theory framework to explore the impact of workplace inclusivity on three key employee outcomes: organizational identification, organizational commitment, and employee creativity. To test the model, a survey employing standardized questionnaires was conducted to collect data from 273 professionals belonging to IT sector organizations based in Kolkata, India. PLS-SEM using SmartPLS 4.0 has been used to analyze reliability, validity, and relationship among constructs. The findings indicate that when employees perceive themselves as included in organizational processes, they exhibit higher levels of commitment, a stronger sense of identification with the organization, and enhanced creativity in problem-solving activities. These findings have significant implications for the Indian IT sector, characterized by diverse work teams. Employees’ perception of inclusion not only enhances their commitment to the organization but also stimulates their creativity in performing work-related tasks, thereby contributing to the overall sustainability of the organization. Furthermore, the conceptual and managerial implications, limitations, and future research directions have been discussed accordingly.

Autoethnography in the modern workplace: a reflexive journey

PurposeThis conceptual paper seeks to critically evaluate and illuminate the diverse autoethnographic methodologies that are pivotal for understanding the dynamics of contemporary workspaces. The objective is to contribute to the ongoing scholarly debate on the value of autoethnography in workplace research and explore how it can shed light on complex organizational phenomena.Design/methodology/approachThe paper adopts a narrative literature review approach, focusing on four main forms of autoethnography: realist, impressionistic, expressionistic and conceptualistic autoethnographies. Each form is discussed and dissected, emphasizing their specific sub-forms and illustrating their application through representative examples. The paper engages in a critical debate on utilizing autoethnography in workplace research.FindingsThe findings illuminate how autoethnographic methods can be used to gain nuanced and complex understandings of personal experiences situated in workplace culture, as well as how broader social and cultural contexts shape these experiences. The study also highlights the potential of these methods to explore marginalized and silenced stories within workplaces and contribute to the knowledge on power dynamics, inequalities and injustices embedded in the organizational culture.Practical implicationsThe following contribution discusses approaches for conducting autoethnographic explorations of selected work environments, offering researchers valuable insights into these methods' application. Through better comprehension and application of these methodologies, researchers can enhance their contribution toward cultivating more inclusive and equitable workplace environments.Originality/valueThe paper stands out in its extensive review and critical discussion of the autoethnographic methods as applied in workplace research. It expands upon individual autoethnographic studies by providing a comprehensive, multifaceted perspective, delving into the merits and limitations of these approaches in particular context of researching contemporary places of work.

Assessing Theories and Strategies Regarding Career Transition for Students with Visual Impairments

The purpose of this paper is to examine evidence-based theories and strategies that can aid in comprehending and fostering the career transitioning of students with visual impairments. Understanding the various career transitioning theories will enable career professionals and visually impaired students to achieve a successful career counselling encounter. The suggested theoretical models highlight the importance of psychological and social variables in predicting a successful transition and the attainment of good and meaningful jobs by visually impaired students. The theories discussed in this paper include Schlossberg's transition theory; Bridges’ transition framework; Psychological model for student retention; Psychology of working theory; Opportunity structure theory; Liquid modernity and life design; and Career construction theory. This article contributes to the literature on career counselling by arguing and elucidating the theoretical significance of these vocational counselling theories and strategies as they pertain to promoting career transition for visually impaired students. Theoretical knowledge could help to inform counselling methods and enable professionals, and various institutions to understand the contextual drivers of career transitioning, advocate for more inclusive workplaces, and explore solutions to reduce the number of unemployed visually impaired graduates. Career counsellors can adapt many techniques if they use an integrated theoretical approach to help visually impaired students transition from school to their potential employment. 
 
 

Room for diversity: a review of research and industry approaches to inclusive workplaces

PurposeThis paper aims to explore how the scientific literature and company reports have addressed inclusive workplace design and strategies to date.Design/methodology/approachThis paper adopts a scoping review to answer the following question: To what extent is inclusion present in workplace design and related strategies? An analysis of 27 scientific papers and 25 corporate social responsibility reports of the highest-ranked companies in the Great Place to Work global ranking disentangles the main aspects related to workplace design and strategies for promoting inclusion.FindingsThis paper opens avenues for four macro-categories of diversity (psycho-physical aspects; cultural aspects; socio-economic conditions; and ability, experience and strengths) to support the development of inclusive workplace design and strategy. Besides, multiple spatial scales emerged as material and immaterial elements of the workplace encountering inclusion and diversity.Originality/valueNowadays, the workforce is becoming more diverse. Although diversity, equity and inclusion (DE&I) has become key to many organizations, it remains unclear how DE&I principles are applied in workspace design and strategies. This scoping review provides a novel perspective on the topic by integrating scientific knowledge and practice-based approaches which still address this matter independently.

