Society and relationships · 1 min read
Valuing inclusion was more closely linked to colleagues than to training
Among 2,043 employees who had already received training, leaders’ support was also associated with believing that one’s own actions can make a difference.
The study, in plain language
Training can explain inclusion principles, but colleagues and leaders also send signals at work. An online survey asked employees at large organizations in several countries what support they perceived, what training they had received, and what they thought about inclusion. Everyone had received some form of training.
Colleague support was most strongly associated with viewing inclusion positively. Leaders’ commitment was also associated with this belief, and both types of support were associated with feeling that one’s own actions could contribute.
Digital and instructor-led training formats were associated with the latter belief, without visible links to the other attitudes assessed. Valuing inclusion and feeling able to contribute shared part of their context, but not all relationships were the same.
The key idea
Perceived support was associated with more favorable beliefs about inclusion. Training format had a narrower link: feeling able to contribute.
The original study
Workplace Inclusion Initiatives Across the Globe: The Importance of Leader and Coworker Support for Employees’ Attitudes, Beliefs, and Planned Behaviors
Source under CC BY 4.0. English adaptation and explanation by PaperFlow, with AI assistance. The text has been reorganized for a general audience; it is not the complete paper and does not imply endorsement by its authors.
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