Inclusion is often framed as a matter of “hearts and minds” – if people overcome bias, organizations become more inclusive. The case study of an airport security company shows something different: the way work is performed can itself foster inclusion.
Task rotation, collective responsibility, and recognition of individual contributions lead to everyday practices that produce inclusion experiences from within organizational processes, rather than as an add-on to them.
Authors & affiliations:
- Laura Dobusch – WU Vienna University of Economics and Business
- Dide van Eck – Utrecht University
- Maddy Janssens – KU Leuven
- Marieke van den Brink – Radboud University
