Organizing Inclusion brings communication experts together to examine issues of inclusion and exclusion, which have emerged as a major challenge as both society and the workforce become more diverse. Connecting communication theories to diversity and inclusion, and clarifying that inclusion is about the communication processes of organizations, institutions, and communities, the book explores how communication as an organizing phenomenon underlies systemic and institutionalized biases and generates practices that privilege certain groups while excluding or marginalizing others. Bringing a global perspective that transcends particular problems faced by Western cultures, the contributors address issues across sub-disciplines of communication studies, ranging from social and environmental activism to problems of race, gender, sexual orientation, age and ability. With these various perspectives, the chapters go beyond demographic diversity by addressing interaction and structural processes that can be used to promote inclusion. Using these multiple theoretical frameworks, Organizing Inclusion is an intellectual resource for improving theoretical understanding and practical applications that come with ever more diverse people working, coordinating, and engaging one another. The book will be of great relevance to organizational stakeholders, human resource personnel and policy makers, as well as to scholars and students working in the fields of communication, management, and organization studies.

This book unites the latest research in diversity, inclusion, and positive organizational scholarship (POS), to investigate diversity and inclusion dynamics in social systems. Comprised of succinct chapters from thought leaders in the field, this book covers both micro- and macro-levels of analysis, covering topics such as authenticity, mentorship, intersectional identity work, positive deviance, resilience, resource cultivation and utilization, boundary-spanning leadership, strengths-based development, positive workplace interventions to promote well-being, inclusive strategic planning, and the role of diversity in innovation.

This book provides practical guidance for managers, leaders, diversity officers, educators, and students to achieve the benefits of diversity by focusing on creating meaningful, inclusive interactions. Implementing inclusive interaction practices, along with accountability practices, enhances performance outcomes for the organization and improves equity for members of historically underrepresented and marginalized groups. The book highlights the need to challenge existing approaches that have overemphasized representational—that is, numerical—diversity. For many decades, the focus has been on this important first step of increasing the numbers of underrepresented groups. However, moving beyond representation toward a truly inclusive organizational culture that produces real performance and equity has been elusive. This book moves the focus from achieving numerical diversity to achieving frequent, high-quality, equitable, and productive interactions that enable individuals to leverage their distinctive talents and provides the steps to do so. The benefits of this approach occur at the individual, workgroup, and organizational levels. Real-life examples of good inclusive practices are provided from across the for-profit, nonprofit, and governmental sectors and in various organizational contexts. The book is ideal not only for those charged with diversity, equity, and inclusion efforts in organizations but also for organizational leaders and managers who can create and/or support the implementing of inclusive organizational practices and also for postgraduate and undergraduate students studying human resource management, organizational behavior, management, or diversity, equity, and inclusion.

The Anti-Homosexuality (dubbed “Kill the Gays”) Bill of 2009 propelled Uganda to the forefront of global media. In its initial manifestation, the Bill threatened to penalize “aggravated homosexuality” with the death penalty. The media attention earned by the proposed legislation opened avenues for transnational cooperation and communication between US-based Human and LGBTI Rights organizations and kuchu (or LGBTI) Ugandans. The Economies of Queer Inclusion focuses on this transnational relationship and the complications that arise when international currency and professionalization transform grassroots organizing. This book excavates how transnational advocacy, which aims to empower LGBTI rights activism, actually restructures and, in some cases, limits local movements. With interview and ethnographic data with activists in Kampala, Uganda and New York City, the research highlights how the introduction of international attention and funding causes organizations to restructure their movement goals and strategies in order to best attract desired partners. The funder-funded relationship causes both local discord and transnational divestment from alternative forms of organizing. The research presents a compelling, counter-narrative that exposes that the development of this economy did not occur because of the Anti-Homosexuality, but rather inspired the legislation and then peaked in the five years following. As an engaged, ethnographic look into a social justice movement, the text explores organizational structures and activist strategies in order to critique and strengthen future mobilization. Accordingly, the text applies various sociological and critical race theories to provide an incisive and in-depth exploration of a powerful political moment.

The Inclusion Breakthrough explains how to make diversity a central and profitable part of an organizations strategy for long-term success rather than merely a peripheral program. The authors, principals of a leading diversity consulting firm, present proven strategies for stimulating the creativity and productivity of any businesss greatest resource its people. Benefits to companies that have implemented these inclusion strategies are also described.

This handbook gathers contributors from different disciplines of the social sciences, such as organization and management studies, sociology, anthropology and political science, to constructively discuss the kinds of transformations we need to see in coming years. These transformations concern the way we work, produce and consume but also the way in which we think about work, production and consumption. In an explicit rejection of the demand that the social sciences provide quick fixes, the contributors of this handbook discuss possible solutions in a critical and comprehensive manner and with an eye to both their environmental and societal implications. The handbook is divided into four parts: Opening up futures, Techno-economic transformations at work, Sustainable environmental transformation, and Radical democratic futures. The handbook is of interest to all critical academics interested in constructive suggestions regarding necessary societal transformations.

In recent times, there have been many changes to global work environments that have highlighted the importance of prioritizing an inclusive, equitable, and diverse organizational culture and highlighted the relevance of the decisions that companies make in the present and how they affect their future. This reality contemplates creating an inclusive culture that values diversity and fosters trust, openness, and mutual support to build high-performance teams made up of diverse skills, cultures, and experiences. The Handbook of Research on Promoting an Inclusive Organizational Culture for Entrepreneurial Sustainability explains how proper management of diversity, in all aspects of people’s lives, turns differences into a source of opportunity. It discusses the modern forms of employment and management concepts adapted to the times, allowing people to use their identification and skills successfully in a meaningful way, regardless of their nationality, race, ideas, age, and gender. Covering topics such as equitable climates, socio-intercultural entrepreneurship, and corporate social responsibility, this major reference work is an excellent resource for entrepreneurs, human resource managers, business leaders and executives, government officials, students and faculty of higher education, librarians, researchers, and academicians.