The Circle of Inclusion: From Illusion to Reality

Abstract

This book makes an important contribution towards understanding what it takes to build diverse and inclusive workplaces. Drawing on a wide range of theoretical and empirical research in the field of industrial relations and conflict management (sociology, business, law and psychology), it makes two important points regarding how to achieve inclusiveness. First, it acknowledges that discrimination-direct or indirect-may arise at any rime, during recruitment and selection, while assessing an employee's performance, while determining his or her remuneration or while preventing and addressing violence and harassment at work. Hence the need to embrace a cycle of inclusion approach which identifies and monitors each and every such stage, acknowledging their interconnection and mutually-reinforcing nature. Second, it rightly suggests that social dialogue, by fostering constructive and transparent relations between management, employees and trade unions, is key to advancing social innovation. Social dialogue-the authors contend-is not only a means to promote a change of attitudes and develop effective organizational responses, it is also the defining feature of a culture of diversity and inclusiveness at the workplace. Work patterns and work organization, which equally reflect and equally value the aspirations, talents and professional paths of a composite and varied workforce, need to empower workers of under-represented groups and provide the space for consultations and negotiations. Only through stronger representation and bargaining power will these groups be able to challenge and influence the reshaping of occupational structures and work culture and practices so as to make them socially inclusive. (PsycINFO Database Record (c) 2018 APA, all rights reserved)