Skip to main content
SpringerLink
Log in

The Circle of Inclusion: From Illusion to Reality

  • Chapter
  • First Online:
Shaping Inclusive Workplaces Through Social Dialogue

Part of the book series: Industrial Relations & Conflict Management ((IRCM))

Abstract

Societies, labor markets, and work relationships face fast changes, and several dynamics are shaping a new landscape which includes workers with diverse cultures and backgrounds. However, if changes are not managed well, they might be perceived as chaotic, and the results might be different from those expected. Walking through the Circle of Inclusion, we are going to highlight how the organizational change for inclusion might be fostered through Social Dialogue, pointing out the role played by all the actors involved, such as HRM, supervisors, unions and work councils. Moreover, the chapter discusses how inclusion contributes to build a business case for diversity, and the role that it plays in promoting sustainable organizations and societies.

This work was funded by the Spanish Ministry of Economy and Competitiveness (MINECO/FEDER), grant reference n. PSI2015-64894-P.

This is a preview of subscription content, log in via an institution to check access.

Access this chapter

Log in via an institution
Chapter
USD 29.95
Price excludes VAT (USA)
  • Available as PDF
  • Read on any device
  • Instant download
  • Own it forever
eBook
USD 84.99
Price excludes VAT (USA)
  • Available as EPUB and PDF
  • Read on any device
  • Instant download
  • Own it forever
Softcover Book
USD 109.99
Price excludes VAT (USA)
  • Compact, lightweight edition
  • Dispatched in 3 to 5 business days
  • Free shipping worldwide - see info
Hardcover Book
USD 109.99
Price excludes VAT (USA)
  • Durable hardcover edition
  • Dispatched in 3 to 5 business days
  • Free shipping worldwide - see info

Tax calculation will be finalised at checkout

Purchases are for personal use only

Institutional subscriptions

References

  • Adams, E. M., Cahill, B. J., & Ackerlinda, S. J. (2005). A qualitative study of Latino lesbian and gay youths’ experiences with discrimination and the career development process. Journal of Vocational Behavior, 66, 199–218.

    Article  Google Scholar 

  • Bendick, M., Jr., & Egan, M. (2010). The business case for diversity and the perverse practice of matching employees to customers. Personnel Review, 39, 468–486.

    Article  Google Scholar 

  • Bourke, J., Garr, S., van Berkel, A., & Wong, J. (2017). Diversity and inclusion. The reality gap. In Deloitte (Eds.), Rewriting the rules for the digital age 2017. Deloitte Global Human Capital Trends (pp. 105–116). Brussel: Deloitte University Press.

    Google Scholar 

  • Butz, D. A., & Plant, E. A. (2009). Prejudice control and interracial relations: The role of motivation to respond without prejudice. Journal of Personality, 77, 1311–1342.

    Article  PubMed  Google Scholar 

  • Catalyst. (2011, June). The bottom line: Corporate performance and women’s representation on boards (2004–2008). Retrieved from www.catalyst.org.

  • Cocchiara, F. K., Bell, M. P., & Casper, W. J. (2016). Sounding “different”: The role of sociolinguistic cues in evaluating job candidates. Human Resource Management, 55, 463–477.

    Article  Google Scholar 

  • Cortina, L. M. (2008). Unseen injustice: Incivility as modern discrimination in organizations. Academy of Management Review, 33, 55–75.

    Article  Google Scholar 

  • Cumming. T. G., & Worley, C. G. (2014). Organization development and change (10th ed.). Stamford: Cengage Learning.

    Google Scholar 

  • Davies, E., & Jenkis, A. (2013). The work-to-retirement transition of academic staff: attitudes and experiences. Employee Relations, 35, 322–338.

    Article  Google Scholar 

  • D’Cruz, P. (2014). Workplace bullying in India. London: Routledge.

    Google Scholar 

  • D’Cruz, P., & Noronha, E. (2010). The exit coping response to workplace bullying: The contribution of inclusivist and exclusivist HRM strategies. Employee Relations, 32(2), 102–120.

    Article  Google Scholar 

  • DeNisi, A. S., & Murphy, K. R. (2017). Performance appraisal and performance management: 100 Years of progress? Journal of Applied Psychology, 102, 421–433.

    Article  PubMed  Google Scholar 

  • Dobbin, F., & Kalev, A. (2016). Why diversity programs fail. Harvard Business Review, 52–60 (July–August issue).

