Diversity and Inclusion Management: A Focus on Employee Engagement (original) (raw)
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Being inclusive boosts impact of diversity practices on employee engagement
Management Research: Journal of the Iberoamerican Academy of Management, 2021
Purpose This study aims to analyse the relationship between diversity practices and employee engagement in the specific context of a telecommunications company. Design/methodology/approach Using simple and multiple linear regressions, the authors test the mediating effect of the perception of inclusion and the moderating role of inclusive leadership, as well as whether this style of leadership promotes the perception of inclusion among employees. Findings The results are based on a sample of 238 responses and show that a positive correlation exists between the perception of diversity practices and engagement which is mediated by the perception of inclusion. However, inclusive leadership fails to moderate this relationship, although it does positively influence employees’ perception of inclusion. Practical implications The study emphasises: the importance of employees’ perceptions of diversity and inclusion as a strategic priority of their organisations and the importance of its embe...
THE EFFECTS OF DIVERSITY AND INCLUSION ON EMPLOYEE ENGAGEMENT JOB SATISFACTION AND RETENTION RATES
THE EFFECTS OF DIVERSITY AND INCLUSION ON EMPLOYEE ENGAGEMENT JOB SATISFACTION AND RETENTION RATES, 2023
In the current business landscape, it is critical for organizations to prioritize employee engagement and retention in order to thrive amidst stiff competition and a workforce that is becoming increasingly diverse. It is therefore crucial for companies to recognize the importance of retaining their employees and keeping them engaged if they are to achieve success. With this objective in mind, a comprehensive analysis has been conducted on the diversity and inclusion strategies implemented across various organizational contexts. The primary objective of this research is to broaden the current understanding of diversity and inclusion by producing substantial evidence that highlights the impact of such initiatives on crucial employee outcomes. The researcher used a qualitative method to explore intricate social phenomena by gathering and analyzing rich contextual information. Investigating how diversity and inclusion effects employee engagement, job satisfaction, and retention rates. The used Phenomenological Research Design where the researcher is allowed for an in-depth exploration of individual subjective experiences. Lastly, Thematic analysis was used to classify and scrutinize intricate datasets. The result highlighted several key themes, including perception of being diverse and Inclusive, promoting a diverse and Inclusive for enriched employee engagement and organizational success, value of diverse and inclusive for lasting job satisfaction, and Inclusive workplace culture. These factors have a positive impact on the employee engagement, satisfaction, and retention rates. Resulting in an improved work environment and superior organizational achievements. Keywords: diversity, inclusion, employee engagement, job satisfaction, retention rate
Exploring the Relationship between Workforce Diversity, Inclusion and Employee Engagement
Drishtikon: A Management Journal, 2018
The aim of this paper is to analyze the relationship between workplace inclusion (WI) and employee engagement (EE) and the effect of workplace diversity, managerial support and trust in leader on workplace inclusion. The study has used a survey to collect data from employees working in the private telecom companies in India, using a structured questionnaire (n=383) of National Capital Region (NCR), India. To identify the factors which determine workplace inclusion and employee engagement multiple regression model has been used and further, Karl Pearson correlation has been used to establish the correlation between variables.This paper found three factors which determined workplace inclusion: workforce diversity; managerial support, and trust in leader. The results point out that the workforce diversity has a significant positive relationship with workplace inclusion (β= 0.20, p<0.05), managerial support on workplace inclusion (β= 0.18, p<0.05), trust in the leader on workplace inclusion (β= 0.28, p<0.05). Similarly, there is also positive and significant effect of trust in leader on workplace inclusion (β= 0.17, p<0.05) and finally, workplace inclusion also effects positively and significantly on employee engagement (β= 0.29, p<0.05). Study on inclusive work place and employee engagement is critical as it provides an understanding that how organizations can encourage and facilitate the full participation of employees. This study also provides practical interventions for human resource development professionals to assist individuals and organisations towards increasing more workplace inclusion and more employee engagement.
The role of diversity practices and inclusion in promoting trust and employee engagement
This paper investigates the association of diversity practices with an important aspect of workplace well-being, engagement. It was hypothesized that this association would be mediated by trust climate, and that this mediation relationship would be stronger when employees experienced feelings of inclusion in the workplace. Using a sample of 4,597 health sector employees, results indicated that diversity practices are associated with a trusting climate that, in turn, is positively related to employee engagement. Furthermore, the relationship between diversity practices and trust climate was moderated by inclusion. Theoretical and practical implications of the study are discussed along with recommendations for future research.