Unveiling Gender Disparities: Female Authorship in Pivotal Trials for US Food and Drug Administration (FDA)-Approved Novel Chimeric Antigen Receptor T-Cell Therapies

Introduction CAR-T cell therapy, an FDA-approved breakthrough in hematologic malignancy treatment, has emerged as a game-changer through rigorous pivotal trials. Reportedly, women were underrepresented as authors in pivotal trials supporting approval of novel hematological drugs [1]. However, gender inequity in authorship across pivotal trials of FDA-approved novel CAR-T cell therapies remains unexamined. Thus, our study explores gender representation among authors in pivotal trials that led to the first-ever FDA approval of CAR-T cell therapies for hematological malignancies Methods Drugs@FDA portal was searched for novel CAR-T cell therapies approved between 2015 and 2022. Drug approval labels were searched to identify all pivotal trials listed in Section 14 under “Clinical Studies.” Only pivotal trials with corresponding trial publications were included in this study. The gender of trial authors was captured as binary (women and men) and was identified by using the Genderize software (Demografix ApS) or by verifying personal pronouns on authors' institutional profiles or other sources. Study-level estimates for the proportion of women authors were pooled using the DerSimonian and Laird random-effects meta-analysis of proportions model. Analyses were conducted with OpenMeta [Analyst] software version 10.12. Results From 2017-2022, the FDA approved a total of 6 novel CAR-T cell therapies, corresponding to 6 trials and 7 trial publications (755 participants) that were included in the study (Table 1). One trial's findings were reported in two distinct publications. A total of 201 authors were screened, and 1 was excluded because of the inability to assign author gender. Genderize was used to identify the gender of 177 authors; 152 were further confirmed by checking personal pronouns. Of the 24 authors with a prediction probability estimate less than 90.0% on Genderize, author gender was identified for 23 by using personal pronouns listed in institutional profiles or other sources. The median number of men and women authors of trial publications was 19 (IQR, 15-23) and 9 (IQR, 6-11), respectively. The overall proportion of women authors was 29.6% (95% CI, 20.5%-38.7%). The proportion of women authors varied significantly across the 7 trial publications (p-heterogeneity = 0.043). The proportion of women as first and senior authors was the same, estimating about 14.3% (95% CI, 0.0%-40.2%). Conclusions Our study highlights gender disparities in the authorship of pivotal efficacy trials supporting the FDA approval of novel CAR-T cell therapies. This underscores the urgent need for institutions to devise tailored policies that tackle the unique challenges faced by women in the medical field, while fostering an inclusive and supportive workplace environment that empowers women to achieve academic success.

SUSTAINABLE DEVELOPMENT IN THE COAL MINING OPERATION: CHALLENGES, OPPORTUNITIES, AND STRATEGIES

This paper delves into the critical pursuit of sustainable development within the coal mining industry, addressing challenges, opportunities, and strategies. Sustainable development is imperative for the survival of our planet and the growth of our economies. With the coal mining sector being a significant contributor to global energy needs, it is essential to reconcile its operations with sustainable principles. The concept of sustainable development entails economic, social, and environmental considerations, and its relevance has been underscored by the United Nations' Sustainable Development Goals (SDGs). The paper explores various challenges, including economic dependence, environmental degradation, technological constraints, and regulatory hurdles, while also identifying opportunities such as local procurement, energy efficiency, renewable energy integration, and social responsibility. Strategies for sustainable development encompass fostering a diverse and inclusive workplace, investing in education, supporting emerging industries, implementing environmentally responsible practices, and adopting cleaner technologies. Ultimately, this paper seeks to engage stakeholders in a comprehensive dialogue to advance sustainable development in the coal mining sector, promoting a harmonious coexistence of mining activities with our planet and society.

Language as a source of otherness

Language is now firmly on the research agenda for international business and management. However, although attention is now being given to the effects of language on social interactions, rather than purely focusing on language as a matter of strategic priority, there is relatively little known about how language contributes to Othering processes in which employees experience marginalisation and exclusion as a result of evaluations of their linguistic competences. This conceptual paper highlights a number of ways in which linguistic evaluations drive such processes, and particularly draws on postcolonial perspectives in order to explore language as a tool of marginalisation and oppression. We demonstrate that language is closely tied to ideological constructions of the ideal worker, and highlight that English-language competence in particular, is often positioned as an essential skill for managerial roles, which can lead to exclusion of those who do not confirm to this expectation. Additionally, we draw on research which explores language as a key component of social identity, and thus an important factor in the construction of in-groups and out-groups within the workplace, in order to demonstrate not only the influence of context on the salience of language as a marker of identity, but also how language intersects with other identity characteristics in processes of exclusion. We conclude by demonstrating the possibilities to resist Othering in order to create more inclusive workplace environments.

