Is Diversity Management Sufficient? Organizational Inclusion to Further Performance

doi:10.1177/0091026014522202

Paper

Is Diversity Management Sufficient? Organizational Inclusion to Further Performance

Published Feb 19, 2014 · Meghna Sabharwal

Public Personnel Management

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Abstract

This study focuses on the concept of organizational inclusion, which goes beyond diversity management, the dominant paradigm in the field of public administration. Although several studies in public administration mention the importance of inclusion, none of these studies have empirically tested its association with performance beyond diversity management. Data for this study comes from a survey conducted among public managers in Texas agencies. The study finds that diversity management alone is insufficient for improving workplace performance. What is required instead is an approach that promotes greater inclusion of employees in ways that takes their views into account and promotes self-esteem. The results show that productive workplaces exist when employees are encouraged to express their opinions, and their input is sought before making important organizational decisions. This requires supportive leadership and empowering employees with information and resources that will help them make important decisions about their jobs.

Study Snapshot

Key takeawayOrganizational inclusion, which promotes employee views and self-esteem, is crucial for improving workplace performance, as diversity management alone is insufficient.

PopulationOlder adults (50-71 years)

Sample size24

MethodsObservational

OutcomesBody Mass Index projections

ResultsSocial networks mitigate obesity in older groups.

Is Diversity Management Sufficient? Organizational Inclusion to Further Performance

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