Equality, Diversity, and Inclusion at Work: Drivers, Initiatives, and the Future

工作中的平等、多元化和包容性：驱动因素、举措和未来

• 批准号: ES/M002616/1
• 负责人: Yves Guillaume
• 金额: $ 3.86万
• 依托单位: Aston University
• 依托单位国家: 英国
• 项目类别: Research Grant
• 财政年份: 2014
• 资助国家: 英国
• 起止时间: 2014 至 无数据
• 项目状态: 已结题
• 来源: https://gtr.ukri.org/projects?ref=ES%2FM002616%2F1
• 关键词: Equality; Diversity; Inclusion; Work; Drivers

Equality, diversity, and inclusion (relating to concerns such as age, disability, marital status/civil partnership, maternity/pregnancy, race, religion/belief, sex, sexual orientation, and transgender status; henceforward EDI) are moving up on the agenda of organisations. Even so, inequality, discrimination, and unfair treatment still exist in the workplace (Greene & Kirton, 2010). This poses a particular challenge to public sector organisations which must now, as a result of new legislation, have 'due regard to the need to eliminate unlawful discrimination, advance equality of opportunity and foster good relations' (Equality Act 2010). This is also relevant to organisations in the private sector which in recent years have become more concerned with embedding EDI in the workplace, be it in the hope of harnessing EDI for organisational effectiveness and innovation or simply to avoid costs and damaged reputation resulting from lost discrimination lawsuits (Ely & Thomas, 2001).Factors impeding the successful implementation of EDI initiatives in the workplace are manifold. Research suggests that progress has been slow because there is little critical reflection about what drives these initiatives, overlooking that the key actors, such as employers, equality bodies, unions, and disadvantaged demographic groups, often have different standpoints and influence in shaping the agenda on EDI at work (Greene & Kirton, 2010; Noon, 2007; Özbilgin & Tatli, 2011). Other research points to inclusive findings across studies assessing the effectiveness of EDI initiatives (Avery & McKay, 2010; Guillaume et al., 2013; King et al., 2010, van Knippenberg et al., 2013). Moreover, there is evidence that what works in one context (e.g., country, industry, organisational type) and at a particular level (e.g., individual, team, and organisation) might not in another (Joshi et al., 2011). Adopting a mixed-method approach and scrutinising a novel multi-level framework which integrates knowledge drawn from Work and Organisational Psychologists, Organisational Behaviour, Human Resource Management, and other social sciences and humanities in innovative ways (Guillaume et al., 2014), the seminar series will give voice to the key actors in the field of EDI at work and offer a platform for critical exploration of their standpoints and rigorous investigation into the conditions of and reasons for success and failure of EDI initiatives in the workplace at different levels of analysis and across a range of settings. In line with this framework and the extant literature on EDI at work (King et al., 2012; Nishii & Mayer, 2009; Shen et al., 2009; Özbilgin & Tatli, 2011; Otaye, 2013; Shore et al., 2011), the seminar series will critically reflect about the drivers of EDI initiatives at work, such as the legal, moral, and business case and their implications for embedding EDI at work (Seminar 1). There will also be a rigorous investigation into the role of organisational strategy, policies, climate, culture (Seminar 2), EDI practices, such as selection, assessment, pay, promotion, and training (Seminar 3), and leadership (Seminar 4) in embedding EDI in the workplace. Moreover, methods to evaluate the impact of these initiatives will be critically explored (Seminar 5). Future trends and challenges as well as ways forward to address these will also be identified by instigating a dialogue with and between the key actors in the field of EDI at work during an 'unconference', an innovative format where the participants set the agenda (Seminar 6), and a panel discussion with 'Question Time' (Seminar 7). We intend to disseminate the results of the seminar series in high impact publications, facilitate the development of early career researchers, apply for further national and European funding, and build a network of EDI specialists that exchanges and co-produces impactful knowledge and solutions in the field of EDI at work.

