000			01375pab a2200181 454500
008			180718b2015 xxu||||| |||| 00| 0 eng d
100			_aAndrews, Rhys
245			_aRepresentation and inclusion in public organization: evidence from the U.K. civil services
260			_c2015
300			_ap.279-287.
362			_aMar-Apr
520			_aTheories of workforce diversity in the public sector assume that organizations that are more representative of the population they serve are more likely to foster an inclusive work climate in which individuals from different sections of society can thrive. The authors examine this assumption by studying whether gender and minority ethnic representativeness are related to perceptions of inclusiveness and the experience of discrimination and bullying within U.K. civil service organizations. Findings suggest that gender representativeness and minority ethnic representativeness are both associated with an inclusive work climate, with each aspect of representativeness positively related to higher perceptions of inclusion and lower levels of discrimination and bullying. The theoretical and practical implications of the findings are discussed. - Reproduced.
650			_aCivil service - Great Britain
650			_aCivil service
700			_aAshworth, Rachel
773			_aPublic Administration Review
909			_a108350
999			_c108345 _d108345