Building an Inclusive Diversity Culture: Principles, Processes and Practice

Inclusivity to Escalate Diversity: A Case Study of a Pharmaceutical Company in Indonesia

“…Giovannini (2004) described regarding inclusion, which is a stated of being valued, respected, and supported which is based on culture, management practices, and interpersonal relationships that encourage the full utilization of a diverse work force at all levels and in all functions of an organization. At the same time, Pless and Maak (2004), suggesting that inclusion is applied when organization allows people with multiple backgrounds, mindsets, and ways of thinking to work effectively together. Subsequently, truly inclusive organization embeds diversity in all aspects of an organization.…”

“…The previous researcher further argued that an inclusive workplace enables organization to embrace the diversity and richness of backgrounds and perspectives diverse employees bring and use their diverse talents to achieve business goals. Like Pless and Maak (2004) have ascertained that in order to unleash the potential of workforce diversity, a culture of inclusion need to be established, since it will foster workforce integration and enable people in the organization to perform to their highest potential. According to Michael (1995), building inclusive organization means bringing people in and involving them in thinking about and contributing to the organization.…”

“…This finding aligned with the previous research, suggesting that being inclusive can help organization overall effectiveness and impact (Gopin, 2013). In addition, Pless and Maak (2004) have conveyed that when organization built the culture of inclusion, they would allow people with multiple backgrounds, mindsets, and ways of thinking to work effectively together. Ultimately, the people would have more possibility to perform to their highest potential, since organization doesn't restrict anyone who may be involved and people who have difference voices, viewpoints, and perspectives are respected, valued, and encouraged to make a unique contribution.…”

“…Pless and Maak (2004) have founded their invention in creating the culture of inclusion in organization. They have focused on four essential transformation stages in order to build a culture of inclusion.…”

“…Omidvar (2011) pointed out that being open to people who are different, who come from different places, who have different life experiences and different perspectives would be an asset for organization's success, creativity and innovation. A long before, Pless and Maak (2004) have suggested that innovative and creative potential inherent to a diverse workforce that can be used to bridge cultural boundaries and search for original problem solutions, thus ultimately this diversity can become a competitive advantage for organization. In an attempt to maximize the benefits of workplace diversity, organization spends resources on diversity training.…”