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描述管理人员在多样性,公平性和包容性方面的能力:一个范围审查

Alexandra Lecours^1,2, Mélissa Laliberté³, Andrée-Anne Drolet^3,4

¹Département d'ergothérapie, Université du Québec à Trois-Rivières, 555 Boul de l'Université, Drummondville, QC, J2C 0R5, Canada. Alexandra.Lecours@uqtr.ca.

Journal of occupational rehabilitation

|July 23, 2025

概括

管理者需要七个核心能力来促进多样性,公平性和包容性 (DEI),并支持员工重返工作位. 这些技能对于创造包容性工作场所和应对复杂的劳动力动态至关重要.

科学领域:

组织心理学组织心理学
人力资源管理人力资源管理
工作场所包容性研究工作场所包容性研究

背景情况:

组织越来越多地采用多样化的劳动力,需要有效的多样性,公平性和包容性 (DEI) 战略.
对于从残疾返回的员工来说,最优的适应需要关注多方面的现实.
在实施DEI倡议方面,管理者的角色至关重要,但未被充分探索.

研究的目的:

确定和概述管理人员在维护DEI原则方面所需的基本能力.
为有效的DEI实施提供所需技能的全面概述.
解决理解管理能力的差距,以促进包容性工作环境.

主要方法:

进行了系统的范围审查.
从21个相关手稿中收集和分析了信息.
采用了五步系统的流程来收集和分析数据.

主要成果:

确定了管理人员的7个核心能力和28个子能力.
关键能力包括有效的沟通,冲突管理和关于DEI的自我意识.
管理人员必须充当榜样,促进个人潜力,培养归属感.

结论:

管理人员在创造包容性环境和确保回归工作的员工获得公平的住宿方面发挥着关键作用.
识别出的能力为开发DEI的管理技能提供了一个框架.
这项研究为未来关于多样性,公平性和包容性管理实践的研究奠定了基础.

关键词:

能力能力能力能力多样性,公平性和包容性 (DEI)包容性管理包容性管理跨学科的跨学科性管理能力,工业关系.范围审查范围审查

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