Shore et al. (2011)
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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").
- What phenomena (in and outside organizations) related to the established framework could be observed during the Covid-19 pandemic? (JoAn)
- Let's look again at the identity concept mentioned by Santos & Eisenhardt (2005), which essentially asks who the organization is. Moreover, they mention that the identity of the organization can also be a source of competitive strength that differentiates the organization from other organizations. The paper by Shore et al. (2011) mentions some positive effects of inclusion, such as job satisfaction, well-being, etc. Now, could it be that, in addition to the so-called positive effects, inclusion could also has negative effects on the organization as a whole, since the "special" identity that the organization had as a source of competitive strength could be partially lost through inclusion? (MiNi)
- According to the text uniqueness and belongingness are two main factors of inclusion. If both are high inclusion can be achieved. If both are low exlusion is presumably. But are the two only factors for inclusion or are there other factors as well? (LeTi)
- This article mentions many advantages in terms of inclusion and diversity in work groups. I wonder what are the limits of inclusion? (BaWe)
- In an inclusive climate, "everyone" (majority and minority members) should feel included and respected. How can this be created? What factors does this depend on? (KaWe)
- Inclusion in different industries: How can the framework presented in this article be applied to specific industries or contexts to develop effective inclusion strategies? (SaSt)
- What do you think would happen when there would be a change of boundaries in terms of making remuneration fully transparent? Would it lead to more inclusion? According to the text a fair environment is paramount. I think, maybe, it would lead to more exclusion first, but after some time it could foster inclusion. (BeFa)
- The text argues that inclusion can be achieved if the needs for belongingness and uniqueness of employees can be satisfied. Aren´t these factors kind of opposites? To feel belongingness to a group you identify with it often via similarities (imo). This would counteract the factor of uniqueness. So is belongingness to uniqueness a spectrum with (maybe) an optimal balance or can both be achieved at the same time? (PaHe)
- How can organizations ensure that their diversity and inclusion initiatives are sustainable and ongoing, rather than just "one-time achievements"? (AlWi)
- Which stakeholders besides employees are interested in the inclusion and diversity of companies? Why, for example, would an investor be interested - how would they benefit? (EvYü)
- How can organizations foster a culture of inclusion and diversity in work groups, and what potential benefits and challenges might arise from implementing such initiatives?(JoKa)
- In the paper it is argued that inclusion and diversiry are both important factors in shaping the group dynamics, but can these two concepts sometimes be in tension with one another? (for example an effort to promote diversity might lead to exclusion of other group member) (KaAk)
- What is the importance of inclusion and diversity in organizations in relation to change management, which is driven by demographic change and disruptive events such as climate change or global pandemics?
- It is mentioned that racial similarity is associate with reduced relationship conflicts. How can organizations reduce the conflicts, which arise from differences in culture, in diverse work groups? (MiMa)
- How did Covid-19 change diversity in organizations? As remote work got more more practical, wouldn't it be easier to assemble more diverse teams from all over the world? (NiGr)
- In more dynamic fields, such as network or project-based organizations (where teams come together for a limited amount of time) how can we foster inclusion when there is no fixed group in which one can be included? (EvSc)
- How can organizations effectively measure the impact of diversity and inclusion initatives on employee engagement, retention, and performance and what are the most effective metrics for assessing success? (AnHe)
