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

Abstract

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.

Ethical Diversity and Practical Uncertainty: A Qualitative Interview Study of Clinicians’ Experiences in the Implementation Period Prior to Voluntary Assisted Dying Becoming Available in their Hospital in Victoria, Australia

“…However, this study suggests an additional sense of “ethical diversity.” VAD views were linked to diversity in the sense of an organizational strength where there is inclusion and safety for staff of different genders, cultures, and sexualities (Garg and Sangwan 2021 ). While some previous writing has linked ethical diversity with religious or cultural diversity specifically (Irvine, Mcphee, and Kerridge 2002 ; Schmidtke and Cornel 2020 ; Harrison 2012 ), framing a spectrum of ethical views on VAD within a health service as a type of organizational diversity and inclusion is a new finding.…”

Stay or not to Stay: An Analysis of Diversity Management and Abusive Leadership Relationship with Turnover Intention

“…The 21st century has witnessed a heightened emphasis on diversity and inclusion within the corporate sphere. This shift can be attributed to several factors, including the increased participation of women in the workforce (Garg & Sangwan, 2021), the involvement of individuals from diverse backgrounds and multiple generations, and the renewed sociopolitical push for the inclusion of immigrants (Ortlieb & Sieben, 2014). The rising diversity has raised several inquiries, especially regarding its impact on firm productivity and the emotional well-being of individual workers (Hauret & Williams, 2020).…”

“…It has been predicted that in 2022 and beyond HR executives around the globe will strive for a fairer working environment (Gartner, 2021). This has resulted due to unprecedented and increasing participation of all the individuals with various geographical backgrounds, and nationalities at workplaces (Garg & Sangwan, 2021).…”

An Empirical Examination of the Relationship Between Team Commitment and Conflict Management Orientation in Project Teams

“…Interpersonal intensification of the workplace driven by the increased emphasis on collaboration, teamwork, projects and complex social networks (Gibson et al, 2003), combined with productivity pressures, increasing diversity (situational, informational, expertise, perspective, social category, attitudinal, disability, personality etc.) (Wong & Birnbaum-More, 1994), and greater demands for inclusion (Garg & Sangwan, 2021), has increased the potential for greater process losses, frustration, and conflict (Mohammed & Angell, 2004;Puck et al, 2011;Thatcher et al, 2003;Thatcher et al, 1998). Research on the translation of diversity, teamwork and projects into organizational value under escalating performance pressures (Pavez et al, 2021), has identified the importance of moderating variables that promote efficient and productive forms of openness, supportiveness, and conflict management (Jehn et al, 1999;Liu et al, 2020;Pelled et al, 1999;Puck et al, 2011).…”