COMING SOON! PQDT Open is getting a new home!

ProQuest Open Access Dissertations & Theses will remain freely available as part of a new and enhanced search experience at

Questions? Please refer to this FAQ.

Dissertation/Thesis Abstract

Who feels included at work? Intersectionality and perceptions of diversity and inclusion in the workplace
by D'Allaird, Courtney J., M.A., State University of New York at Albany, 2016, 60; 10240708
Abstract (Summary)

There is a difference between diversity and inclusion in the workforce. More specifically, there is a difference in the understanding and experience that the U.S. cultural meaning of these words creates when interpreted and applied in a workplace setting. Understanding this difference is essential to the work businesses do in actualizing human capital as well as in creating and interpreting methods of providing access, recognizing diversity, and now, increasingly, moving towards a rhetoric of inclusion in the workplace (Roberson, 2006). This research looks at the existing body of knowledge around historical disenfranchisement and the evolution of diversity and inclusion research in the workplace. This literature is then used to analyze the data collected from employees who were asked to complete an online self-administered survey across a variety of topics related to their employment experience. These perceptions were then looked at against key indicators of job satisfaction including turnover intention. Overall this research found that: a respondent’s gender identity, ethnic/cultural background, and sexual orientation all had significant impact on their perceptions of diversity and inclusion; that perceptions of inclusion differed from perceptions of diversity in this study; and that perceptions of inclusion were significantly connected to job satisfaction and turnover intentions for all participants. The findings suggest that focusing on inclusion in the workplace, not just diversity, affects all employees and that supervisors play an important role in this experience. Ultimately this study suggests that these factors have high implications for employee retention, especially among historically disenfranchised groups and those at the intersection of identities.

Indexing (document details)
Advisor: Bose, Christine
Commitee: Loscocco, Karyn, Spitze, Glenna
School: State University of New York at Albany
Department: Sociology
School Location: United States -- New York
Source: MAI 56/02M(E), Masters Abstracts International
Subjects: Business administration, Womens studies, Sociology
Keywords: Dinversity, Inclusion, Race
Publication Number: 10240708
ISBN: 978-1-369-40163-9
Copyright © 2021 ProQuest LLC. All rights reserved. Terms and Conditions Privacy Policy Cookie Policy