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The fifth RIPCO research day, focused on "well-being/malaise at work," brought together 93 participants and featured 35 presentations from 63 international contributors at the ICN campus in Paris-La Défense on June 6, 2024, and the editorial committee is considering transforming this annual event into a two-day academic congress. SUBMIT
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Volume XXX • Issue 81 • 2024 (Under press)
 
Guest editor(s): Elise, Bonneveux ; Séverine, Ventolini
 
The inclusive Organization
 
Inclusion has become a central issue for organizations in terms of CSR, employer image and management (Kele et al., 2022). In this special issue, we will value all types of theoretical or empirical contributions, quantitative, qualitative or both. Several levels of analysis, micro-, meso- and macro-organizational (Adamson et al, 2021) can be proposed, the goal being to have a global but also fine understanding of the inclusive organization. First of all, contributions around the conditions that foster a sense of inclusion are expected. A second type of contribution is expected in a comparison of the concept of inclusion and organizational behaviors as well as the social performance of organizations. The contributions can also, to some extent, be articulated around the power dynamics at play around the inclusive organization. Through this special issue, we hope to promote research that evokes the discourse and practices of inclusion, but also to show how inclusive politics takes shape within organizational contexts and to what extent the integration of different singularities is feasible. We hope that this special issue will help answer many of the questions listed below: 1. How has the shift from diversity management to inclusion changed organizational perceptions, behaviors and practices? 2. How is the "all-inclusive" discourse relevant and what reality(s) does it represent? 3. What form(s) do the discourses and practices of inclusion take in different organizational, sectoral and cultural contexts? 4. How does the concept of inclusion question the notion of power within organizations? 5. How does inclusion manifest itself in different contexts for different singularities? 6. What are the paradoxes of inclusion? What are the contours of the exclusion/inclusion equation?
 
Issue content
 
Title :  Introductory article - The inclusive organisation
Author(s) :  Séverine, VENTOLINI ; Elise, Bonneveux
Abstract :  The concept of professional inclusion underlines the dynamic that aims to enable each individual to develop professionally without having to conform to a norm, while being recognised and valued for their own identity and personal characteristics. The concept concerns all categories of individuals, considering different professional contexts. In this special issue, inclusion focuses on the issues of discrimination and equity, and more broadly on the possibility of being oneself, while participating unhindered in organisational processes and professional development. The issues and challenges presented in the six articles in this issue are of major importance to organisations and raise societal questions insofar as they deal with young people who are professionally disengaged, members of management committees who do not all carry the same weight in decision-making, and family caregivers who have to make decisions on their own, family caregivers who have to reconcile their personal and professional constraints, neurodivergent individuals who are strictly categorised following a medical diagnosis, but also individuals who are subjected to violence because of their sexual orientation or people with tattoos.
Keywords:  inclusion, organisation, diversity, HRM, organisational behaviour
Pages : 
Type :  Editorial
 
 
Title :  Inclusion in and through work: the case of the “100% inclusion” project by the Compagnons du Devoir
Author(s) :  Lauryane, Tassigny ; David, Abonneau ; Serge, Perrot
Abstract :  The main objective of the study is to investigate the inclusion of young people (aged 16 to 21) who have dropped out of school and society, through an experiment in a vocational training organization, the Compagnons du Devoir et du Tour de France. The question is as follows: How can building a positive occupational image be an effective lever for the inclusion of NEET (Not in Education, Employment and Training) populations? The research directly reflects recent developments in the literature (Shore et al., 2011) by focusing on the role of - the occupational group in the inclusion process. The empirical study is based on a qualitative methodology involving semi-structured interviews and observations of beneficiaries and players in the project (61 people). The results highlight the process of constructing a job image using a seven-criteria grid. Our research - centered on the notion of 'occupational inclusion' - provides a better understanding of the way an occupational group can promote the inclusion of NEET populations. It also highlights the value of looking at contexts that significantly differ from those commonly studied. The contributions are also of a managerial and societal nature, providing food for thought on the attractiveness of professions, particularly those under pressure. Based on the concept of "occupational inclusion", innovative ways are proposed to support people who are dropping out of society and school through immersion in the working environment.
Keywords:  inclusion, occupation, apprenticeship, NEET, companionship
Pages : 
Type :  Research paper
 
 
Title :  Social class habitus in top management teams: The functioning of the corporate elite tested by social origins
Author(s) :  Loïc, FOUROT
Abstract :  The continued attention given to corporate elites since the early 1980s has led scholars to focus on many of the personal characteristics of leaders in organizations. Despite its important place in the social sciences, however, social class as a factor in diversity at the top of the organizational hierarchy has not been well studied. Adopting a qualitative method, this study combines Bourdieusian and sociocognitive approaches to social class with insights from upper echelon theory to examine the ways in which social origins influence the mechanisms of behavioral integration of the executive team. By interpreting the life stories of nineteen managers from a variety of social classes, we can characterize the practices of leaders according to their social origins in an unprecedented way and with the support of quotes. This research also elucidates how these practices, in the presence of a variety of social origins within the management body, lead to a perfectible collaboration in which exchanges are limited and decision-making is limited in scope. While empirically clarifying how habitus evolves in the event of social mobility for managers from modest backgrounds, these results also demonstrate how each member of a management body, regardless of his or her social background, can become aware of the impact on the collective of his or her perceptions and ways of operating on a day-to-day basis.
Keywords:  top management team, social origin, habitus, top management team behavioral integration
Pages : 
Type :  Research paper
 
