Inclusion at workplace – does gender matter?
Heinonen, Niina (2024)
2024
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2024112931255
https://urn.fi/URN:NBN:fi:amk-2024112931255
Tiivistelmä
This thesis is based on a Diversity and Inclusion (D&I) research project conducted by Haaga-Helia master students, commissioned by an external company. The project was in the form of group work, and in addition each member of the group conducted their own thesis based on different themes uncovered by the research. The commissioning company commissioned the study in order to develop diversity and inclusion within the company in the future and to direct efforts correctly. The goal of the commissioned study was to assess the personnel's views on diversity and inclusion and to find out how these are realized in their daily work. Additionally, the company sought opinions and suggestions from the personnel on how diversity and inclusion efforts should be developed in the future.
The aim of this thesis was to look at two different research areas and find out if there is an intersection between them. First research area studied inclusion, specifically how inclusion was perceived at the commissioning company, and what factors contribute to the feeling of being included. The second research area investigated whether gender affects the perception of organizational inclusion.
The research data was collected through interviews. The research base of this thesis dealt with theories related to inclusion, feeling of inclusion, gender equality and gender inclusion.
According to the results of this thesis inclusion as a concept was less familiar to many than diversity. Most often, it was seen as employees' participation and involvement in collective activities, as well as considering and treating everyone equally. A recurring theme related to the feeling of inclusion was the opportunity to influence one's own role and being involved in the decision-making. When it came to whether gender affects the perception of organizational inclusion, the results showed there to be a social aspect related to the feeling of inclusion.
The aim of this thesis was to look at two different research areas and find out if there is an intersection between them. First research area studied inclusion, specifically how inclusion was perceived at the commissioning company, and what factors contribute to the feeling of being included. The second research area investigated whether gender affects the perception of organizational inclusion.
The research data was collected through interviews. The research base of this thesis dealt with theories related to inclusion, feeling of inclusion, gender equality and gender inclusion.
According to the results of this thesis inclusion as a concept was less familiar to many than diversity. Most often, it was seen as employees' participation and involvement in collective activities, as well as considering and treating everyone equally. A recurring theme related to the feeling of inclusion was the opportunity to influence one's own role and being involved in the decision-making. When it came to whether gender affects the perception of organizational inclusion, the results showed there to be a social aspect related to the feeling of inclusion.