Martin Sposato, Simon Feeke, Paul Anderson-Walsh and Linbert Spencer
Presents organizations with issues to consider regarding inclusion and its importance as well as a well-established index that companies can join in order to make sure that…
Abstract
Purpose
Presents organizations with issues to consider regarding inclusion and its importance as well as a well-established index that companies can join in order to make sure that equality is not a mere policy but that it counts in reality in every organization.
Design/methodology/approach
Describes the power that an organization can derive from deliberately nurturing and integrating heterogeneous groups of people so that they fit together.
Findings
Explains that the best way for an organization to succeed is to combine employee knowledge, skills, judgment and attitudes, alongside fair treatment.
Practical implications
Provides details of an index that aims to measure the efforts of organizations to tackle discrimination and create an inclusive workplace for lesbian, gay and bisexual employees.
Social implications
Reveals that the method of the index should allow organizations already successfully implementing diversity strategies acknowledgement while, at the same time, providing inspiration to those beginning to tackle diversity.
Originality/value
Demonstrates that diversifying the workforce must be accompanied by inclusivity and equality in order to triumph.
Details
Keywords
The purpose of this chapter is to argue why a responsible leadership (RL) approach advances the diversity, equity, and inclusion (DEI) efforts of organizations and their members…
Abstract
The purpose of this chapter is to argue why a responsible leadership (RL) approach advances the diversity, equity, and inclusion (DEI) efforts of organizations and their members in ways that reduce or eradicate bullying behaviors that can thwart DEI authenticity. Strategic communicators (SCs) are positioned to address issues that influence their organization's ability to remain sustainable and to treat each employee ethically. These goals intersect when organizational policies and practices affect workers' ability to develop healthy, sustainable relationships. Workplace bullying behaviors, an area of growing human resource (HR) sustainability concern, disrupt relationship-building processes and increase employees' emotional labor, stress, burnout, and intent to leave. Bullying behaviors include aggressive or abusive communication in relationships with a perceived or positional power differential. Without legal definitions and guidance, organizations must create their own policies and procedures for developing a bully-free work environment. SCs play a critical communication role in these dynamics.