HR Initiatives in Building Inclusive and Accessible Workplaces

 
 
Emerald Publishing Limited
  • erschienen am 2. Dezember 2019
  • |
  • 192 Seiten
 
E-Book | ePUB mit Adobe DRM | Systemvoraussetzungen
978-1-83867-613-1 (ISBN)
 
Drawing upon empirical research from global multinational corporations comes a two-part reference book on how to develop resilient HR initiatives for building inclusive and accessible workplaces. Including a user-friendly training manual, this book equips you with a practical resource grounded in theory. The first part systematically reviews the existing literature to identify the gaps in current practices and discusses the results of the empirical research. Building on this, the second part reveals the training manual for guiding business leaders, academicians, practitioners, and students. By positioning business practices alongside cases, you can see the benefits and drawbacks of current HR initiatives.From race and religion, to LGBTQ, gender diversity and disability, the research covers a broad spectrum of issues facing modern workplaces and provides a fresh perspective on how to improve existing HR practices. Based on research from South Asia, this work provides hypothetical cases, action-oriented role plays, and creative exercises to reflect upon how we might address the global challenges of inclusion and accessibility.
  • Englisch
  • Bingley
  • |
  • Großbritannien
  • 3,37 MB
978-1-83867-613-1 (9781838676131)
weitere Ausgaben werden ermittelt
  • Cover
  • Hr Initiatives in Building Inclusive and Accessible Workplaces
  • Copyright Page
  • Dedication
  • Contents
  • List of Figures
  • List of Tables
  • List of Boxes
  • Abbreviations
  • List of Key Terms
  • About the Author
  • Preface
  • Acknowledgements
  • Introduction and Background
  • I.1. The Origin of Diversity and the Shift to Inclusion and Accessibility
  • I.2. History of Accessibility Practices at the Workplace
  • I.3. Future Practices: Beyond Accessibility to Universal Design
  • I.4. Contextual Background: India and Inclusive HRM Practices
  • I.5. Organizational Shift from Workforce Diversity to Valuing Inclusion and Accessible Workplaces
  • I.6. Inclusion Scenario
  • I.7. Challenges and Strategies for Promoting Inclusion at Workplace
  • I.7.1. Resistance from Employees
  • I.7.2. Biases and Prejudices
  • I.8. HR Initiatives in the Promotion of Inclusion and Accessibility in the Workplace
  • I.8.1. Reassess Policies and Promote Inclusion
  • I.8.2. Shift Perspectives toward Creating an Inclusive Organizational Environment
  • I.8.3. Challenge Stereotype Notions
  • I.8.4. Training and Development for Employees to Promote Inclusion
  • I.9. Advantages of Workplace Inclusion
  • I.9.1. Inclusion Contributes Positively to Sales, Customers, and Profits
  • I.9.2. Inclusion Provides a Wide Talent Pool
  • I.9.2.1. Non-profit Organizations Can Better Serve Their Communities with Inclusiveness
  • I.9.2.2. Lack of Inclusive Practice within Organization Affects the Ability to Meet the Needs of Clients
  • I.10. Four Key Arguments That Favour Promotion and Implementation of an Accessible and Inclusive Workplace
  • I.11. The Increasing Need of Human Resource Practices for Inclusive and Accessible Workplace
  • I.11.1. To Meet Global Environment Changes, Recruit and Harmonize Diverse workforce
  • I.11.2. Relating with Global Customers and Increasing Market Opportunities
  • I.12. Facing Challenges and the Paradoxes at Organizational Level in the Practice of Inclusion
  • I.12.1. Incompetence of HR Policies and Practices
  • I.12.2. More Sophisticated Approach for HRM Policy Required toward Gender Identity Inclusion at Workplace
