Striving for Inclusion of Diverse Employees: How Important is the Context?

IF 1.4 Q3 MANAGEMENT
Zunaira Saqib, Mariam Khan
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引用次数: 4

Abstract

Organisations are making efforts to enhance diversity and become inclusive, yet there is little agreement on what leads an organisation to become inclusive. This article explores how organisations become inclusive through certain policies, practices, and behaviours. We conducted this study on a multinational subsidiary based in Pakistan with its parent company headquartered in Europe. Single case study methodology was used along with semi-structured interviews to gather in-depth data. Our findings suggest that inclusive organisations and inclusion can be considered relative concepts based on the context. An effort to find standardised policies, practices and behaviours to create inclusive organisations may not be possible. Organisations may be considered inclusive in the context that they operate in. The study strongly demonstrates the need to further refine the concept of inclusive organisations especially in light of societal context. The study serves as a valuable point of discussion in understanding how local operating context is balanced with international transfer of human resource (HR) practices. Our study contributes to diversity and inclusion literature through discussing behavioural and procedural elements that contribute towards building an inclusive workplace in a non-western context.
努力包容多元化员工:环境有多重要?
组织正在努力增强多样性和包容性,但对于如何使组织变得具有包容性,几乎没有达成一致意见。本文探讨了组织如何通过某些政策、实践和行为变得具有包容性。我们对一家总部设在巴基斯坦的跨国子公司进行了这项研究,其母公司总部设在欧洲。采用单案例研究方法和半结构化访谈来收集深度数据。我们的研究结果表明,包容性组织和包容性可以被认为是基于上下文的相关概念。寻找标准化政策、实践和行为来创建包容性组织的努力可能是不可能的。组织在其运作的环境中可能被认为具有包容性。该研究强烈表明,需要进一步完善包容性组织的概念,特别是在社会背景下。该研究为理解如何平衡当地运营环境与人力资源(HR)实践的国际转移提供了有价值的讨论点。我们的研究通过讨论有助于在非西方背景下建立包容性工作场所的行为和程序因素,为多样性和包容性文献做出了贡献。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
CiteScore
2.30
自引率
23.50%
发文量
29
期刊介绍: South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.
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