What key issues need to be taken into consideration when designing HR practices to promote inclusion in the workplace? Can the social justice perspective be reconciled with the business case in the implementation of inclusion policies and practices? If so how?

Question

What will be an ideal response?

Answer 1

? There are a number of factors that it can be argued to promote inclusion, but key
issues include individuality, creating an environment that gives voice and
participation in decision-making and generally designing HR practices in a way
that reflects these and offers tangible support mechanisms for those groups who
have been traditionally disadvantaged in the labour market.
? The general perception of fairness and social justice by diverse employees in
organisations has the potential to increase the performance of individuals and
organisations which could ultimately link to the business case argument.
? In such cases, if diverse employees feel a sense of belonging and inclusion in
their organisations, and therefore if the organisation’s culture is based on values
which support social justice, it is more likely for employees to be satisfied with
their jobs, want to stay with the organisation and perform better.
? On the contrary, negative results will be achieved if/when HR practices are
designed without due consideration of fairness and inclusion and with the only
objective to achieve an effective and efficient business performance.