    Google Scholar 

  • Euwema, M. C., García, A. B., Munduate, L., Elgoibar, P., & Pender, E. (2015a). Employee representatives in European organizations. In M. Euwema, L. Munduate, P. Elgoibar, E. Pender, & A. B. García (Eds.), Promoting social dialogue in European organizations (pp. 1–17). The Netherlands: Springer International.

    Google Scholar 

  • Euwema, M. C., Munduate, L., Elgoibar, P., Pender, E., & García, A. B. (Eds.). (2015b). Promoting social dialogue in European organizations. The Netherlands: Springer International.

    Google Scholar 

  • Feild, H. S., & Holley, W. H. (1982). The relationship of performance appraisal system characteristics to verdicts in selected employment discrimination cases. Academy of Management Journal, 25, 392–406.

    Article  Google Scholar 

  • Fiol, C. M., Pratt, M. G., & O’Connor, E. J. (2009). Managing intractable identity conflicts. Academy of Management Review, 34, 32–55.

    Article  Google Scholar 

  • Harrison, D. A., Kravitz, D. A., Mayer, D. M., Leslie, L. M., & Lev-Arey, D. (2006). Understanding attitudes toward affirmative action programs in employment: Summary and meta-analysis of 35 years of research. Journal of Applied Psychology, 91, 1013–1036.

    Google Scholar 

  • Hebl, M. R., Bigazzi, J., Mannix, L. M., & Dovidio, J. F. (2002). Formal and interpersonal discrimination: A field study of bias toward homosexual applicants. Personality and Social Psychology Bulletin, 28, 815–825.

    Article  Google Scholar 

  • Hafer, C. L., & Bègue, L. (2005). Experimental research on just-world theory: Problems, developments, and future challenges. Psychological Bulletin, 131, 128–167.

    Article  PubMed  Google Scholar 

  • Hernandez, M., Avery, D. R., Tonidandel, S., Hebl, M. R., Smith, A. N., & McKay, P. F. (2016). The role of proximal social context: Assessing stigma-by-association effects on leader appraisals. Journal of Applied Psychology, 101, 68–85.

    Article  PubMed  Google Scholar 

  • Hicks-Clarke, D., & Iles, P. (2000). Climate for diversity and its effects on career and organizational attitudes and perceptions. Personnel Review, 29, 324–345.

    Article  Google Scholar 

  • Hogg, M. A., & Terry, D. J. (Eds.). (2014). Social identity processes in organizational contexts. Hove, UK: Psychology Press.

    Google Scholar 

  • ILO. (2016). Promoting diversity and inclusion through workplace adjustments a practical guide. Geneva: International Labour Organization.

    Google Scholar 

  • ILO. (2017a, April 7th). ILO says social dialogue key to shaping the future of work we want. Retrieved from http://www.ilo.org/global/about-the-ilo/newsroom/news/WCMS_550238/lang–en/index.htm.

  • ILO. (2017b). World employment social outlook. Trends 2017. Geneva: International Labour Organization.

    Google Scholar 

  • Kalinoski, Z. T., Steele-Johnson, D., Peyton, E. J., Leas, K. A., Steinke, J., & Bowling, N. A. (2013). A meta-analytic evaluation of diversity training outcomes. Journal of Organizational Behavior, 34, 1076–1104.

    Article  Google Scholar 

  • Karp, T., & Helgø, T. I. T. (2009). Reality revisited: leading people in chaotic change. Journal of Management Development, 28, 81–93.

    Article  Google Scholar 

  • Katz, L. F., & Krueger, A. B. (2016). The rise and nature of alternative work arrangements in the United States, 1995–2015. Working Paper No. 22667, The National Bureau of Economic Research.

    Google Scholar 

  • Kiefer, T., & Briener, R. B. (1998). Managing retirement—rethinking links between individual and organization. European Journal of Work and Organizational Psychology, 7, 373–390.

    Article  Google Scholar 

  • Lee, M. D., Zikic, J., Noh, S., & Sargent, L. (2016). Human Resources approaches to retirement: gatekeeping, improvising, orchestrating, and partnering. Human Resource Management, 1–23. doi:10.1002/hrm.21775.

  • Lerner, M. J. (1980). The belief in a just world: A fundamental delusion. New York: Plenum Press.

    Book  Google Scholar 

  • Lerner, M. J., & Miller, D. T. (1978). Just world research and the attribution process: Looking back and ahead. Psychological Bulletin, 85, 1030–1051.

