Dobusch, L. (2014)

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Please insert questions regarding the text below. Remember to add an acronym with the first two letters of your first and family name respectively in brackets to your question (e.g., "HaMa" for "Hans Mayr").

  • Dobusch criticizes the concept of social exclusion for relying mainly on gainful employment for both inclusion efforts and exclusion. She describes that this makes members of society with limited gainful employment less valuable. How or what factors could be added to the concept so that these groups of people are not excluded? (JoAn)
  • Organizations striving for inclusion may unintentionally create exclusion. To be more inclusive, it's essential to identify existing or potential forms of exclusion. The organization should address and recognize these forms of exclusion in its policies and practices. One strategy would be to establish a working group that includes employees from different levels and departments to address diversity and inclusion issues. What other strategies could the organization implement to identify exclusion? (MiNi)
  • In the text it is mentioned that there is a continuum between inclusion and exclusion. Is it even possible to reach one of the two continuums? Is there a perfect amount of inclusion or exclusion? Or has every organization to choose their own perfect mix? (LeTi)
  • Dobusch points out that often issues phenomena of social inequalities are "individualised" as attributes to persons, organizations, teams etc. and structural aspects are not considered. Thus she advocates for a more critical approach and considerations of power relations. What are the blindspots of critical theories and how do we breach the gap between mere theory and praxis? (SiYo)
  • Organisations produce inclusion/exclusion by deciding on entry conditions. What influences these entry conditions? What impact do they have on society? (KaWe)
  • Do you think the type of organization or industry has an influence on the exclusion or inclusion of an organization? (SaSt)
  • Multiple inequalities relations can be found within organisations. How can this inequality be overcome? What effects does this have on the members? (BaWe)
  • How can organizations effectively balance the need to create inclusive environments that promote diversity and equity with the need to maintain a sense of organizational identity and culture, particularly in contexts where there may be conflicting values or interests? (PaHe)
  • How can organizations incorporate the perspectives of individuals from diverse cultural backgrounds into their decision-making processes to ensure that inclusivity efforts are effective and equitable? (AlWI)
  • What challenges do multinational cross-border companies face in implementing inclusion efforts, and what measures do they take to implement inclusion efforts? Furthermore, is it acceptable for there to be variations in corporate culture? (EvYü)
  • How can organizations effectively measure and assess the extent to which their inclusivity efforts are truly inclusive and not perpetuating exclusivity? (JoKa)
  • According to the text the excluded are usually marked as ‘deviant’ and the included as ‘normal’. But what does normal actually mean? And who – if any – defines it? (BeFa)
  • In the article the potential tension between the ideals of inclusivity and meritocracy is highlighted. How can organizations balance these competing priorities? (KaAk)
  • How can organizations ensure that they actively support a diverse workforce and adapt their working conditions to the needs and requirements of that workforce to create an inclusive work environment? (JaBo)
  • The article focuses on inclusion in whole organizations. I was wondering if there are certain parts in organizations in which inclusion is more difficult to implement than in others? For example, in the management of the organization (MiMa)
  • How could an organization measure its success in inclusion. Could there be a metric to monitor its progress? (NiGr)
  • Dobusch (2014) talks of inclusion and exclusion as being closely related, and mentions that whenever there is an attempt to be inclusive it will subsequentially have an excluding effect, for example when looking to hire more diverse people, potential employees who do not fit diversity criteria are "excluded". If this is the case, can there be a normative judgement on whether inclusion is "good" or "bad", or is it always relative? (EvSc)
  • What role do leadership and management practices play in creating and maintaining inclusive organizations? How can leaders ensure that their organizations are truly inclusive and avoid superficial efforts at inclusivity? (AnHe)

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