L6: Understanding Inclusion Flashcards
Define inclusion
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
differences between diversity & inclusion
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
what is Optimal Distinctiveness Theory?
individuals seek to strike a balance between the need to find similarity and belongingness w others while also maintaining a unique identity
define uniqueness in the context of workgroup inclusion
welcoming different approaches, respecting different perspectiveness
define belonging in context of workgroup inclusion
being an insider, decision making participation, info sharing
what are the characteristics of inclusive leadership?
4
- 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
What is perceived organizational inclusion?
individual level perception of inclusion in an organization (involvement in work groups, participation in decision making proccess, access to info & resources etc)
What are the 6 inclusionary practices?
- 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
Define inclusive climate
collective perception of inclusion in a unit
What are the 3 dimensions of inclusionary climate?
- foundations of equitable employment practices
- integration of differences
- inclusion in decision making
why is an inclusive climate important?
it reduces both relationsihp & task conflict, increases job satisfaction, and reduces turnover
through what mechanisms does an inclusive climate reduce interpersonal bias & identity based conflicts?
- 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
What are the 6 themes of characteristics of inclusionary organizations/ inclusionary climate?
- feeling safe
- involvement in the workgroup
- feeling respected & valued
- influence in decision making
- authenticity
- recognizing, honoring, and advancing of diversity
What are the practical implications for organizations based on Nisshi’s research on inclusion climate?
- implement fair practices
- encourage openness to difference
- make decision making inclusive
What are the consequences of gender diversity?
visible gender differences (aka diversity) -> us vs them distinctions -> intergroup bias -> task & relationship conflict -> lower satisfaction -> turnover
INCLUSION HELPS WITH THIS!
How does inclusion buffer the issues w diversity?
2
- 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)
What are the consequences of inclusion?
6
- 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
What are the challenges to inclusion?
3
- paradoxes of inclusion
- the role of discourse in reproducing exclusion
- deficiency of the inclusion construct
What are the **3 paradoxes of inclusion **?
- 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
What is the societal discourse of ‘lack’?
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
What is a “sameness position” ?
an assumption that employer norms are neutral to gender/race/culture so its different to the societal discourse of ‘lack’ towards refugees
What kind of refugee discourse do large companies have vs small companies (usually)?
- small comparnies have a “sameness position”
- larger companies combine discourse of lack & value in diversity view
what is discursive power?
the idea that dominant narratives shape perceptions of refugees, embedding power imbalances and leading to exclusion
Define shared impact
the extent to which traditionally underrepresented groups influence organizational outcomes (like vision, practices, structure, culture) similarly to traditionally represented groups (like men&whites)
Explain the Shared Impact Framework
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)
What does shared impact correalte with according to studies?
- increased commitment
- reduced turnover intentions
- increased leadership aspirations
Through what mechanism does shared impact affect commitment & turnover intentions?
through psych ownership
What are the 2 orientations that the model of inclusion proposes for organizational management?
- prevention orientation: avoid exclusion & discrimination
- promotion orientation: focus on growth & inclusion & equity
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.
a
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.
c