Shortlists of workplace support for autistic employees: A freelisting study in the UK

BACKGROUND: Employment prospects are poor for autistic adults, despite their abilities and desire to work. OBJECTIVE: In this study, autistic and non-autistic employees gave shortlists of positive contributions of autistic employees, workplace difficulties and any adjustments being made to support autistic employees in the United Kingdom (UK). This aimed to provide routine and achievable good practice examples. METHOD: An online questionnaire was completed by 98 employees, mostly from the education sector. Freelisting methodology was implemented, which is a qualitative interviewing and data analysis technique whereby participants give their answers to survey questions as lists, to identify priority answers for a particular group. RESULTS: Consensus analysis showed that workplaces agreed on ways that autistic employees contribute positively to the workplace, including approaching workplace tasks from a different angle, attention to detail and contributing innovative and creative thinking. The main difficulties for autistic employees were noise and communication differences relative to non-autistic peers. Despite agreed difficulties and positive contributions, autistic and non-autistic employees reported usual practice in their workplaces as there being no reasonable adjustments made. CONCLUSION: Findings show the need for investment into inclusive and supportive workplaces, and call for further research into good employment practices as identified by autistic employees.

Inclusive Leadership for Employee Workplace Well-Being in Public Organizations

Various public organizations realize that promoting workplace well-being is crucial for the effectiveness of their employees. It is believed that when creating an environment where employees feel welcomed, are treated fairly, and their contributions are appreciated, they will be happy and work better. Therefore, diversity management has gained increased attention. However, since diversity does not necessarily mean inclusion in decision-making and the appreciation of employee differences and input, a growing body of research has advocated the adoption of positive relational leadership styles, such as inclusive leadership. Inclusive leadership embraces employee differences, manages diversity, and recognizes employee input. Hence this paper investigates how inclusive leadership correlates to employee workplace well-being in public organizations. Relying on quantitative analysis, a questionnaire was distributed to N= 234 Egyptian local government officials who demonstrated diversity in gender and educational levels. The data collected were analyzed using SPSS version 20. The study's conclusions reveal that inclusive leadership has an uneven influence on employee workplace well-being based on educational levels. The correlation was strongest among the least educated and weakest among the highly educated. Gender, on the other hand, did not show any significant difference in the correlation between inclusive leadership and workplace well-being and hence, was not considered for further analysis. Moreover, the traits of inclusive leadership have different effects on employee workplace well-being based on their educational levels. For the least educated, leadership accessibility had the greatest influence on employee workplace well-being, while for the highly educated, leadership openness had the strongest influence. In conclusion, this paper highlights the importance of inclusive leadership in promoting employee workplace well-being in public organizations, especially for marginalized groups who may feel excluded in the workplace. Additionally, public organizations should recognize that inclusive leadership practices should be tailored to meet the diverse needs of employees based on their educational levels.

The Social Drivers of Inclusive Workplaces scale: a preliminary validation of the questionnaire

PurposeDrawing on Shore and colleagues' model of inclusive workplaces (2018) and the perceptions of social context framework (Borgogni et al., 2010), this study aims to develop and provide a preliminary validation of the Social Drivers of Inclusive Workplaces (SDIW) scale.Design/methodology/approachUsing inductive and deductive approaches, items were developed. The resulting pool of 28 items was administrated to 1,244 employees using an anonymous online survey. The factor structure of the SDIW scale was tested through exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Reliabilities were estimated. Alternative models were tested through CFAs. Nomological validity and measurement invariance across gender were explored.FindingsThe EFA revealed a three-factor structure, including inclusive colleagues, supervisors and top management. This solution was confirmed by the CFA and outperformed all alternative models, showing good reliabilities. Measurement invariance across gender was confirmed. Correlations indicated that the SDIW total score and each dimension were positively associated with belongingness needs satisfaction and affective commitment, while negatively related to interpersonal strain, negative acts and turnover intention.Practical implicationsThis study provides practitioners with a reliable tool to map social drivers of inclusion within workplaces in order to design tailored interventions.Originality/valueThis study contributes to the inclusion literature, as it is the first to provide a scale that simultaneously measures employees' perceptions of inclusive behaviours enacted by the three main social actors within the workplace.