  • I.12.3. Lack of Focus and Vision
  • I.12.4. Talent Leaders Apply Astigmatic Visions
  • Part I
  • Chapter 1 Conceptual Framework
  • 1.1. Diversity
  • 1.2. Managing Diversity
  • 1.3. Types of Workplace Diversity
  • 1.4. Importance of Diversity
  • 1.5. Inclusion
  • 1.5.1. The Concept of the Inclusive Workplace in Global Perspective
  • 1.5.2. Inclusive HR Practices
  • 1.6. Types of Visible Diversity and Inclusive HR Practices
  • 1.6.1. Racial Diversity
  • 1.6.1.1. Workplace Discrimination Based on Racial Differences
  • 1.6.1.2. HR Practices in Inclusion in the Workplace
  • 1.7. Gender Diversity
  • 1.7.1. Gender Diversity in the Organizational Perspective
  • 1.7.2. Transgender
  • 1.7.3. Discrimination against Transgender People in Employment
  • 1.7.4. HR Initiatives towards Inclusion of Gender Diversity
  • 1.7.4.1. Hiring
  • 1.7.4.2. Promotion
  • 1.7.4.3. For Transgender
  • 1.8. Age and Generational Diversity
  • 1.8.1. Generational Diversity at Workplace
  • 1.8.2. Ageing Workforce - Baby Boomers
  • 1.8.3. HR's Initiatives in Building Inclusive Workplace of Generational Diverse Workforce
  • 1.9. Diversity of Disabled Workforce
  • 1.9.1. Definition of Disability
  • 1.9.2. Categories of Disability
  • 1.9.3. Disability Discrimination
  • 1.9.4. Barriers to Disability
  • 1.9.5. HR's Initiative in the Inclusion of Disabled Workforce
  • 1.10. Accessible Technology
  • 1.11. Assistive Technology
  • 1.12. Accessible Workplace
  • 1.13. Accessible Workspace
  • 1.14. Accessible Information
  • 1.15. Types of Invisible Diversity and Inclusive HR Practices
  • 1.15.1. Diversity Based on Sexual Orientation
  • 1.15.1.1. Organizational Response to Sexual Orientation-based Diversity
  • 1.15.1.2. HR's Initiative for Inclusion of Sexual Orientation-Diverse Groups
  • 1.16. Cultural Diversity
  • 1.16.1. Benefits
  • 1.16.2. Challenges
  • 1.16.3. HR's Initiative in Building Inclusive Workplace for Cultural Diversity
  • 1.17. Religious Belief
  • 1.17.1. Religious Belief or Activity at Workplace
  • 1.17.2. Religious Accommodation and Inclusion
  • 1.18. Socioeconomic Status-based Diverse Workforce
  • 1.18.1. Inclusion of Socioeconomic Diversity
  • 1.19. Marital Status
  • 1.19.1. Inclusion of Marital Status-based Diversity
  • 1.20. Behavioural and Cognitive Diversity
  • 1.20.1. Inclusion of Cognitive and Behavioural Diversity
  • 1.21. Diversity Based on Political Belief
  • 1.21.1. Political Belief or Activity at the Workplace and Inclusion
  • 1.22. Inclusion and Accessibility Model
  • 1.22.1. Integrated Pyramidal Business Model for Inclusion and Accessibility in Diverse Organizations
  • 1.22.2. Mapping Organizational Climate on the Scale of Inclusion and Exclusion with Respect to the Integrated Pyramidal Model
  • Chapter 2 Review of Literature
  • 2.1. Diversity Climate
  • 2.2. Inclusive Climate
  • 2.3. Accessibility
  • 2.3.1. Relationship between Inclusion and Accessibility and Positive Performance
  • 2.4. HRM Practices
  • 2.5. Employment Challenges and Opportunities
  • 2.6. Employee Relations
  • 2.7. Organizational Climate
  • 2.8. Employee Perception
  • Chapter 3 Research Methodology
  • 3.1. Research Framework and Hypothesis
  • 3.2. Research Design
  • 3.3. Research Method
  • 3.4. Study Population and Sampling Methods
  • 3.4.1. Study Sample
  • 3.4.2. Sampling Size
  • 3.4.3. Sampling Design
  • 3.4.3.1. Endogenous and Exogenous Variables
  • 3.5. Preliminary Study
  • 3.6. Structural Model Analysis
  • 3.7. Assessment of Fit
  • 3.8. Determination f2 and q2
  • 3.8.1. Additional Pilot Run (Qualitative Basis)
  • 3.9. Instrumentation
  • 3.9.1. Level I - Reaction
  • 3.9.2. Level II - Learning
  • 3.9.3. Level III - Behaviour
