The Perception of Inclusion Through the Perspective of Employees
(2022) PSYP02 20221Department of Psychology
- Abstract (Swedish)
- Talking about inclusion in the workplace is an emerging concept, and the pressure of committing to work with it rests on the companies. The research conducted around inclusion is growing, and there are different suggestions as to how to define and work with the concept. Moreover, companies are lacking evidence to support how to successfully measure it among employees. By exploring inclusion in a specific workplace in a Danish based company, the aim with this study was to gain insight into how employees perceived the concept of inclusion with the aim to obtain a more varied understanding of inclusion, making it more approachable for companies to work with the concept. Data was collected through semi-structured exit interviews on 10... (More)
- Talking about inclusion in the workplace is an emerging concept, and the pressure of committing to work with it rests on the companies. The research conducted around inclusion is growing, and there are different suggestions as to how to define and work with the concept. Moreover, companies are lacking evidence to support how to successfully measure it among employees. By exploring inclusion in a specific workplace in a Danish based company, the aim with this study was to gain insight into how employees perceived the concept of inclusion with the aim to obtain a more varied understanding of inclusion, making it more approachable for companies to work with the concept. Data was collected through semi-structured exit interviews on 10 employees. The results were analysed through a phenomenological interpretative analysis. In conclusion to the research question: “What are employees’ perception of the concept of inclusion in relation to their workplace?”, this study found that the feelings related to inclusion and perception of the concept is very subjective related to the individual’s work-specific circumstances. Example of a main finding being that some participating employees experienced challenges with communication across cultures in their department. Another main finding was how a lack in feedback culture between employees and managers made some feel excluded based on the lack of trust and transparency it entailed. The results presented in this paper unfolded nuances to the already existing literature within the field by exploring the participants own perception of the concept which attested that inclusion is indeed a concept difficult to measure and work with in practical, why it is to date a challenge for companies to measure inclusion based on previous research or general definitions. One cannot generalise how the rest of the employees feel or how employees in other workplaces feel based on these results. However, the unfolded nuances to the concept gives basis for what to target in a broader measurement of inclusion within the area in the company. (Less)
Please use this url to cite or link to this publication:
http://lup.lub.lu.se/student-papers/record/9099612
- author
- Dyxenburg, Laura LU
- supervisor
-
- Simon Granér LU
- organization
- course
- PSYP02 20221
- year
- 2022
- type
- H1 - Master's Degree (One Year)
- subject
- keywords
- inclusion, employees, workplace, interpretative phenomenological analysis, exit interviews
- language
- English
- id
- 9099612
- date added to LUP
- 2022-09-09 14:30:55
- date last changed
- 2022-09-09 14:30:55
@misc{9099612,
abstract = {{Talking about inclusion in the workplace is an emerging concept, and the pressure of committing to work with it rests on the companies. The research conducted around inclusion is growing, and there are different suggestions as to how to define and work with the concept. Moreover, companies are lacking evidence to support how to successfully measure it among employees. By exploring inclusion in a specific workplace in a Danish based company, the aim with this study was to gain insight into how employees perceived the concept of inclusion with the aim to obtain a more varied understanding of inclusion, making it more approachable for companies to work with the concept. Data was collected through semi-structured exit interviews on 10 employees. The results were analysed through a phenomenological interpretative analysis. In conclusion to the research question: “What are employees’ perception of the concept of inclusion in relation to their workplace?”, this study found that the feelings related to inclusion and perception of the concept is very subjective related to the individual’s work-specific circumstances. Example of a main finding being that some participating employees experienced challenges with communication across cultures in their department. Another main finding was how a lack in feedback culture between employees and managers made some feel excluded based on the lack of trust and transparency it entailed. The results presented in this paper unfolded nuances to the already existing literature within the field by exploring the participants own perception of the concept which attested that inclusion is indeed a concept difficult to measure and work with in practical, why it is to date a challenge for companies to measure inclusion based on previous research or general definitions. One cannot generalise how the rest of the employees feel or how employees in other workplaces feel based on these results. However, the unfolded nuances to the concept gives basis for what to target in a broader measurement of inclusion within the area in the company.}},
author = {{Dyxenburg, Laura}},
language = {{eng}},
note = {{Student Paper}},
title = {{The Perception of Inclusion Through the Perspective of Employees}},
year = {{2022}},
}