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"Tesis ini membahas mengenai pengelolaan tenaga kerja penyandang disabilitas (Diversity Management) di PT. Trans Retail Indonesia. Dengan pendekatan kualitatif, pengumpulan data melalui studi literatur, wawancara dan observasi. Hasil penelitian ini menggambarkan pemahaman perusahaan mengenai tenaga kerja penyandang disabilitas, pelaksanaan pengadaan tenaga kerja, pengembangan, pemberian balas jasa dan pemeliharaan tenaga kerja. Faktor pendukung yang ditemukan yaitu kerjasama stakesholders, dukungan rekan kerja, pendampingan serta konseling kerja. Sedangkan faktor penghambatnya yaitu komunikasi, ketersediaan cabang, tenaga profesional dan produktivitas kerja karyawan penyandang disabilitas. Meskipun demikian, perusahaan dianggap telah memiliki modal yang cukup untuk menuju workplace inclusion yang terstruktur di kemudian hari.

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The focus of this study is the managing worker with disabilities as efforts to achieve workplace inclusion in PT. Trans Retail Indonesia. This research used a qualitative approach. While collecting data using literary studies, observation and in-depth interview. The result shows the knowledge level of company on worker with disabilities, the selection of employs, development of employs, the compensation and the maintain of employs. Several key factors such as stakesholders, associate support, mentoring and counseling. At the same time, the obstacles are profesional worker, communication, and productivity of disabled employs which lead to an attempt of firing. In spite of that, company has been known to have what it takes to develop organized workplace inclusion in the future."

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Untuk mewujudkan lingkungan kerja yang setara dan inklusif bagi pegawai disabilitas, perusahaan-perusahaan di Indonesia mulai mengadopsi konsep diversity, equity, dan inclusion. Penelitian ini bertujuan untuk menganalisis bagaimana implementasi dan peran diversity, equity, dan inclusion pada pegawai disabilitas di PT X yang merupakan salah satu perusahaan consumer goods di Indonesia. Pendekatan yang dilakukan dalam penelitian ini adalah pendekatan kualitatif. Data pada penelitian ini dikumpulkan dari wawancara mendalam dengan beberapa narasumber yaitu pegawai disabilitas PT X, pegawai bukan disabilitas PT X, Staf DEI PT X, Staf Khusus Direktorat Bina Penempatan Tenaga Kerja Dalam Negeri, Komisioner Komisi Nasional Disabilitas, dan Perwakilan Perkumpulan Penyandang Disabilitas Indonesia. Hasil penelitian menunjukkan bahwa implementasi diversity di PT X sudah berjalan dengan baik, tetapi masih perlu perbaikan pada aspek equity dan inclusion.

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To achieve an equal and inclusive work environment for employees with disabilities, companies in Indonesia have begun to adopt the concepts of diversity, equity and inclusion. This research aims to find out how the implementation and role of diversity, equity, and inclusion in employees with disabilities at PT X, which is one of the consumer goods companies in Indonesia. The approach taken in this research is a qualitative approach. The data in this study were collected from interviews with disabled employees of PT X, non-disabled employees of PT X, DEI Staff of PT X, Special Staff of the Directorate of Domestic Labor Placement, Commissioners of the National Commission on Disability, and Representatives of the Indonesian Disabled Association. The results show that the implementation of diversity, equity, and inclusion at PT X has gone well, but there is still a need to increase initiatives in the aspects of equity and inclusion."

"The volume is divided into two parts. Contributions in the first section raise questions about the meanings of age and age diversity, as well as how and when age matters in organisations. The second part of the book examines the role and contribution of HR practices in forging an age-inclusive workplace."

"Sebagai perusahaan yang bergerak dalam industri yang sangat kompetitif dan penuh inovasi berkelanjutan, PT. ULI telah menerapkan budaya keragaman dan pelibatan ke dalam agenda organisasinya dengan tujuan memperoleh manfaat-manfaat yang telah dikonfirmasi oleh berbagai penelitian, seperti akses yang lebih luas terhadap pasar dan kekayaan ide dalam proses pengambilan keputusan dan inovasi. Untuk mendukung penerapan budaya keragaman dan pelibatan dalam organisasi, penelitian ini mengkaji hubungan antara penerapan budaya keragaman dan pelibatan dengan tingkat kompetensi pelibatan yang dimiliki oleh karyawan level manajemen di PT. ULI. Dilakukan pengumpulan data mengunakan alat ukur Inclusion Skills Measurement Profile dari Turnbull, Greenwood, Tworoger, dan Golden (2010) untuk mengetahui tingkat kompetensi pelibatan karyawan dan alat ukur Organization Inclusion Indicator dari Pelled, Ledford dan Mohrman (1999) untuk mengetahui penerapan budaya keragaman dan pelibatan di PT. ULI. Ditemukan hubungan yang positif dan signifikan antara kompetensi pelibatan dan penerapan budaya keragaman dan pelibatan. Tiga dimensi dengan korelasi paling kuat adalah berinteraksi dengan perbedaan, menghargai perbedaan, dan menanamkan konsep pelibatan. Penelitian ini mengajukan intervensi berupa program pelatihan untuk meningkatkan kompetensi pelibatan karyawan level manajemen PT. ULI sehingga mereka dapat mendukung penerapan budaya keragaman dan pelibatan di organisasi.

