What Are the Prospects for Inclusive Employment in Russia?
The authors (Victoria Antonova, Daria Prisyazhnyuk) noted that businesses operating in Russia are not fully included in the inclusive agenda: 66% of organizations that took part in the survey did not have employees with disabilities.
They managed to find out that 75% of HR managers surveyed support the policy of inclusion and diversity to one degree or another. At the same time (regardless of the size of the company), most often this policy is maintained without clearly defined inclusive rules and regulations.
According to the study, more than half of respondents (55%) believe that the initiator of the policy of diversity and inclusion in the workplace is the management of the company. 26% of respondents agree with the leading role of the HR service in promoting this policy. Approximately one in five respondents (21%) notes that no one specifically initiated a policy of inclusion and diversity in their company, it developed by itself.
However, the positive effects of diversity and inclusion policies are noted by more than half of the HR managers surveyed. From 60% to 71% speak about the growth of trust in the company's management, the company's reputation, involvement, commitment, motivation and tolerance of employees, as well as the personal growth of HR employees as a result of the policy of inclusion and diversity.
These and more extended conclusions of this study can help both scientists and HR managers and experts in the field of personnel management to develop a methodology of approaches to studying, for example, the state of inclusive organizational culture not only in business, but also in state-owned companies. At the same time, the focus of attention can be both employees with disabilities, and migrants, youth, women, etc.
Human Capital Multidisciplinary Research Center Digest Project is managed by Olga Voron.
The new issue of the scientific digest is available at the link.