Guest Editors' Introduction: Diversity and Inclusion in Different Work Settings: Emerging Patterns, Challenges, and Research Agenda

Corporate governance and diversity management: evidence from a disclosure perspective

Purpose

Using textual analysis, this paper aims to measure diversity management disclosure; it also explore the relationship between corporate governance and diversity management disclosure.

Design/methodology/approach

The study is based on a sample of the UK FTSE all-share non-financial organisations over the period from 2013 to 2019. We used a computer-aided textual analysis, and we used a bag of words to score the sample annual reports.

Findings

The results show that the mean of the diversity management disclosure level is very low. Also, there is a positive relationship between the board size, women on board and board independence and the level of diversity management disclosure. The relationship is higher with more board members, women on board and more independent directors, aligning with previous literature.

Practical implications

The implications of this research affect stakeholders and organisations which reflects the importance of communicating diversity practices and researchers by facilitating measuring objectively firms’ diversity management practices that have not been applied previously in the field of diversity.

Originality/value

With different incidents taking place around the globe, such as the incident of George Floyd and the increased attention to diversity, organisations are under increasing social and political pressure to reflect on their diversity management practices. Previous literature has examined firms’ diversity practises from different perspectives, but to the best of the authors’ knowledge, this is the first paper to measure diversity management disclosure.

The organizational inclusion turn and its exclusion of low-wage labor

As most scholarly work on the conceptualization of organizational inclusion seems to be implicitly based on contexts of high-wage labor, this article investigates whether the common themes of organizational inclusion as identified by Shore et al. (2018) also align with the low-wage labor context. Our respective analysis identifies several mismatches between the current conceptualizations of organizational inclusion and the needs and interests of low-wage workers. Consequently, we offer suggestions for adapting these conceptualizations: by paying attention to (1) material and physical safety next to psychological safety, (2) opportunities of non-task-oriented involvement in the workgroup and (3) the recognition and accommodation of low-wage workers’ voices and needs. Furthermore, we argue to extend the scope of scholarly work on organizational inclusion by taking into account the broader (historical) social order and different stakeholders who influence the organizational processes of inclusion and exclusion. By engaging with the current “inclusion turn” and providing adaptations, this article contributes to a less “exclusive” conception of organizational inclusion as well as outlines where the organizational inclusion approach might come up against its own limits.

Diversity in under-researched countries: new empirical fields challenging old theories?

Purpose

The purpose of this paper is to further restore diversity and equality to its national contexts by presenting new and so far less visible perspectives from under-researched countries.

Design/methodology/approach

This special issue consists of five articles representing four countries and one country-cluster: Bangladesh, Bosnia and Herzegovina, Ethiopia, Korea and the English-speaking Caribbean. Three of the contributions are focused on gender diversity, while the remaining two are more general descriptions of diversity challenges and policies in the respective countries (namely, Bosnia and Herzegovina, and the English-speaking Caribbean).

Findings

In addition to providing an overview of this issue’s articles, this paper highlights developments and current themes in country-specific equality and diversity scholarship. In particular, drawing on the special issue’s five papers, and building on the main threads that weave the special issue together, the authors show both the relevance of (some) western theories while also pointing to the need for reformulation of others.

Research limitations/implications

The authors conclude with a call to further explore under-researched contexts and especially to develop locally relevant, culture-sensitive theoretical frameworks.

Originality/value

How do smaller and less developed countries experience equality and diversity concepts? How are their approaches different from those experienced in already researched countries, or, on the contrary, what commonalities can be found found among them? How do theoretical frameworks originated in the West apply (or not) in these less studied countries? Are new, locally grounded frameworks needed to better capture the developments at play? Such are questions addressed by the contributions to this special issue.

Exploring Women's Multi-Level Career Prospects in Pakistan: Barriers, Interventions, and Outcomes

Utilizing the relational framework of diversity management and social role theory, this exploratory study illuminates the career prospects of women working in the patriarchal society of Pakistan. With the help of Nvivo 12 Plus, themes were generated based on 27 in depth, semi-structured interviews. The findings showed an interrelated web of factors interacting at three levels; macro, meso, and micro; that were explained on the premises of the social role theory. Major impediments to women’s career progress were religious interpretations, socio-cultural factors and Sifarish (i.e., favoritism/nepotism) at the macro-level. At the meso-level, the barriers involved segregation, discrimination, harassment, and lack of work-family balance initiatives at the workplace. The micro-level obstacles involved personal values and needs, queen bee syndrome and a lack of awareness. The experiences of Pakistani women varied based on socio-economic status, marriage, religion and various aspects of individual identity, that intersected with gender and accordingly affected their career outcomes either positively or negatively. Therefore, the study also contributes to the emergent area of intersectional studies which posits that individuals experience various facets of identity concurrently and that these factors do not operate separately but are interrelated and interact. Moreover, the study also highlights the interventions for creating gender parity like clarification of Islamic guidelines, strict accountability of workplace policies, and the provision of work-family balance support. The outcomes highlighted by the respondents included happiness, confidence, agency, and improved quality of life. The paper concludes with implications for theory and practice, limitations, and future research avenues.