  • 3.9.4. Level IV - Result
  • 3.10. Findings and Conclusion
  • Chapter 4 Data Analysis and Interpretation
  • 4.1. Partial Least Squares-Structural Equation Modelling (PLS-SEM)
  • 4.2. Sample Description
  • 4.3. Results and Discussion
  • 4.3.1. Measurement Model
  • 4.3.2. Structural Model Analysis
  • 4.3.3. Model Fit Summary
  • 4.4. Findings
  • Part II
  • Chapter 5 Training Manual: Framework for HR-enabled Inclusion and Accessibility Training (An Overview)
  • 5.1. Introduction
  • 5.2. Concept
  • 5.2.1. What Is Inclusion and Accessibility Training?
  • 5.2.2. Inclusive Workplace
  • 5.2.3. Benefits of Inclusion and Accessibility Training
  • 5.3. Key Participant, Delivery Methods, Expected Outcomes from the Training Objectives (See below)
  • 5.3.1. Objective
  • 5.3.2. Steps for Implementing Inclusive Culture
  • 5.4. Training Recommendations and Best Practices for Inclusion and Accessibility of Diverse Workforce (Race, Gender, Ethnic...
  • 5.4.1. Welcoming and Respectful Work Culture
  • 5.4.2. Inclusion Model-based Training
  • 5.4.3. Managers Who Value Inclusive Practices
  • 5.4.4. Timely Training for Inclusion and Accessibility
  • 5.4.5. Use of Metrics to Measure Performance
  • 5.4.6. Link Inclusion and Accessibility to Evaluation of Performance with Scorecard
  • 5.4.7. Employee Resources or Affinity Groups
  • 5.4.8. Unconscious Bias Training
  • 5.5. How to Use the Training Manual Guide
  • 5.6. Assumptions Underlying the Application of the Training Module
  • 5.7. Deliverables from the Training Manual
  • 5.8. Scenario 1
  • 5.8.1. Module for Inclusion of Genders with Specific Reference to LGBTQ
  • 5.9. Sample Activity for Building Sensitivity Towards LGBTQ
  • 5.10. Training Methodology for Inclusion of Under-represented or Minority Groups (PwDs, Migratory Labour, and Age-old Worke...
  • 5.11. Scenario 2
  • 5.11.1. Style 1: Module for Training of Persons with Disabilities (PwDs) Instructor Guide
  • 5.11.1.1. Assistive Technology for Inclusion of PwDs in the Workplace
  • 5.11.1.2. Assistive Technology
  • 5.11.1.3. MOOC
  • 5.11.1.4. Course Developers
  • 5.11.1.5. MOOC Developers
  • Accessible MOOC Architecture
  • 5.11.2. Style 2: Training Module for Inclusion of PwDs in the Workplace (See )
  • PwD Inclusion Training Need Assessment for degree of Inclusion in the Workplace
  • bm_978-1-83867-611-720191006_nonid4
  • Scenario 3
  • 5.12.1. Training Manual Guide for Age Diversity (Intergenerational Inclusion) (See Table 5.7)
  • 5.12.1.1. Tips for Inclusion of Age-old Workforce
  • 5.12.1.2. Organizational Drivers for Age Diversity
  • 5.12.1.3. Recruitment
  • 5.12.1.4. Learning, Training, and Career Development
  • 5.12.1.5. Health Care Benefits and Medical Facilities
  • 5.12.1.6. Flexible Work Design
  • bm_978-1-83867-611-720191006_nonid6
  • Scenario 4
  • 5.13.1. Training Manual Guide for Inclusion of Migratory Workforce ()
  • bm_978-1-83867-611-720191006_nonid8
  • Sample Activity for Building Sensitivity towards Migratory Workforce
  • bm_978-1-83867-611-720191006_nonid10
  • Conclusion
  • Chapter 6 Case Study
  • 6.1. Hypothetical Cases
  • 6.2. Case 1
  • 6.3. Case 2
  • 6.4. Case 3
  • 6.5. Case 4
  • 6.6. Case 5
  • 6.7. Case 6
  • 6.8. Case 7
  • 6.9. Case 8
  • 6.10. Case 9
  • 6.11. Case 10
  • 6.12. Case 11
  • 6.13. Case 12
  • 6.14. Case 13
  • 6.15. Case 14
  • Appendices
  • A.1. Appendix 1: Checklist to Review Inclusion and Accessibility across the Organization
  • A.2. Appendix 2: Accessibility Assessment Checklist
  • A.3. Appendix 3: Form A - Request Form for Need of Accommodation
  • References
  • Further Reading
  • Index

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