Workplace inclusion: A scoping review of the qualitative literature

BACKGROUND

An inclusive workplace culture supports and values the individual and collective work processes of workers from diverse backgrounds. The reality or perception of inclusion or exclusion at work can influence the social functioning, health, and well-being of workers. However, we lack knowledge about the concepts relevant to inclusion at the workplace. Furthermore, research is needed to better understand the drivers and obstacles to workplace inclusion to better promote participation in working life.

OBJECTIVE

This scoping review of the qualitative literature identifies the barriers to and facilitators of workplace inclusion.

METHODS

Systematic searches of five databases were conducted from 2000 to January 2020. Pairs of reviewers independently screened and reviewed all citations and full-text articles. We used Arksey and O'Malley's scoping review framework which advances through five stages. Barriers and facilitators of workplace inclusion were categorized relative to a multi-layered conceptualization of workplace inclusion and grouped by theme. Studies were described and thematic results totaled and communicated with evidence tables and conceptual maps.

RESULTS

Thirty-nine qualitative studies met our inclusion criteria. All five domains of the multi-layered framework were represented by the reported shared experiences of study participants. Organizational level factors, especially attitudinal barriers were the most reported barriers to workplace inclusion. Facilitators of workplace inclusion focused on employer level factors and most often cited the role of inclusive leadership and support.

CONCLUSION

Workplace inclusion requires consideration of societal, organizational, employer, and interpersonal level factors in addition to individual worker characteristics.

Development of cross-cultural performance criterion measures: Critical issues and practical solutions

There is a need to carefully evaluate the criteria used to measure cross-cultural performance. Research on criteria measurement development for cross-cultural performance is needed because the current literature lacks clear, well-defined criteria and means to measure it well. This article aims to bridge that gap in three ways. First, we highlight five critical issues that should be considered with regard to cross-cultural performance. These five critical issues include: criterion conceptualization, rater source, standardization, retrospective versus in-situ ratings, and rater usability. Along with a discussion of each issue, techniques are presented to address each issue. Second, to illustrate and improve upon these issues, we present a case study on the development of cross-cultural performance as a criterion concept and corresponding criterion assessment tools in a military context. Specifically, we demonstrate how we defined a cross-cultural performance taxonomy used to develop measurable performance-based criteria. We describe a large-scale criterion development effort conducted to systematically develop and validate two criterion measures of cross-cultural performance used in military training contexts that simulate real-world situations. Third, in an effort to guide and focus how the cross-cultural performance space is defined, we recommend various approaches to future cross-cultural performance criteria development.

Measures of Workplace Inclusion: A Systematic Review Using the COSMIN Methodology

Purpose To systematically assess the measurement properties and the quality of the evidence for measures of inclusion or exclusion at work. Methods Comprehensive searches of five electronic databases were conducted up to February 2019. Eligible studies aimed to develop a measure of workplace inclusion or exclusion or assessed at least one measurement property. Pairs of reviewers independently screened articles and assessed risk of bias. Methodological quality was appraised with the COnsensus-based Standards for the selection of health Measurement INstruments (COSMIN) checklist. A best-evidence synthesis approach guided the analysis. For each measurement property, evidence quality was rated as high, moderate, low, or very low and results were classified as sufficient, insufficient, or inconsistent. Results The titles and abstracts of 14,380 articles were screened, with 151 full-text articles reviewed for eligibility. Of these, 27 studies were identified, 10 of which were measure development studies. Included measures were the Workplace Ostracism Scale, Ostracism Interventionary Behaviour Scale, Workplace Culture Survey, Workplace Exclusion Scale, Perceived Group Inclusion Scale, Organizational Cultural Intelligence Scale, Inclusion-Exclusion Scale, Climate for Inclusion Scale, Workplace Social Inclusion Scale and the Inclusion-Diversity Scale. Most workplace inclusion instruments were not examined for some form of validity or reliability and evidence for responsiveness was absent. The quality of the evidence for content validity was low for 30% of studies and very low for 70% of studies. Conclusion Future research should focus on comprehensive evaluations of the psychometric properties of existing measures, with an emphasis on content validity, measurement error, reliability and responsiveness.

Emotional and cultural intelligence in diverse workplaces: getting out of the box

Purpose

The purpose of this paper is to explore how cultural intelligence (CQ) and emotional intelligence (EI) can assist with navigating the complexities associated with diversity in the workplace.

Design/methodology/approach

This paper was developed through a comprehensive literature review related to the constructs of EI and CQ.

Findings

The authors focused on the conceptualization and evolution of the intelligence types as reflected in the literature, examine research that connects the intelligence types with issues of the workplace, and its contributions when used in a diverse workplace for improving organizational outcomes and access and inclusion of underrepresented cultural and social groups.

Originality/value

This paper explores the constructs of EQ and CQ and specifically the value the constructs may provide to individuals and organizations. Further, means of developing CQ and EI are discussed