    Article  Google Scholar 

  • Lewicki, R., Elgoibar, P., & Euwema, M. (2016). The tree of trust: Building and repairing trust in organizations. In P. Elgoibar, M. Euwema, & L. Munduate (Eds.), Building trust and constructive conflict management inorganizations (pp. 93-117). The Netherlands: Springer International.

    Google Scholar 

  • McBride, A., Hebson, G., & Holgate, J. (2015). Intersectionality: are we taking enough notice in the field of work and employment relations? Work, Employment & Society, 29, 331–341.

    Article  Google Scholar 

  • Miller, C. S., Kaspin, J. A., & Schuster, M. H. (1990). The Impact of performance appraisal methods on age discrimination in employment act cases. Personnel Psychology, 43, 555–578.

    Article  Google Scholar 

  • Nelissen, P. T. J. H., Hülsheger, U. R., van Ruitenbeek, G. M. C., & Zijlstra, F. R. H. (2016). How and when stereotypes relate to inclusive behavior toward people with disabilities. The International Journal of Human Resource Management, 27, 1610–1625.

    Article  Google Scholar 

  • Noon, M. (2010). The shackled runner: Time to rethink positive discrimination? Work, Employment & Society, 24, 728–739.

    Article  Google Scholar 

  • Munduate, L., Euwema, M., & Elgoibar, P. (2012). Ten steps for empowering employee representatives in the new European industrial relations. Madrid: McGraw-Hill.

    Google Scholar 

  • Ossenkop, C., Vinkenburg, C. J., Jansen, P. G. W., & Ghorashi, H. (2015). Ethnic diversity and social capital in upward mobility systems. Problematizing the permeability of intra-organizational career boundaries. Career Development International, 20, 539–558.

    Article  Google Scholar 

  • Ramarajan, L., Bezrukova, K., Jehn, K. A., & Euwema, M. (2011). From the outside in: The negative spillover effects of boundary spanners’ relations with members of other organizations. Journal of Organizational Behavior, 32, 886–905.

    Google Scholar 

  • Rink, F. A., & Jehn, K. A. (2010). Divided we fall, or united we stand? The Psychology of Social and Cultural Diversity, 281–296.

    Google Scholar 

  • Rynes, S. L., Gerhart, B., & Parks, L. (2005). Personnel psychology: Performance evaluation and pay for performance. Annual Review of Psychology, 56, 571–600.

    Article  PubMed  Google Scholar 

  • Sargeant, M., Radevich-Katsaroumpa, E., & Innesti, A. (2016). Disability quotas: Past or future policy? Economic and Industrial Democracy, 1–18. doi:10.1177/0143831X16639655.

  • Van Der Heijde, C. M., & Van Der Heijden, B. I. J. M. (2006). A competence-based and multidimensional operationalization and measurement of employability. Human Resource Management 45 (3), 449–476.

    Google Scholar 

  • Villanueva-Flores, M., Valle-Cabrera, R., & Bornay-Barrachina, M. (2014). Career development and individuals with physical disabilities. Career Development International, 19, 222–243.

    Article  Google Scholar 

  • Wiersema, M. & Mors, L. (2016, November 14). What board directors really think of gender quotas. Harvard Business Review, 1–6 (November issue).

    Google Scholar 

Download references

Author information

Authors and Affiliations

  1. University of Seville, Seville, Spain

    Donatella Di Marco, Alicia Arenas & Lourdes Munduate

  2. KU Leuven, Louvain, Belgium

    Martin C. Euwema

Authors
  1. Donatella Di Marco
    View author publications

    You can also search for this author in PubMed Google Scholar

  2. Alicia Arenas
    View author publications

    You can also search for this author in PubMed Google Scholar

  3. Martin C. Euwema
    View author publications

    You can also search for this author in PubMed Google Scholar

  4. Lourdes Munduate
    View author publications

    You can also search for this author in PubMed Google Scholar

Corresponding author

Correspondence to Donatella Di Marco .

Editor information

Editors and Affiliations

  1. University of Seville, Seville, Spain

    Alicia Arenas

  2. University of Seville, Seville, Spain

    Donatella Di Marco

  3. University of Seville, Seville, Spain

    Lourdes Munduate

  4. KU Leuven, Leuven, Belgium

    Martin C. Euwema

Rights and permissions

Reprints and permissions

Copyright information

© 2017 Springer International Publishing AG

About this chapter

Cite this chapter

Di Marco, D., Arenas, A., Euwema, M.C., Munduate, L. (2017). The Circle of Inclusion: From Illusion to Reality . 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_18

Download citation

Publish with us

Policies and ethics

Search

Navigation