Workplace well-being: making a case for “psychological” diversity and inclusion

Abstract

Purpose

Introverts, along with extraverts, form a significant portion of the workforce. This paper aims to conceptualize the case for “psychological” diversity and inclusion of personality by highlighting the introverted view of well-being in the context of the happy-productive worker thesis.

Design/methodology/approach

The study employs an integrative review of the extant literature to investigate the definitions of extraversion and introversion, differences in the meaning of happiness, and measurement parameters of well-being. The social identity theory and broaden and build theory formed the theoretical basis for the posited relationships.

Findings

This study advances the understanding of the connection between the well-being of employees and their performance. Therein, it highlights the role of the inclusion of personality and perspectives of well-being for organizational effectiveness. This paper further suggests measures that managers need to undertake to promote the inclusion of introverts at the workplace and ensure their well-being.

Originality/value

Given the significance, organizations have increasingly undertaken initiatives to promote diversity and inclusion at the workplace. While the demographic composition of the workforce has seen affirmative action, this paper highlights and discusses the case of “psychological” diversity and inclusion.

Citation

Dagar, C. (2024), "Workplace well-being: making a case for “psychological” diversity and inclusion", Development and Learning in Organizations, Vol. 38 No. 2, pp. 20-22. https://doi.org/10.1108/DLO-03-2023-0083