Employee Perspectives on Inclusivity in Ethiopian Workplaces: Linking Perception to Performance
DOI:
https://doi.org/10.25159/2664-3731/17164Keywords:
Ethiopia, fairness, inclusion, uniqueness, workplace inclusivenessAbstract
Promoting inclusion in the workplace is an important policy component for developing the national labour force and market. However, this crucial issue has received insufficient attention in Ethiopia. This study aims to initiate the assessment of inclusivity in Ethiopia by analysing workplace performances regarding inclusiveness and its link to major inclusion criteria. This study data came from a national survey on the labour market and inclusiveness, which were then analysed using the partial least square structural equation model. The study results shed light on the positive impact of important inclusion elements such as diversity climate, fairness, maintaining employee uniqueness, establishing an enabling environment, and enhancing organisational strategies and policies consistent with inclusive principles. However, factors such as belongingness, avoidance of discrimination, and training and skills development were perceived as having an adverse impact on workplace inclusivity. This study addresses an important but understudied topic: the effects of inclusion instruments on the perceptions of employees in one of the least developing countries. The results regarding the key inclusion instruments such as diversity, fairness and support for employee uniqueness, combined with a nuanced examination of the potential drawbacks of belongingness, anti-discrimination efforts and training, are new to Ethiopian literature. These results provide valuable insights for academics and labour market practitioners working to improve employee inclusivity. The study suggests that policymakers in the Ethiopian labour market sector consider the revision of inclusion instruments that focus on belongingness, anti-discrimination efforts and training.
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