SummaryThough there are clear benefits of being included at work, important questions about employees' views and experiences of workplace inclusion remain unanswered. First, scholars have tended to adopt a one‐size‐fits‐all approach that assumes that inclusion is viewed and experienced similarly by all employees, regardless of their social identities. Moreover, there have been rapid shifts in work modalities over the last few years, and it is currently unclear how modality impacts inclusion and if that impact is similar across all employees. To address these questions, we leveraged qualitative data from a demographically diverse sample to examine how employees define workplace inclusion, what practices and behaviors employees associate with feeling included, how social identities shape definitions and experiences of inclusion, and the modalities in which employees feel the most included. Results indicated that employees primarily define workplace inclusion as being accepted and treated equally regardless of their identities, being integrated into decision‐making, and expressing themselves authentically. Though employees defined inclusion similarly regardless of their social identities, the importance of specific inclusion practices differed across subgroups. Finally, employees felt more included when working in person, though minoritized employees were more likely to prefer remote work. Theoretical and practical implications regarding inclusion are discussed.

中文翻译：

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远近包容：跨工作模式和社会身份的包容性组织行为的定性调查

摘要尽管融入工作有明显的好处，但有关员工对工作场所包容的看法和经历的重要问题仍未得到解答。首先，学者们倾向于采取一刀切的方法，假设所有员工对包容性的看法和体验都是相似的，无论他们的社会身份如何。此外，过去几年工作方式发生了快速变化，目前尚不清楚工作方式如何影响包容性以及这种影响是否对所有员工都相似。为了解决这些问题，我们利用来自人口多样化样本的定性数据来研究员工如何定义工作场所包容性、员工将哪些实践和行为与包容感联系起来、社会身份如何塑造包容性的定义和体验，以及员工感受到包容性的方式。大多数包括在内。结果表明，员工对工作场所包容性的主要定义是，无论其身份如何，都被接受和平等对待、融入决策以及真实地表达自己。尽管员工对包容性的定义相似，无论其社会身份如何，但具体包容性实践的重要性在不同的子群体中有所不同。最后，尽管少数族裔员工更有可能更喜欢远程工作，但员工在面对面工作时感觉更有归属感。讨论了包容性的理论和实践意义。