Investing in inclusion
Human Resource Management International Digest
ISSN: 0967-0734
Article publication date: 1 June 2006
Abstract
Purpose
Aims to explain why the genuine inclusion of workers, regardless of sex, race, age, religion or nationality, will become a business imperative in the years ahead.
Design/methodology/approach
Highlights the differences between diversity and inclusion, defines a truly inclusive organization and outlines the steps that must be taken to become one.
Findings
Contends that organizations that fail to put processes in place to encourage, train, motivate and give responsibility to employees from minority groups will find themselves at a serious disadvantage.
Practical implications
Demonstrates that becoming an inclusive organization covers not only hiring and firing, but also training and development, and has trade‐union and other contractual consequences.
Originality/value
Targets managers who seek to make their organizations more inclusive, but do not know how to go about it.
Keywords
Citation
Burnett, T. (2006), "Investing in inclusion", Human Resource Management International Digest, Vol. 14 No. 4, pp. 3-4. https://doi.org/10.1108/09670730610666274
Publisher
:Emerald Group Publishing Limited
Copyright © 2006, Emerald Group Publishing Limited