Abstract
This introductory chapter shows the way the handbook explores whether and how organizations can be transformed so as to promote equity, voice, participation and empowerment in the workplace. In doing so we examine the role that Social Dialogue can play in encouraging organizational change for inclusion. In this chapter, we propose that shaping inclusive workplaces requires a sustainable change and constant adjustment. In the path towards inclusive organizations, Human Resource managers are key change agents of the continuous change needed. We propose the Circle of Inclusion as the model to outline inclusive organizations. From a holistic approach, this model covers the main HRM strategies showing how to develop good practices taking into account different organizational and national contexts. Thus, an initial step towards creating more and better work for all is to address these inequalities through the whole HRM system, giving voice and participation through Social Dialogue, in order to achieve the successful continuous change needed.
Diversity is inviting people to the party whereas inclusion is asking them to dance, as they are able. (Emily Hickey, Vanderbilt University)
This work was funded by the Spanish Ministry of Economy and Competitiveness (MINECO/FEDER),grant reference n. PSI2015-64894-P.
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Arenas, A., Di Marco, D., Munduate, L., Euwema, M.C. (2017). Dialogue for Inclusion: When Managing Diversity Is not Enough . In: Arenas, A., Di Marco, D., Munduate, L., Euwema, M. (eds) Shaping Inclusive Workplaces Through Social Dialogue. Industrial Relations & Conflict Management. Springer, Cham. https://doi.org/10.1007/978-3-319-66393-7_1
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