Hybrid Leadership and Its Relationship to Inclusion in Healthcare

Leadership is critical in managing healthcare organizations to address financial limitations, availability of skilled workforce, globalization, disruptive innovation, new technology, and hyper-competition. This challenging environment has forced many healthcare organizations to change their bureaucratic organizational structure to a more organic one headed by leaders rather than managers. There are many leadership styles to consider for healthcare leaders. However, this research focuses on nine leadership and hybrid leadership styles to determine significant relationships to inclusion in the workplace. We used the VanSimpco Leadership Survey and Chung et al.’s Work Group Inclusion scale to survey 174 healthcare employees. We found that autocratic, autocratic-transformational, democratic-transactional, and laissez-faire leadership styles impacted workplace inclusion uniqueness. Democratic, autocratic-transformational, and autocratic-transactional leadership styles impacted workplace inclusion belongingness. This research is based on Leader-Member Exchange and Optimal Distinction theories.

Inclusive Leadership and Workplace Bullying: A Model of Psychological Safety, Self-Esteem, and Embeddedness

Bullying is an adverse workplace phenomenon that requires serious attention by leaders and managers. Drawing upon Social Identity Theory, Optimal Distinctiveness Theory, and Victim Precipitation Theory, this study investigates how inclusive leadership is associated with workplace bullying (WB). It also examines the mediating role of psychological safety and self-esteem as serial mediators in this relationship. Additionally, the moderating role of embeddedness on the link between inclusive leadership and WB is explored. The study used a two-wave time-lagged survey completed by 226 full-time employees. The survey captured employees’ perceptions about themselves, their work environment, and their line managers. Study hypotheses were tested through structural equation modeling. Study findings revealed that inclusive leadership is negatively related to WB. We also found support for the serial mediation of psychological safety and self-esteem in the link between inclusive leadership and WB. Our study also demonstrates that the negative relationship between inclusive leadership and WB is weaker for employees with high embeddedness, thereby uncovering the less explored dark side of embeddedness.

Why Cultivating ‘Belonging’ Can Create a More Inclusive Workplace

Why Cultivating ‘Belonging’ Can Create a More Inclusive Workplace

An Inclusive Workplace Approach to Disability through Assistive Technologies: A Systematic Review and Thematic Analysis of the Literature

To explain the low employment rates of people with disabilities (PwDs), emerging debates have revealed an unexploited potential impact of assistive technology (AT) on human talent and the inclusion process. This article provides a systematic review to critically evaluate the current trends in the literature on AT. A systematic review was performed according to the inclusion criteria of the PRISMA-S guidelines, followed by a thematic analysis identifying the main themes by which the literature on the subject is organized. Finally, the Human Activity Assistive Technology (HAAT) model was used to deepen the contents taken into consideration in the scientific literature and to discuss the concept of workplace inclusion and its use. Forty-one studies fully met the eligibility criteria of the systematic review. The thematic analysis produced four clusters related to the impact and characteristics of AT in the workplace. Overall, the use of the HAAT model highlighted a lack of studies on the affective and socio-cultural dimensions that characterize the use of AT in the workplace. It is concluded that the deployment of AT can and should work on multiple levels to shape the workplace experiences of PwDs.

The Iimpact of «Kkondae» Culture on Intergenerational Conflict in Korean Workplaces

This paper explores the phenomenon of “kkondae” culture in Korean society, especially in the workplace, which involves a hierarchical and authoritarian attitude of the older toward the younger, which leads to generational conflict and negatively affects workplace dynamics. The paper examines three socio-psychological factors (attribution errors, cognitive rigidity, and egocentric communication) to define “kkondae” culture in organizational culture and emphasizes the need to examine the impact of “kkondae” culture on generational conflict and identify policy recommendations to promote a more inclusive and respectful workplace culture. Further research is needed to explore the factors that contribute to the emergence and persistence of the “kkondae” phenomenon in different social contexts.

LGBTQ+ officers in US federal service: an examination of workplace inclusion and experiencing sex-based discrimination

ABSTRACT Workplace inclusion occurs when employees perceive a workplace climate that values all employees and treats them fairly with dignity and respect. Yet, social identity theory suggests that this inclusive culture remains limited among LGBTQ+ employees, especially in hyper-masculine occupations such as policing. Using a sample of 4,578 sworn officers, this study examines the level of inclusion perceived by LGBTQ+ officers in US federal service, in comparison to non-LGBTQ+ officers. The moderating effects of inclusion are also investigated on LGBTQ+ officers who experience sex-based discrimination, to include sexual harassment. Findings suggest LGBTQ+ officers perceive less inclusion in the workplace than non-LGBTQ+ officers. However, LGBTQ+ officers who report working in an inclusive climate are less likely to experience incidents of sexual harassment, while there is no significant effect for sexual discrimination. These findings are important because they extend the discourse on capturing the workplace experiences of an underserved or disadvantaged community in policing scholarship.