 
Title :  Neurodivergence - Inclusive organizations limited by the pervasiveness of medical model. Lessons from a Critical Interpretive Synthesis
Author(s) :  Fran, Delhoume ; Penelope, Codello ; Ewan, Oiry
Abstract :  The employment of neurodivergent individuals remains a challenge for most organizations. It could be facilitated by the development of inclusive organizations. The concept of neurodivergence stems from the concept of neurodiversity, which considers a continuum on which everyone appears. Both concepts stem from the social model of disability and were developed in reaction to the medical model. This article conducts a critical interpretive synthesis (CIS) of the literature on the inclusion of neurodivergent people. This CIS of the literature brings out the synthetic argument that, even in inclusive organizations, inclusive practices remain characterized by the omnipresence of the medical model, which is structured around three uses of medical diagnosis: diagnosis categorizes individuals strictly, without taking into account the variability of symptoms, the role of context and the specificities of the individual. It is also considered indispensable for access to organizational adaptations. Finally, medical diagnosis continues to guide the inclusion practices developed by organizations, by creating an amalgam between symptoms and needs. This critical analysis enables us to better identify the limits and avenues for enriching the uses of medical diagnosis in inclusive organizations. .
Keywords:  Neurodivergence, Disability studies, Medical, social and relational models, Organizational adaptations, Inclusive organizations
Pages : 
Type :  Research paper
 
 
Title :  Inclusion of Employee Caregivers: When Singularity Rhymes with Responsibility
Author(s) :  Emilie, HENNEQUIN ; Bérangère, CONDOMINES
Abstract :  While caregiving is a major societal issue, little research has been done on organizational policies for employees who have to accompany their loved ones. Based on studies that consider inclusion as the perception of taking singularities into account within a group, we seek to understand how companies deal with the singularity associated with the caregiving situation. in a bid to include employees who are caregivers, how is the singularity of their caregiving apprehended by companies through their responsible HRM systems? To address this issue, 517 company agreements were collected and then analyzed in order to study the wording used and the measures put in place to identify the elements that fall under the sole legal framework or a real voluntary and inclusive commitment of companies on the subject. The results lead to the perspective of three models of HRM responsible for assistance associated with a differentiated characterization of singularity. From a theoretical point of view, in addition to this typology, our research indicates the difficulty of addressing singularities associated with intimacy requiring the disclosure of employees. Methodologically, the choice to study company agreements allows us to develop an analysis based on objective organizational practices in terms of inclusiveness and consideration of singularities and to go beyond potential formatted discourses. At the managerial level, this study proposes an inventory of support policies and indicates an evolution in the appropriation of the subject of assistance over time with models that can gain in inclusiveness and recognition of singularities.
Keywords:  inclusion, singularity, employee caregiver, CSR, HRM
Pages : 
Type :  Research paper
 
 
Title :  Tattoo and inclusion, being authentically oneself at work
Author(s) :  Esther, Alves ; Vincent, Meyer ; Sarah, Alves
Abstract :  Physical appearance is one of the primary criteria for discrimination in France. However, unlike Anglo-Saxon literature, only a few French studies have focused on the discrimination and inclusion encountered by tattooed individuals in the country. Addressing this gap in the literature, this study sought to understand the acceptability of tattoos as a manipulable component of physical appearance in the French workplace. This exploratory qualitative study involving tattooed people and recruiters highlights that most tattooed people hide their tattoos due to the fear of social prejudice and its consequences, while the recruiters’ discourse, reflecting the mirror effect, emphasizes that tattoos are not considered a problem as long as they are not visible. This dialog between the visible and the invisible creates dissonance between the internal and external selves, driving tattooed people to adopt an authenticity that can best be described as “hindered.” This further questions the possibility of being authentically oneself at work, which has significant consequences on tattooed people’s engagement and well-being at work. Moreover, this is an example of discreet but real discrimination, revealing the dissonance between the discourses and practices of inclusion in organizations. Consequently, this study emphasizes the necessity of incorporating tattoos into the inclusion policies of organizations while also reflecting on the components and limits pertaining to authenticity at work that affect inclusivity. Future research on inclusion must strive to better integrate the dimensions of physical appearance and tattoos into policy.
Keywords:  Inclusion; tattoo; visibility; authenticity
Pages : 
Type :  Research paper
 
 
Title :  From authenticity to fight against violence: an intersectional feminist approach to inclusion based on sex and sexual orientation
Author(s) :  Clotilde, Coron ; Léa, Dorion
Abstract :  Inclusion, seen as that which enables the expression of individual authenticity, has been the subject of much criticism. This article proposes instead to study the criterion of employee safety and the fight against violence as the primary criterion for inclusion. Some populations, notably women and homosexuals, are particularly vulnerable to violence in the workplace. In this article, we take an empirical look at the different forms of violence experienced by individuals, depending on both their gender and their sexual orientation. To this end, we mobilize a feminist and intersectional framework on violence, in order to interpret the results of the analysis of a representative European database on working conditions. We show that the combination of sex and sexual orientation influences the type of violence experienced, making the categories "women" and "homosexual people" partly blind to the realities experienced by individuals according to their singularities. Finally, thinking about inclusion through the fight against violence makes it possible, on a theoretical level, to overcome the depoliticization of this notion, and on a practical level, to create more inclusive organizations.
Keywords:  Inclusion, Violence, Gender, Sexual orientation, Statistical analysis
Pages : 
Type :  Research paper
 
 
 
 
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