第14分野 職場の多様性・包摂・差別・所属感
日常の包摂を設計する
場の雰囲気だけでなく、情報・仕事・権限を変えます。
文献最終確認日 分野完成版 v0.1
- 重要情報と案件の配分を可視化
- 会議前・匿名・順番等の発言経路
- 短時間・夜勤・遠隔・現場へ非同期経路を用意
- 非母語・障害への形式・技術支援
- 就労資格・必要言語と、出身・アクセント評価を区別
- 氏名・呼称、設備、服装、家族定義等の障壁を点検
- 異論・失敗・相談への反応基準
- 排斥・無礼・報復を早期確認
- アライシップを称号でなく資源・制度結果で確認
このページの主な出典
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- Randel, A. E., Galvin, B. M., Shore, L. M., Ehrhart, K. H., Chung, B. G., Dean, M. A., & Kedharnath, U. (2018). Inclusive Leadership: Realizing Positive Outcomes Through Belongingness and Being Valued for Uniquenessintegrative conceptual review
- Gluszek, A., & Dovidio, J. F. (2010). The Way They Speak: A Social Psychological Perspective on the Stigma of Nonnative Accents in Communicationintegrative review
- Lev-Ari, S., & Keysar, B. (2010). Why Don’t We Believe Non-Native Speakers? The Influence of Accent on Credibilityexperiments
- Office of the United Nations High Commissioner for Human Rights (2017). Standards of Conduct for Business: Tackling Discrimination against Lesbian, Gay, Bi, Trans, and Intersex Peopleofficial business and human rights guidance
- Shore, L. M., Randel, A. E., Chung, B. G., Dean, M. A., Ehrhart, K. H., & Singh, G. (2011). Inclusion and Diversity in Work Groups: A Review and Model for Future Researchintegrative review
- International Labour Organization (1981). Workers with Family Responsibilities Convention, 1981 (No. 156)international labour convention