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Inclusion as a multi-level concept.

Lynn M Shore1, Beth G Chung2

  • 1Department of Management, Colorado State University, Fort Collins, CO, 80523, USA; Department of Marketing, Innovation and Organisation, Faculty of Economics and Business Administration, Ghent University, Tweekerkenstraat 2, 9000, Ghent, Belgium.

Current Opinion in Psychology
|October 2, 2024
PubMed
Summary
This summary is machine-generated.

Inclusion research has grown significantly, showing that diverse teams can thrive when employees feel valued and belong. This review covers key inclusion strategies and their link to diversity initiatives.

Keywords:
Coworker inclusionDiversityInclusion climateLeader inclusionWorkgroup inclusion

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Area of Science:

  • Organizational behavior
  • Social psychology
  • Human resource management

Background:

  • Inclusion research has expanded significantly over the past two decades, with over 188 articles published.
  • Academics and practitioners increasingly recognize inclusion's role in enabling successful collaboration among diverse individuals.
  • Inclusion research encompasses various organizational levels and actors, addressing climate, leadership, workgroups, and interpersonal dynamics.

Purpose of the Study:

  • To review the broad scope of inclusion research.
  • To highlight recent trends in inclusion literature, particularly intersections with diversity.
  • To synthesize findings on how different inclusionary approaches foster belonging and value for unique employee identities.

Main Methods:

  • Systematic literature review of inclusion research.
  • Analysis of studies focusing on inclusion climate, leader inclusion, workgroup inclusion, and interpersonal inclusion.
  • Identification of trends at the intersection of inclusion and diversity literature.

Main Results:

  • The proliferation of inclusion research indicates its growing importance in organizational studies.
  • Key inclusionary approaches (climate, leader, workgroup, interpersonal) contribute to environments where employees feel valued and a sense of belonging.
  • Emerging trends show a strong link between inclusion strategies and diversity initiatives.

Conclusions:

  • Inclusion is a critical factor for successful collaboration in diverse workplaces.
  • A multi-level approach to inclusion, from climate to interpersonal interactions, is essential for fostering employee belonging.
  • Future research should continue exploring the dynamic interplay between inclusion and diversity in organizations.