| Summary: | Openness to different groups of people, including people of different social classes, ethnic groups, age, gender, disability, sexual orientation, political opinion, and their inclusion in society, as well as in the labour market, becomes of particular importance. This article concretises the following questions: how do we build an inclusive and diverse community in today's labour market? What are the opportunities for diversity processes and inclusion in today's labour market? Taking into account the importance of the equal inclusion of different groups in society in the context of the scientific literature, this study examines the situation of building an inclusive and diverse community in today's labour market, and identifies the possibilities for promoting diversity and inclusion in today's labour market. The survey covered 202 Lithuanian residents participating in the labour market. Analytical, descriptive, quantitative and statistical research methods were used. Using a quantitative research strategy, it identifies the situation of building an inclusive community in today's labour market, and identifies opportunities for realising an inclusive and diverse community in today's labour market. The results show that in most cases there is a positive view and attitude towards the diversity of employees/colleagues. Nevertheless, some of the participants in the study perceive the recognition of differences in the work environment as unnecessary. The study also revealed cases of being uncomfortable around, avoiding or even initiating bullying, or even gossiping unjustifiably, and refusing to help or work together with people of different age, gender, disability, nationality, religion, sexual orientation and other characteristics, as well as a lack of regular surveys of staff, discussions with supervisors or colleagues to improve the working environment with a focus on implementing inclusion and diversity, as well as organized trainings or seminars and mentoring programmes aimed at fostering positive attitudes towards employees of different ages, genders, working styles, disabilities, etc. as well as other colleagues having individual features. The results of the study will have a lasting value in the academic debate on the importance of equal inclusion of different groups in society in today's labour market, and their practical implications for identifying possible ways to shape society's openness to diversity and inclusion, ensuring equal opportunities for all groups, including people with disabilities, different ethnicities, sexual orientation, etc., to successfully integrate into the labour market and participate in it on equal terms and with equal opportunities.
|
|---|