Diversity, inclusion and the workplace-equality index: the ingredients for organizational success

Sposato, Martin; Feeke, Simon; Anderson-Walsh, Paul; Spencer, Linbert

doi:10.1108/hrmid-05-2015-0085

Cited by 10 publications

(9 citation statements)

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“…Newer approaches to inclusion, inspired by the domesticated feminism, are not about assimilating and homogenizing difference, they are about valuing difference and about the power firms can derive from deliberately nurturing and integrating heterogeneous groups of people [53]. They match values of work-centred women and those, who balance between work and home.…”

Section: Summary and Coevolution Of Diversity Management Strategiesmentioning

confidence: 99%

Inclusion of Home-Centred Women

Bordunos¹,

Kosheleva²,

Anna³

2022

Corporate Social Responsibility

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Firms are highly interested in better inclusion of women with childcare commitments, especially for leadership positions, as reward for higher work groups’ gender diversity is valuable. Gender diversity became topical issue in corporate social responsibility of companies. However, many firms report that gender diversity is stalled, due to conflicting stereotypes about social roles of employees. Hakim’s influential preference theory suggests explanations of how women choose between productive and reproductive work. According to it, there are three types of employed women: home-centred, work-centred and adaptive workers, who combine both. Three options for preference assume three alternative frames of reference. Inclusion-related initiatives aim to reshape such frames by addressing employees’ identity work through readjusting managerially inspired discourses. Current research narrows the focus to the most vulnerable of them – home-centred women. We referred to responses of 721 mothers with previous working experience, from the biggest cities in Russia to find answers to the following questions: what affects home-centred women in their decision to return to the same employer after the maternity leave and what causes them to quit. We enriched empirical analysis with a theoretical review of initiatives helping to readjust corresponding stereotypes.

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Section: Summary and Coevolution Of Diversity Management Strategiesmentioning

confidence: 99%

Inclusion of Home-Centred Women

Bordunos¹,

Kosheleva²,

Anna³

2022

Corporate Social Responsibility

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“…Instead, more efforts should be made to build a more inclusive workplace for employees (Sabharwal, 2014). This propounds the idea that diversity should go hand in hand with inclusion (Sposato et al, 2015). Some commentators see diversity and inclusion as co-dependent.…”

Section: Highly Cited Authorsmentioning

confidence: 99%

Literature Review on Diversity and Inclusion at Workplace, 2010–2017

Garg

Sangwan

2020

Vision

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Purpose: The article highlights various studies conducted in the field of diversity and inclusion at workplace. This helps us to understand the evolution of diversity and inclusion and identify future research gaps. Methodology: The article employs a citation analysis technique to analyse the citation index of journals and authors based on the data collected from various databases such as Social Sciences Citation Index, Emerging Sources Citation Index, and SCImago (2010–2017). For the analysis, journals relevant to the field of management related to diversity and inclusion in the area of management were selected from the database of 254,617 journals. Finding: A literature review analysis was commissioned to focus on diversity and inclusion at workplace and its research trends from 2010 to 2017. The varied meanings and interpretations of the terms ‘diversity and inclusion’ make it ripe for examining the literature on diversity and that of inclusion to offer a deeper and nuanced understanding of their meanings and conceptualizations. The review analysis suggests that there is a rich body of research in the area of diversity and its related outcomes. Since inclusion has emerged as a fairly recent area of exploration, more research is required in the area of inclusion and its related outcomes. Originality/value: The article is original and holds significance as inclusion has only recently entered the lexicon of popular discourse. Further, this study may benefit research scholars from management seeking understanding about research trends and emerging trends in the area of diversity and inclusion.

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“…Furthermore, financial sectors are hiring more LGBT employees so that they can address other LGBT customers. It facilitates the organization to have an extended customer base (Sposato et al, 2015).…”

Section: Formentioning

confidence: 99%

LGBT Diversity and Inclusion at Workplace – An Analysis of Changing Demographics

Singh¹

2018

IJMHRM

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Diversity and Inclusion are the critical elements of the workplace regardless the size of the organization. Today in the world around 27 million LGBT (Lesbian, Gay, Bisexual, and Transgender) is present, and around 8 million are in the US and 3.5 million are in Australia. These enormous numbers show that the workplace has to be LGBT supporter, and these talents cannot be ignored. At the higher management level, LGBT employees have strong interpersonal skills, empathy, creativity, and high emotional intelligence. It leads the team to expand its customer base and ability to retain the customer or clients as they will have a trust in the enterprise. Such initiates will improve the brand image of the business.

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Diversity, inclusion and the workplace-equality index: the ingredients for organizational success

Cited by 10 publications

References 0 publications

Inclusion of Home-Centred Women

Inclusion of Home-Centred Women

Literature Review on Diversity and Inclusion at Workplace, 2010–2017

LGBT Diversity and Inclusion at Workplace – An Analysis of Changing Demographics

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