A Proposal for Redefining Inclusion in the Workplace through Facet Theory

Objective: this article proposes a conceptual framework of inclusion in the workplace and operationalizes the concept. Theoretical approach: metatheoretical approach of facet theory and inclusion approaches. Method: we utilized facet theory comprehensively, from the conceptualization of inclusion to the development of the scale and the analysis, using smallest space analysis. The sample for this study consisted of 145 white-collar employees in the car industry in São Paulo, Brazil. Results: the findings supported a multifaceted concept of inclusion comprised of three facets unfolded into elements: AGENT (peer and superior), ACTION (permission, recognition, and support), and ACCOMPLISHMENT (belongingness, uniqueness, and respect). Conclusion: the structural hypotheses were supported. Facets and their elements combine and are represented in the mapping sentence, as facet theory describes. This structure underpinned the creation of an inclusion scale that represents a novel way of measuring the inclusion construct, insofar as all items measure the three facets simultaneously, connected with their elements. Inclusion, from the perspective of facet theory, is a process in which the employee’s perception of actions (recognition, support, and permission to participate in formal and informal processes) practiced by agents (superior or peer) generates an accomplishment (sense of belonging, respect, and distinction) in employees.