Inclusive workplaces: A review and model

Shore, Lynn M.; Cleveland, Jeanette N.; Sanchez, Diana R.

doi:10.1016/j.hrmr.2017.07.003

Cited by 471 publications

(617 citation statements)

References 67 publications

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“…For example, organizations might adopt formal plans or systems to monitor gender and race patterns in hiring, promotions, and resignations (Gallegos, ); identified imbalances might be deliberately corrected through preferential hiring (Heilman & Blader, ). Identity‐conscious programs send explicit signals to employees that their social identities are respected: the insights, skills, and experiences associated with their identity group membership are recognized and valued; their identity‐based input is considered in decision‐making; and their efforts to share and integrate identity‐based knowledge are appreciated (Bernstein & Bilimoria, ; Dwertmann et al, ; Nishii, ; Nishii & Rich, ; Shore et al, ). In response to identity‐conscious programs, employees form a collective perception that their background differences are acknowledged and embraced rather than overlooked or ignored; an inclusion climate thus develops.…”

Section: Diversity Climate and Its Antecedent Programs As A Solutionmentioning

confidence: 99%

Inclusion climate: A multilevel investigation of its antecedents and consequences

Perera

Kulik

et al. 2019

Human Resource Management

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This study investigates the antecedents and consequences of organization‐level inclusion climate. A national sample of human resource decision‐makers from 100 organizations described their firms' formal diversity management programs; 3,229 employees reported their perceptions of, and reactions to, their employers' diversity management. Multilevel analyses demonstrate that identity‐conscious programs (programs that target specific identity groups) generate an inclusion climate. Moreover, the analyses provide evidence of multilevel mediation: In organizations with an inclusion climate, individual employees perceive the organization as fulfilling its diversity management obligations and respond with higher levels of affective commitment. This study represents an important step toward understanding how a shared perception of organizational inclusiveness develops and how inclusion climate facilitates the achievement of diversity management objectives. The findings also shed light on the important role of identity‐conscious programs in promoting organizational commitment within a diverse workforce.

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Section: Diversity Climate and Its Antecedent Programs As A Solutionmentioning

confidence: 99%

Inclusion climate: A multilevel investigation of its antecedents and consequences

Perera

Kulik

et al. 2019

Human Resource Management

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“…Then the organization should develop a vision of inclusion, rethink key management concepts and principles, and in the¯nal step adapt its human resource systems and processes. In a more recent study, Shore et al [2018] proposed that an inclusive organization is one where employees at all organizational levels receive inclusive treatment \with associated opportunities to advance to mid-and upper-levels of the organization" (p. 177). To become such an organization, the authors proposed a model in which management should ensure that employees feel safe in expressing views associated with, for example, their gender identity as in a woman employee's expressing the need for equal pay for men and women.…”

Section: Women and Organizational Innovationmentioning

confidence: 99%

Corporate Sustainability Initiatives in Gender Equality: Organizational Practices Fostering Inclusiveness at Work in an Emerging-Market Context

Gülsoy

Ustabaş

2019

Int. J. Innovation Technol. Management

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The objective of this paper is to explore through in-depth interviews the reasons why diversity management initiatives targeting women is an important strategic management issue for companies. Interviewed are the human resource managers of two of Turkey’s leading business groups: a manager from the HR department of one of Turkey’s largest banks and the deputy general manager of a non-governmental organization. The evidence suggests that these firms exercise carefully honed policies aimed at fostering gender equality and to that end engage in a variety of activities targeting various human resource functions. Their motives appear to be to reinforce their corporate image, enhance employee satisfaction, and reap such anticipated rewards as greater productivity and increased innovation capability. The importance of company leadership is underlined as an antecedent to the adoption of gender-equality focussed diversity management. The study may have important implications for building sustainable corporate brands, especially in the emerging-market context.

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“…2016; Shore et al . 2018). This recognition includes greater attention to the integration of various marginalized groups into the workforce (e.g.…”

Section: Introductionmentioning

confidence: 99%

Unveiling theCanvas Ceiling: A Multidisciplinary Literature Review of Refugee Employment and Workforce Integration

Lee

Szkudlarek

Nguyen

et al. 2020

Int J Management Reviews

108

126

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Increasing levels of displacement and the need to integrate refugees in the workforce pose new challenges to organizations and societies. Extant research on refugee employment and workforce integration currently resides across various disconnected disciplines, posing a significant challenge for management scholars to contribute to timely and relevant solutions. In this paper, we endeavour to address this challenge by reviewing and synthesizing multidisciplinary literature on refugee employment and workforce integration. Using a relational framework, we organize our findings around three levels of analysis -institutional, organizational and individual -to outline the complexity of factors affecting refugees' employment outcomes. Based on our analysis, we introduce and elaborate on the phenomenon of the canvas ceiling -a systemic, multilevel barrier to refugee workforce integration and professional advancement. The primary contributions of this paper are twofold. First, we map and integrate the multidisciplinary findings on the challenges of refugee workforce integration. Second, we provide management scholarship with a future research agenda to address the knowledge gap identified in this review and advance practical developments in this domain.

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Inclusive workplaces: A review and model

Cited by 471 publications

References 67 publications

Inclusion climate: A multilevel investigation of its antecedents and consequences

Inclusion climate: A multilevel investigation of its antecedents and consequences

Corporate Sustainability Initiatives in Gender Equality: Organizational Practices Fostering Inclusiveness at Work in an Emerging-Market Context

Unveiling theCanvas Ceiling: A Multidisciplinary Literature Review of Refugee Employment and Workforce Integration

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