Organizational inclusion and identity regulation: How inclusive organizations form ‘Good’, ‘Glorious’ and ‘Grateful’ refugees

Abstract

Do inclusive organizations live up to the term ‘inclusion’? Diversity literature depicts the inclusive organization as an ideal entity that welcomes social minorities who, in turn, feel valued and unique and have a sense of belonging to the organization. Our study offers a critical account of inclusion concepts and practice. We argue that proponents of inclusion overlook that inclusive organizations also may regulate workers’ identities. To examine the relationship between organizational inclusion and identity regulation we conceptualise inclusion as a process involving various organizational actors and practices. Drawing on a multiple-case study of refugees working in Austria we show how organizational practices aimed at inclusion contribute to the forming of refugees as ‘good’, ‘glorious’ and ‘grateful’ subjects. This identity regulation is ambivalent: while it allows refugees to work in inclusive organizations, it also constrains their sense of self.

Cultivating diversity as an ethos with an anti-racism approach in the scientific enterprise

“…While efforts framed around inclusion are important for achieving equity, this framing also often brandishes power dynamics: an expectation that those individuals “included” will assimilate into an existing hierarchical order. 32 In contrast, diversity as an ethos centers the notion that the successful future of biomedical research relies on a diverse workforce, in which underrepresented scientists will also elevate and transform the field. 33 Therefore, in order for the field of genomics to increase knowledge production and fulfill its innovative potential, the genomics workforce must become more diverse, as the future of the field depends on it.…”

Roomies for Life? An Assessment of How Staying with a Local Facilitates Refugee Integration

“…Refugees as well as hosts thus pointed at many instances where the refugees contributed to the household, showing that refugees were not just mere recipients of the hospitality of their benefactors (cf. Ortlieb et al, 2021), but that the hosts also received a lot in return.…”

Displacement-plurality (D-P) in women refugees, its influence on work engagement and implications for diversity practice: a critical and reflective review

“…In line with the D-P framework, diversity programmes might address the three components of WRF, PSF and WE, and the nature of D-P in their strategy and monitoring plans, in order to align practices and make their work environment more inclusive for women refugees. Given the widespread negative societal discourses about refugee populations (Knappert, van Dijk et al 2019, Ortlieb, Glauninger et al 2020, it is essential that any organisation interested in a diversity programme serving this population actively challenges this negativity (Ponzoni, Ghorashi et al 2017). Care needs to be taken to avoid awarding 'deservingness', and other generally pre-defined labels given to refugee populations that essentialise them (Ortlieb, Glauninger et al 2020), to ensure a truly emancipatory approach to inclusion.…”

“…Given the widespread negative societal discourses about refugee populations (Knappert, van Dijk et al 2019, Ortlieb, Glauninger et al 2020, it is essential that any organisation interested in a diversity programme serving this population actively challenges this negativity (Ponzoni, Ghorashi et al 2017). Care needs to be taken to avoid awarding 'deservingness', and other generally pre-defined labels given to refugee populations that essentialise them (Ortlieb, Glauninger et al 2020), to ensure a truly emancipatory approach to inclusion. The D-P framework could be used to facilitate discussions between organisational decision makers and refugee employees, to scrutinise inclusivity measures and avoid benevolent discrimination (Romani, Holck et al 2019, Ortlieb, Glauninger et al 2020 (Tomlinson and Schwabenland 2010).…”

“…Care needs to be taken to avoid awarding 'deservingness', and other generally pre-defined labels given to refugee populations that essentialise them (Ortlieb, Glauninger et al 2020), to ensure a truly emancipatory approach to inclusion. The D-P framework could be used to facilitate discussions between organisational decision makers and refugee employees, to scrutinise inclusivity measures and avoid benevolent discrimination (Romani, Holck et al 2019, Ortlieb, Glauninger et al 2020 (Tomlinson and Schwabenland 2010). Practical approaches used in resettlement in the humanitarian sector might be instructive as to how diversity management practices can be implemented within the D-P context by change agents (Tatli, Nicolopoulou et al 2015).…”