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As a company that operates in a highly competitive industry with continuous innovation, PT. ULI has incorporate diversity and inclusion culture into its organization to achieve the advantages offered by its implementation such as wider access to market, richer ideas in decision making and innovation processes. To enable the company in successfully implementing the diversity and inclusion culture, the present research studied the correlation between the implementation of diversity and inclusion culture with inclusion skills level of management level employees of PT. ULI. Inclusion Skills Measurement Profile by Turnbull, Greenwood, Tworoger, and Golden (2010) was used to measure employees? current inclusion skills, while Organization Inclusion Indicator by Pelled, Ledford, and Mohrman (1999) was used to measure the implementation of diversity and inclusion culture in PT. ULI. Present research confirmed the positive and significant relationship between inclusion skills and its seven dimensions with the implementation of diversity and inclusion culture, with interacting with differences, respecting differences, and embedding inclusion as the three dimensions with the highest correlation. Inclusion skills training was proposed as an intervention program to improve employees? inclusion skills so that they would be able to support the implementation of diversity and inclusion culture in PT. ULI."

"Note: DIVERSITY IN ORGANIZATIONS is a comprehensive research-based text that will guide you through both the basics and details of the field. In-depth explorations of topics ranging from why diversity is important to how to become a diversity friendly employer provide practical information. You will also learn how to become a diversity-friendly employer, include workers often devalued, and how both dominant and non-dominant group members can work to effect change"

"Tujuan dari penelitian ini adalah untuk menganalisis pengaruh workforce diversity dan inclusion terhadap employee engagement pada Fakultas Ilmu Administrasi Universitas Indonesia. Penelitian ini merupakan penelitian kuantitatif dan menggunakan survei untuk menghimpun data dari para karyawan di sebuah perusahaan dengan instrumen kuesioner yang terdiri dari 38 butir pertanyaan dengan skala Likert 6 poin dari sangat tidak setuju sampai sangat setuju. Jumlah sampel pada penelitian ini adalah 115 tenaga kependidikan dan dosen Fakultas Ilmu Administrasi Universitas Indonesia dengan menggunakan total sampling. Untuk menganalisis, penelitian ini menggunakan path analysis, Confirmatory Factor Analysis (CFA), Cronbach’ alpha, uji korelasi, dan juga Sobel Test. Hasil penelitian ini menunjukkan bahwa workforce diversity memiliki pengaruh langsung terhadap inclusion dan employee engagement, kemudian inclusion berpengaruh secara langsung terhadap employee engagement, dan workforce diversity berpengaruh terhadap employee engagement secara tidak langsung melalui inclusion

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The aim of this study is to analyze the influence of workforce diversity and inclusion on employee engagement in Faculty of Administrative Science University of Indonesia. This study is a quantitative research and using survey to collect data from employees in a corporation with questionnaire consisting of 38 questions with 6 points Likert scale from strongly disagree to strongly agree. This research distributed self-administrated to 115 education staff and lecturers of Faculty of Administrative Science University of Indonesia using total sampling. To analyze, this study is using path analysis, Confirmatory Factor Analysis (CFA), Cronbach’ alpha, correlation test, and Sobel Test. The results show that workforce diversity has a direct significant effect on inclusion and employee engagement, inclusion has a direct significant effect on employee engagement, and employee engagement has an indirect significant effect on employee engagement through inclusion."

"Penelitian ini bertujuan untuk mengetahui apakah persepsi terhadap diversity management dan retaining diversity berpengaruh terhadap organizational citizenship behavior toward the organization dan organizational citizenship behavior toward individual pada karyawan PT GoTo Gojek Tokopedia Tbk. Dalam hubungan tersebut juga diuji efek dari workplace happiness sebagai mediator. Data penelitian diperoleh melalui kuesioner dengan total sebanyak 195 responden. Model yang digunakan dalam penelitian ini dianalisis menggunakan Structural Equation Modeling (SEM) dengan menggunakan software LISREL versi 8.80 untuk mengetahui hubungan dari variabel yang diuji. Hasil penelitian ini membuktikan bahwa perceptions of diversity management tidak memiliki pengaruh terhadap organizational citizenship behavior toward the organization dan organizational citizenship behavior toward individual, sedangkan perceptions of retaining diversity memiliki pengaruh langsung yang positif dan signifikan hanya terhadap organizational citizenship behavior toward individual. Perceptions of diversity management juga tidak berpengaruh terhadap workplace happiness, akan tetapi perceptions of retaining diversity memiliki pengaruh langsung yang positif dan signifikan terhadap workplace happiness. Selain itu, penelitian ini juga menunjukkan bahwa workplace happiness hanya memediasi hubungan antara perceptions of diversity management dan organizational citizenship behavior, baik toward the organization maupun toward individual.

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This study aims to determine whether perceptions of diversity management and retaining diversity affect organizational citizenship behavior toward the organization and organizational citizenship behavior toward individuals at PT GoTo Gojek Tokopedia Tbk employees. In this connection, the effect of workplace happiness as a mediator is also tested. The research data was obtained through a questionnaire with a total of 195 respondents. The model used in this study was analyzed using Structural Equation Modeling (SEM) using LISREL software version 8.80 to determine the relationship of the variables tested. The results of this study prove that perceptions of diversity management have no effect on organizational citizenship behavior toward the organization and organizational citizenship behavior toward individuals, while perceptions of retaining diversity have a direct positive and significant effect only on organizational citizenship behavior toward individuals. Perceptions of diversity management also have no effect on workplace happiness, but perceptions of retaining diversity have a direct, positive and significant effect on workplace happiness. In addition, this study also shows that workplace happiness only mediates the relationship between perceptions of diversity management and organizational citizenship behavior, both toward the organization and toward the individual."

"International Perspectives on Equality, Diversity and Inclusion examines the complex nature of equality, diversity and inclusion in the world of work through interdisciplinary, comparative and critical perspectives. Authors are encouraged to provide cross-national and multi-dimensional insights through comparative analysis and to bring insights from across the disciplines of social sciences and humanities. The series elicits critical scholarship through its focus on structures of inequality in relations of power in exploring issues of EDI at work."