Managing Workplace Diversity and Inclusion

Organizational Inclusion and Turnover Intentions of Federal Employees with Disabilities

“…There may also be potential pitfalls of excluding some people with disabilities, if such trainings and conversations do not directly address the differences in types and severity of disabilities, and intersecting impact of other forms of oppression based on race, sexual orientation, gender identities and gender expressions. A holistic and intentional approach to interventions for diversity, equity, and inclusion would involve ex-ante preparations in terms of culture audits, needs assessment, and strength, weakness, opportunities, and threat (SWOT) analysis; and ex-post evaluations and impact assessments for double loop organizational learning and development (Hays-Thomas, 2016).…”

Employee perception of inclusivity and organizational performance: The case of the Ontario public service

“…One point that is clear from the literature is that inclusion is not about assimilation but whether an employee considers themselves to be a valued member of an organization, through their experiences and treatment that satisfies the need for belonging and uniqueness (Shore et al 2011; Andrews and Ashworth 2015). Organizational assimilation, it is believed, can lead to problems like ignoring differences and thus limiting diversity programs from reaching potential benefits (Pless and Maak 2004; Nishii et al 2006; Hays‐Thomas 2017). This problem of organizational assimilation thus highlights the need to examine belonging and uniqueness as measurements of inclusivity, but also does not imply that the other aforementioned variables, like job security are unimportant.…”

“…Diversity management policies have been the subject of numerous studies in the past two decades, in both the public and private sectors human resource management field (Herring 2009; Hays‐Thomas 2017). Such studies range in focus from affirmative action and equal employment opportunity, to more recent iterations of diversity management (DM) and inclusion.…”

Age diversity and inclusion in the modern Indian workplace: Opportunities and challenges

“…Age diversity is a relatively new area in diversity research, having gained traction only in the past 20 years. Diversity here means "differences among people that are likely to affect their acceptance, performance, satisfaction, or progress in an organization" (Hays-Thomas, 2004) [8] . Multigenerational workforces bring with them a diverse set of viewpoints depending on their experiences in life and possess different styles of working.…”