Abstract:
This study focuses on the concept of organizational inclusion, which goes beyond
diversity management, the dominant paradigm in the field of public administration.
Although several studies in public administration mention the importance of inclusion,
none of these studies have empirically tested its association with performance beyond
diversity management. Data for this study comes from a survey conducted among
public managers in Texas agencies. The study finds that diversity management alone
is insufficient for improving workplace performance. What is required instead is an
approach that promotes greater inclusion of employees in ways that takes their views
into account and promotes self-esteem. The results show that productive workplaces
exist when employees are encouraged to express their opinions, and their input is
sought before making important organizational decisions. This requires supportive
leadership and empowering employees with information and resources that will help
them make important decisions about their jobs.