平等、多样性和包容性(涉及诸如年龄、残疾、婚姻状况/民事伙伴关系、孕产/怀孕、种族、宗教/信仰、性、性取向和变性人地位等问题；此后的电子数据交换)正在提上各组织的议程。即便如此，工作场所仍然存在不平等、歧视和不公平待遇(Greene&Kirton，2010)。这对公共部门组织提出了特别的挑战，由于新的立法，公共部门组织现在必须“适当考虑消除非法歧视、促进机会平等和促进良好关系的必要性”(2010年“平等法”)。这也与私营部门的组织有关，这些组织近年来更加关注在工作场所嵌入电子数据交换，无论是希望利用电子数据交换实现组织效率和创新，还是仅仅为了避免因失去歧视而造成的成本和声誉损害(Ely&Thomas，2001)。阻碍在工作场所成功实施电子数据交换举措的因素是多方面的。研究表明，进展缓慢，因为几乎没有批判性地反思这些举措的驱动因素，忽视了关键行为者，如雇主、平等机构、工会和弱势人口群体，在制定关于工作中的电子数据交换的议程方面往往有不同的立场和影响力(Greene&Kirton，2010年；Noon，2007年；Özbilgin&Tatli，2011年)。其他研究指出了评估EDI倡议有效性的研究的包容性结果(Avery&McKay，2010；Guillaume等人，2013；King等人，2010，van Knippenberg等人，2013)。此外，有证据表明，在一种情况下(例如，国家、行业、组织类型)和在特定级别(例如，个人、团队和组织)有效的东西在另一种情况下可能不适用(Joshi等人，2011年)。该系列研讨会采用混合方法，并仔细审查了一个新颖的多层次框架，该框架以创新的方式整合了来自工作和组织心理学家、组织行为学、人力资源管理和其他社会科学和人文科学的知识(Guillaume等人，2014年)，研讨会系列将向工作中电子数据交换领域的关键参与者发出声音，并提供一个平台，供他们在不同分析水平和各种环境下批判性地探索他们的观点，并严格调查工作场所电子数据交换举措成功和失败的条件和原因。根据这一框架和关于EDI在工作中的现有文献(King等人，2012年；Nishii&Mayer，2009；Shenen等人，2009；Özbilgin&Tatli，2011；Otaye，2013；Shore等人，2011)，研讨会系列将批判性地反思EDI倡议在工作中的驱动因素，如法律、道德和商业案例及其对在工作中嵌入EDI的影响(研讨会1)。此外，还将对组织战略、政策、气候、文化(研讨会2)、电子数据交换实践，如选拔、评估、薪酬、晋升和培训(研讨会3)和领导力(研讨会4)在将电子数据交换嵌入工作场所方面的作用进行严格的调查。此外，还将认真探讨评估这些举措影响的方法(研讨会5)。还将确定未来的趋势和挑战以及解决这些挑战的方法，方法是在“非会议”期间推动与电子数据交换领域的主要行为者之间的对话，以创新的形式让与会者设定议程(研讨会6)，并利用“提问时间”(研讨会7)进行小组讨论。我们打算在高影响力的出版物上传播研讨会系列的成果，促进早期职业研究人员的发展，申请进一步的国家和欧洲资金，并建立一个电子数据交换专家网络，交流和共同产生工作中电子数据交换领域的有影响力的知识和解决方案。

项目成果

Employees' perception of diversity management practices: scale development and validation

员工对多元化管理实践的看法：规模开发和验证

• DOI: 10.1080/1359432x.2018.1477130
• 发表时间: 2018
• 期刊: European Journal of Work and Organizational Psychology
• 影响因子: 4.3
• 作者: Otaye-Ebede L

Investigating why and for whom management ethnic representativeness influences interpersonal mistreatment in the workplace.

调查管理层种族代表性影响工作场所人际虐待的原因和对象。

• DOI: 10.1037/apl0000238
• 发表时间: 2017
• 期刊: The Journal of applied psychology
• 作者: Lindsey AP

The Psychology of Ethnicity in Organisations

组织中的种族心理学

• 发表时间: 2018
• 作者: Yves Guillaume

Harnessing demographic differences in organizations: What moderates the effects of workplace diversity?

• DOI: 10.1002/job.2040
• 发表时间: 2017-02
• 期刊: Journal of organizational behavior
• 影响因子: 6.8
• 作者: Guillaume YR;Dawson JF;Otaye-Ebede L;Woods SA;West MA
• 通讯作者: West MA

Making the difference: Diversity and inclusion in the NHS.

做出改变：NHS 的多样性和包容性。

• 发表时间: 2015
• 作者: West, M. A.