Exploring the Boundaries of Diversity and Inclusion in Human Resource Development

This article reviews literature focused on diversity and inclusion in human resource development (HRD) journals. A focused analysis of articles published from 2010 to the present reveals shifting conceptualizations of diversity inside and outside the Academy of Human Resource Development. This integrative review summarizes the types of diversity articles presented and captures the frameworks, approaches, and foci of current diversity and inclusion research. The influence of social cognitive psychology becomes apparent, as the awareness of multiple identities and experiences becomes central to teaching and learning how to value diversity. The findings also suggest that research and practice in the context of marginalized communities, and non-Western countries, is crucial to broadening the scope of diversity and inclusion in both dominant and nondominant cultures. After categorizing the articles, a discussion of recent theories, pedagogy, and utility follows. The review concludes with a discussion of practice and research implications.

Employee resource groups as learning communities

Purpose

The purpose of this paper is to explore the role of employee resource groups (ERGs) in a multi-national, for-profit corporation. The paper focuses on how ERGs facilitate learning.

Design/methodology/approach

A qualitative case study approach was used to examine six social identity based ERGs in one multi-national for-profit organization headquartered in the USA.

Findings

The study found that ERGs facilitate learning and development activities in order to support their membership. ERGs, operating as communities of practice, also engaged in informal learning opportunities that were designed to shift perspectives of non-members and executive-level leaders in the organization.

Originality/value

There is a growing body of literature on ERGs across organizations and higher education that examine how these groups engage in activism, advocacy, recruitment, retention and education. This study examines the processes by which these groups facilitate learning and development activities and the benefits perceived by the membership. The paper provides value to human resources professionals and others who are interested in how ERGs function as learning communities and outcomes the membership perceive as most important.

Gender equality in employment in Saudi Arabia: a relational perspective

Purpose

The purpose of this paper is to examine gender inequality in Saudi Arabia by using a relational perspective that takes into account the interrelated nature of the multilevel factors that influence this phenomenon.

Design/methodology/approach

A total of 21 in-depth interviews with female employees in Saudi Arabia were conducted and analysed using a thematic analysis.

Findings

The findings show how the interplay of factors on macro, meso and micro levels influences equal opportunities for women in Saudi Arabia, such as religio-cultural factors, the social power ofwasta, the notions of female modesty and family honour and issues related to gender segregation, discrimination and harassment at work. Moreover, Saudi women’s experiences are varied on the basis of social class, family status and other dimensions of individual identity, adding to a growing body of intersectional research. The paper highlights the role of male guardianship system as well as the intersection of gender and class in pushing gender equality forward.

Originality/value

This study stresses the interrelated nature of the multilevel factors that affect gender equality and highlights the important role of individual agency and resilience.

Managing Chinese diverse workforce: toward a theory of organizational inclusion

Purpose

This paper aims to apply and integrate the existing literature of inclusion to develop a multi-level theory of organizational inclusion for the more and more diverse workforce.

Design/methodology/approach

This paper first analyzes the issue of workforce diversity in China, and then reviews the concept of organizational inclusion. After that, this paper develops a multi-level model of organizational inclusion catering to Chinese diversity issue.

Findings

This paper outlines a series of propositions on how organizational, group, interpersonal and individual factors affect inclusion at both organizational and individual levels, and the consequences of inclusion in the workplace.

Originality/value

This paper is the first research to discuss the inclusion management in Chinese context. This paper proposes a multi-level theoretical model of organizational inclusion to guide empirical studies on the integration of the diversity in workplace in China.

The role of servant leadership in fostering inclusive organizations

Purpose

The purpose of this paper is to provide an integrative framework of servant leadership and employees’ perception of inclusion. The authors argue that servant leadership embodies an inclusive leadership philosophy that is in a position to facilitate feelings of belongingness and uniqueness among diverse employees.

Design/methodology/approach

A theoretical model capturing the effect of servant leadership in shaping climates for inclusion, is developed. The authors elaborate on research streams focussing on climates for inclusion, and examine servant leadership as a potential predictor of inclusion. In this respect, the authors posit that inclusive practices mediate the servant leadership and inclusion relationship, while leaders’ inclusiveness beliefs moderate the servant leadership and inclusive practices relationship.

Findings

The model introduces mediating mechanisms that intervene in the indirect relationship between servant leadership and climates for inclusion. In so doing, the authors seek to identify how organizational practices supported through servant leadership behaviors address employee needs for belongingness and uniqueness. The model predicts multi-level beneficial outcomes for social identity groups.

Practical implications

The paper identifies a bundle of organizational practices facilitating employees’ perceptions of inclusion, by placing an emphasis on how servant leaders can enact and implement practices in view of attaining inclusiveness pursuits.

Social implications

Servant leadership is inclusive by empowering diverse employees and fostering equitable and more humane workplaces, as well as by being more sensitive to various societal expectations.

Originality/value

The paper is intended to explore precisely how servant leadership can help inclusive ideals to thrive in diverse work environments.