Design Engineering, 2021
Abstract: Employees are the most important resources for any organisation .With the development of new technology and techniques, organization are growing day by day. People can freely move from one organisation to another organisation, not only within the country but in the whole world too. Workforce Diversity and employee engagement are the two facets of same coin. As when we deal with the engagement of employees, we also have to face the challenges of diverse workforce. Objective of the Study: The main objective is to study the concept of Employee engagement and workforce diversity in detail and also discuss factors that are affected by engagement and workforce diversity. The researcher will identify various components or dimensions of Employee Engagement and workforce diversity. Benefits of workforce diversity and employee engagement are also discussed. Research Methodology: The methodology used by the author is qualitative and various secondary sources of collecting data like papers from various Journals are collected and only selected papers are used for collecting information. Findings: The study tries to explore the concept of workforce diversity as well as employee engagement and also throws light on key dimensions of workforce diversity and employee engagement by analyzing specifically five dimensions namely age, gender, religion, ethnicity, marital status and educational background of workforce diversity. This study will also find the impact of these dimensions on the performance of the workplace and wellbeing of the diverse workforce at workplace. Conclusion: Finally researcher has come to know about the most studied dimensions of diversity and employee engagement Proper workforce diversity management improves engagement of employees that results in better growth , prosperity of the organization and engaged employees are more satisfied, healthy and productive employees. Keywords: Diversity, Cultural Diversity, Workforce Diversity, Employee Engagement, Employee Performance
Diversity and inclusion depend on effective engagement
Human Resource Management International Digest, 2015
Purpose – Highlights some of the things that can be done to ensure that organizations embed diversity and inclusion. Design/methodology/approach – Considers the need for effective engagement, the importance of performance indicators for diversity and inclusion and the key role of sharing stories. Discusses, too, how critical race theory could help to bring about improvements. Findings – Advances the view that a transformational process that supports employees with the knowledge and sustainable skills needed to improve business performance via ethical means will form a significant part of future-proofing organizations. Practical implications – Argues that, to achieve this organizations have to drive home the message that diversity and inclusion are everyone’s business. Social implications – Advances the view that a unified approach to diversity and inclusion, which is embedded in the business ethics of the organization, can have a sustainable positive impact on the health and well-be...
Sustainability
The frequent world changes raised by globalization, new technology development, and the increase in migration movements have generated an immensely diversified workforce. To face these challenges, managers started to seek the best strategies to effectively run this mixed environment and implement the leading diversity management policies for human resource management sustainability, which is also considered as very constructive in boosting employees’ performance, motivation, satisfaction, as well as their work engagement. Consistently, this paper examines the impact of service companies’ diversity management systems on employees’ engagement and the moderating role of organizational trust and job insecurity in that relationship. As we opted for a quantitative study, we managed a survey based on a questionnaire dedicated to 580 employees working in Hungarian companies, specializing in Marketing, Management consulting, IT, and logistics services, to effectively assess the hypothesis co...
Employees Diversity and Inclusion: A Paradigm Shift in Organizational Management
2016
Organizations in today’s global economic arrangement are experiencing increasing changes in the composition of their workforce. Overt and hidden characteristics ranging from surface level to deep level diversity of organizational members are common features of global organizations. Thus, organizations today are faced with the challenges of managing these diverse workgroups. Therefore, this paper sheds light on the concepts of diversity and inclusion as emerging philosophy in global management practice. It aims at providing empirical evidence of the benefits of diversity and inclusion as emerging management concepts as well as the challenges inherent in creating and managing an integrated workforce.
Purpose The purpose of the study is to examine the brunt of employee involvement on the relationship of workforce diversity and employees’ group performance. Model The present paper seeks to find the relationship of workforce diversity (IV) and group performance of employees (DV). Furthermore, the paper aims to investigate the influence of employee involvement (Mod) on this the proposed model. Methodolog/Limitations The current paper is a conceptual research work conducted through secondary data only. Future studies may be undertaken to empirically test this model. Findings The paper throws light and put forwards certain evidences based on extensive literature review on the significance of employee involvement on group performance of employees. The authors find a positive relationship among proposed variables. Managerial Implications This paper provides insights to management to use the platinum rule “treat others as they want to be treated rather the golden rule “treat others as you wanted to be treated” in order to enhance the group and organizational performance.