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The inclusivity of inclusion approaches: A relational perspective on inclusion and exclusion in organizations

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  • Laura Dobusch

Abstract

Organizational inclusion has become a key concept when dealing with the topic of diversity and inequality in organizations. Its core claim is to be all‐embracing and to “leave no one behind.” However, can mainstream as well as critical inclusion approaches live up to this claim? In this article, I revisit two central concepts—belongingness and recognition—of both approaches from a feminist disability lens in general and the interests and needs of autistic people in particular. The analysis shows that mainstream and critical inclusion approaches rely on implicit ableist assumptions, which results in autistic people becoming “the other Other” of the organizational inclusion discourse. Yet, instead of judging the “inclusion project” as failed, the article pleads for the acknowledgement of inclusion as always partial, based on implicit boundary drawing. Such a view makes it possible to discuss the il‐/legitimacy of certain boundaries and their inclusionary and exclusionary consequences.

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  • Laura Dobusch, 2021. "The inclusivity of inclusion approaches: A relational perspective on inclusion and exclusion in organizations," Gender, Work and Organization, Wiley Blackwell, vol. 28(1), pages 379-396, January.
    • Handle: RePEc:bla:gender:v:28:y:2021:i:1:p:379-396
    DOI: 10.1111/gwao.12574
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    References listed on IDEAS

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    1. Jens Rennstam & Katie Rose Sullivan, 2018. "Peripheral Inclusion Through Informal Silencing and Voice — A Study of LGB Officers in the Swedish Police," Gender, Work and Organization, Wiley Blackwell, vol. 25(2), pages 177-194, March.
    2. Hwang, Jeongha & Hopkins, Karen M., 2015. "A structural equation model of the effects of diversity characteristics and inclusion on organizational outcomes in the child welfare workforce," Children and Youth Services Review, Elsevier, vol. 50(C), pages 44-52.
    3. Martha S. Feldman & Wanda J. Orlikowski, 2011. "Theorizing Practice and Practicing Theory," Organization Science, INFORMS, vol. 22(5), pages 1240-1253, October.
    4. Maddy Janssens & Chris Steyaert, 2020. "The Site of Diversalizing: The Accomplishment of Inclusion in Intergenerational Dance," Journal of Management Studies, Wiley Blackwell, vol. 57(6), pages 1143-1173, September.
    5. Deborah Foster & Patricia Fosh, 2010. "Negotiating ‘Difference’: Representing Disabled Employees in the British Workplace," British Journal of Industrial Relations, London School of Economics, vol. 48(3), pages 560-582, September.
    6. Laura Dobusch, 2017. "Gender, Dis‐/ability and Diversity Management: Unequal Dynamics of Inclusion?," Gender, Work and Organization, Wiley Blackwell, vol. 24(5), pages 487-505, September.
    7. Tsang, Eric W. K., 2014. "Old and New," Management and Organization Review, Cambridge University Press, vol. 10(03), pages 390-390, November.
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    1. Benard Chisiri & Moses Jachi & Nevermind Muchongwe & Itai Zvawanda & Tafadzwa Hatidani T Machaka & Godwin Shumba, 2022. "Research for publication – A variable of variables: The novice university educator’s perspective," International Journal of Research and Innovation in Social Science, International Journal of Research and Innovation in Social Science (IJRISS), vol. 6(12), pages 742-749, December.

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