L6: Understanding Inclusion

Question 1

Define inclusion

Answer 1

degree to which an employee perceives that he/she is an esteemed member of the work gropu through experiencing treatment that satisfies his/her needs for belongingness and uniqueness

Question 2

differences between diversity & inclusion

Answer 2

diversity is being invited to a party, inclusion is being asked to dance
in addition:
- diveristy is legislated, while inclusion is voluntary
- increased diversity is not just beneficial, increased inclusion heightens diversity benefits
- diversity is about increasing heterogeneity, inclusion is about creating the circumstances in which diversity can flourish
- diveristy more easy to achieve than inclusion

Question 3

what is Optimal Distinctiveness Theory?

Answer 3

individuals seek to strike a balance between the need to find similarity and belongingness w others while also maintaining a unique identity

Question 4

define uniqueness in the context of workgroup inclusion

Answer 4

welcoming different approaches, respecting different perspectiveness

Question 5

define belonging in context of workgroup inclusion

Answer 5

being an insider, decision making participation, info sharing

Question 6

what are the characteristics of inclusive leadership?

4

Answer 6

• comfort w diveristy
• altering rules for acceptable behaviours to ensure wide application
• creating opportunities for dialogue about & across differences
• demonstrating an interest in learning & being authentic about their own challenges & triumps to encourage authenticity in others

Question 7

What is perceived organizational inclusion?

Answer 7

individual level perception of inclusion in an organization (involvement in work groups, participation in decision making proccess, access to info & resources etc)

Question 8

What are the 6 inclusionary practices?

Answer 8

• retaining & dev diverse talent
• confronting subtle forms of discrimination
• employee resource groups (ERGs) as part of strategic business goals
• accountability for inclusion
• trainings for employees and managers
• working towards an inclusionary culture

Question 9

Define inclusive climate

Answer 9

collective perception of inclusion in a unit

Question 10

What are the 3 dimensions of inclusionary climate?

Answer 10

• foundations of equitable employment practices
• integration of differences
• inclusion in decision making

Question 11

why is an inclusive climate important?

Answer 11

it reduces both relationsihp & task conflict, increases job satisfaction, and reduces turnover

Question 12

through what mechanisms does an inclusive climate reduce interpersonal bias & identity based conflicts?

Answer 12

• removing relational biases so that ones identity doesnt impact access to opportunities or resources
• facilitating personalized connections among diverse individuals
• encouraging integration of diverse perspectives in decision making so everyone is valued

Question 13

What are the 6 themes of characteristics of inclusionary organizations/ inclusionary climate?

Answer 13

• feeling safe
• involvement in the workgroup
• feeling respected & valued
• influence in decision making
• authenticity
• recognizing, honoring, and advancing of diversity

Question 14

What are the practical implications for organizations based on Nisshi’s research on inclusion climate?

Answer 14

• implement fair practices
• encourage openness to difference
• make decision making inclusive

Question 15

What are the consequences of gender diversity?

Answer 15

visible gender differences (aka diversity) -> us vs them distinctions -> intergroup bias -> task & relationship conflict -> lower satisfaction -> turnover
INCLUSION HELPS WITH THIS!

Question 16

How does inclusion buffer the issues w diversity?

2

Answer 16

• inclusion reduces chance that conflict will arise in gender diverse groups cause there will be less gender-based status hierarchies and invidiuals in the team will be more likely to engage in authentic exchange & deep level inter individual learning
• when conflict arises, it will generally reduce satisfaction but inclusion can buffer this relationship cause in inclulsive climates indviiduals will view conflict as an opportunity to learn (and less as a threat)

Question 17

What are the consequences of inclusion?

6

Answer 17

• inclusion matters for whether diversity will induce conflict
• inclusion also matters whether relationship conflict will reduce satisfaction (when inclusion is low, relationsihp conflict reduces satisfaction)
  higher inclusion also associated w:
• higher minorities sense of acceptance
• decreased turnover
• increased commitment
• increased multiculturals team info sharing & creativity

Question 18

What are the challenges to inclusion?

3

Answer 18

• paradoxes of inclusion
• the role of discourse in reproducing exclusion
• deficiency of the inclusion construct

Question 19

What are the **3 paradoxes of inclusion **?

Answer 19

• self expression/identity: inclusion constitues full acceptance by belonging to and absorption into a larger social unit BUT also the abiility to maintain** distinctivitness & uniqueness**
• boundaries/norms: inclusive organization needs to have **stable & well defined boundaries and norms ** that support employees, but also be **shifting & open **to changes
• safety/comfort: inclusion requires greater range of ppl to be safe & comfortable but this also increases likelihood that everyone will need to move out of their comfort zones

Question 20

What is the societal discourse of ‘lack’?

Answer 20

a discourse about refugees in nl that says that they lack proper education, language skills, and cultural/social capital for equal participation in organizations
lots of refugees have internalized this & show willigness to adapt to fit in

Question 21

What is a “sameness position” ?

Answer 21

an assumption that employer norms are neutral to gender/race/culture so its different to the societal discourse of ‘lack’ towards refugees

Question 22

What kind of refugee discourse do large companies have vs small companies (usually)?

Answer 22

• small comparnies have a “sameness position”
• larger companies combine discourse of lack & value in diversity view

Question 23

what is discursive power?

Answer 23

the idea that dominant narratives shape perceptions of refugees, embedding power imbalances and leading to exclusion

Question 24

Define shared impact

Answer 24

the extent to which traditionally underrepresented groups influence organizational outcomes (like vision, practices, structure, culture) similarly to traditionally represented groups (like men&whites)

Question 25

Explain the Shared Impact Framework

Answer 25

Shared impact -> feelings of psychological ownership (the organization is mine) which influences
- commitment (emotional connection & focused intentions)
- leadership self-perceptions (aspirations, confidence, and positive expectations)

Question 26

What does shared impact correalte with according to studies?

Answer 26

• increased commitment
• reduced turnover intentions
• increased leadership aspirations

Question 27

Through what mechanism does shared impact affect commitment & turnover intentions?

Answer 27

through psych ownership

Question 28

What are the 2 orientations that the model of inclusion proposes for organizational management?

Answer 28

• prevention orientation: avoid exclusion & discrimination
• promotion orientation: focus on growth & inclusion & equity

Question 29

Sterre and Raj are UvA students who participate at a panel. Sterre says “We should think twice before saying something that may offend other groups.”, Raj says “Inclusion is about being fully at peace about differences in opinion and views, even if makes us uneasy at first.” Here we see a manifestation of which paradox identified by Ferdman (2017)?
a) Paradox of safety and comfort.
b) Paradox of boundaries and norms.
c) Paradox of self-expression and identity.

Answer 29

a

Question 30

in Lecture 6, we discussed how Ponzoni, Ghorashi, and van der Raad (2017) identified a central theme in Dutch organizational discourses about diversity. According to the authors, why do these discourses often limit
refugee inclusion?
a) Because they lack a legal basis for enforcing diversity and inclusion.
b) Because they prioritize gender diversity over ethnic diversity.
c) Because they normalize the dominant culture, implicitly viewing refugees as deficient.
d) Because they are primarily focused on the financial benefits of diversity.

Answer 30

c