Inclusion and Working World
The growing relevance of diversity and the associated potential for the working world (Henseler & Trögeler, 2022; pwc, 2023, p. 10; Opperdörffer & Nieswandt, 2023; Statista, 2024) underscores the occupational relevance of inclusion.
This section features interviews with researchers who have explored questions of occupational inclusion in their projects.
The concept of inclusion is closely linked to that of diversity. Based on the framework of the ‘4 Layers of Diversity’ by Gardenswartz and Rowe (2003), among other aspects, diversity refers to differences in a person's physical and mental abilities. Disability as a difference in such abilities is therefore part of the concept of diversity.
Based on the commonly used concept of disability, which is also enshrined in the UN Convention on the Rights of Persons with Disabilities (UN CPD), this difference results from an interplay of environmental factors and personal characteristics (Section 1 UN CRPD). Inclusion and inclusion-related competences are also usually defined with reference to the UN Convention on the Rights of Persons with Disabilities and thus in close reference to people with disabilities.
Inclusion-related competences refer to the skills required to promote inclusion. These include the willingness to deal with people with diverse abilities and knowledge, and to interact with them in a constructive manner.
In the world of work, inclusion competence thus refers to the ability of employers to support employees with disabilities in their participation in working life and the realisation of their personal professional potential. Such support in turn requires, among other things, employers to develop an awareness of the special characteristics of employees with disabilities. For developing this awareness, employers have to be informed about the statutory support available for employees with disabilities and understand their specific needs and requirements (Armbruster et al., 2023, p. 5). This may also require a cultural change within the company/organization itself. This change can be supported by inclusion managers (Armbruster et al., 2023, p. 5).
Research projects focusing on this topic show that inclusion competence in its close connection with the topic of diversity can be considered substantial for the participation of people with disabilities in working life.
Federal Ministry of Justice and Consumer Protection. (n.J.) Allgemeines Gleichbehandlungsgesetz – AGG. https://www.gesetze-im-internet.de/agg/.
Gardenswartz, L. & Rowe, A. (2003). Diverse Teams at Work: Capitalizing on the Power of Diversity. Society for Human Resource Management.
Henseler, J. & Trögeler, P. (2022). Inklusion am Arbeitsplatz stärken. Wie und warum verhaltensökonomische Erkenntnisse helfen, Menschen mit Behinderungen bei Einstellungen seltener zu diskriminieren – zum Wohle aller. IW-Report 49/2022. German Economic Institute https://www.econstor.eu/bitstream/10419/278748/1/1860855873.pdf.
Opperdörffer, C. (December 11, 2023). Die neue Arbeitswelt ist digital und divers. Haufe. https://www.haufe.de/personal/hr-management/transformation-der-arbeitswelt/die-neue-arbeitswelt-ist-digital-und-divers_80_611316.html.
Statista Research Department (October 9, 2024). Diversity in der Arbeitswelt - ein Überblick. https://de.statista.com/themen/8045/diversity-in-der-arbeitswelt/#topicOverview. Statista.
Armbruster, K., Arndt, L., Endres, H., Groß, A., Kauling, K., Krell, J., Marin, J., Müller, I., Rommelspacher, C. & Zimniak, J. (2023). Diversity, Equity and Inclusion. Chance und Aufgabe von Firmen im Rahmen ihrer unternehmerischen Verantwortung. https://www.pwc.de/de/risk-regulatory/pwc-thought-leadership-paper-diversity-equity-inclusion.pdf. PricewaterhouseCoopers GmbH (pwc).
