The Impact of Demographic Composition of Social Networks on Perceived Inclusion in the Workplace

• Published date: 01 May 2022
• Author: Heyjie Jung,Eric W. Welch
• Date: 01 May 2022
• DOI: http://doi.org/10.1111/puar.13470

Research Article:

Race and Gender

Symposium

522 Public Administration Review • May | June 2022

Abstract: Inclusion in the workplace is defined as the extent to which individuals perceive that they are part of

significant processes in organizations. This article explores the determinants of workplace inclusion by asking: How

does the demographic composition of social networks inside and outside of the workplace affect perceived inclusion in

the workplace? We apply literature on social identity theory and social network theory to develop and test hypotheses

on professional sub-network demographic composition using the linear regression analysis on data from the 2011

National Science Foundation–funded national survey of academic faculty on work environment and careers in US

universities. Among other results, we find that perceived inclusion is explained by the interactions between race,

gender, and demographic composition of professional networks. Findings provide new insights for the management of

diversity in the workplace.

Evidence for Practice

• This research suggests that perceived workplace inclusion is influenced by demographic characteristics of

an individual’s professional networks both in their workplace (internal network) and outside of it (external

network).

• Demographically similar professional networks outside the workplace improve perceived inclusion for

whites, nonwhites, and women; while men’s perception of inclusion improves when they have gender-diverse

external network.

• When women have a greater number of women in their internal workplace network relative to their external

network, they feel less included, whereas men perceive increased inclusion when they have more men in their

internal network in the workplace relative to external network.

• These findings offer useful insights to current diversity and inclusion policies by focusing greater attention

on the professional networks of nonwhites and women.

Managing diversity in public organizations

has been a significant and enduring task

for public managers and organizations.

While most studies on diversity have focused on

recruitment, training, and retention of a diverse

workforce, recent discussion on racism and social

equity sheds light on the importance of an inclusive

work environment, where a diverse workforce

feels integrated and included in organizations,

valued for their skills and potential, and involved

in organizational processes (Shore, Cleveland, and

Sanchez2018). Inclusive organizations empower

individuals because “employees perceive that they

are esteemed members of the work group” (Shore

et al.2011, 1265) as they delegate responsibility

to employees and emphasize fair and participative

decision-making processes (Moon2018; Nishii2013;

Prasad2001). In this article, we look at perceived

inclusion in the workplace, defined as the extent

to which individuals perceive that they are part of

significant organizational processes (Mor-Barak and

Cherin1998).

Prior research on diversity and inclusion in the

public sector has largely looked at representation,

organizational climate, leadership, or diversity

policies to examine how these factors influence work

outcomes like organizational conflict, satisfaction,

commitment, etc. (Andrews and Ashworth2015;

Ashikali and Groeneveld2015; Nishii2013;

Opstrup and Villadsen2015; Panicker, Agrawal, and

Khandelwal2018; Sabharwal2014). Research on

inclusion has explored how individuals’ demographic

attributes, such as race or gender, and demographic

similarity or dissimilarity with others contribute to

their perceptions of inclusion (e.g., Bae et al.2017).

More recent research has examined sexual orientation

and gender identity to understand workplace

inclusion (Sabharwal et al.2019). Together, these

findings show that perceived inclusion changes

Heyjie Jung

Eric W. Welch

School of Public Affairs, Arizona State University

The Impact of Demographic Composition of Social Networks

on Perceived Inclusion in the Workplace

Eric W. Welch is a professor in the School

of Public Affairs and director of the Center

for Science, Technology and Environmental

Studies (CSTEPS) at Arizona State University,

Phoenix, Arizona. His research focuses on

technology in public organizations, science

policy and collaboration, and organizational

adaptation to climate change. He has

published over 100 journal articles and

book chapters and received multiple grants

from federal agencies for his research.

Email: ericwelch@asu.edu

Heyjie Jung is a doctoral candidate in

Public Administration and Policy at the

School of Public Affairs at Arizona State

University, Phoenix, Arizona. Her research

interests include organization theory and

behavior, diversity and inclusion in the

workplace, public sector leadership, social

networks, and science and technology

policy.

Email: heyjie.jung@asu.edu

Public Administration Review,

Vol. 82, Iss. 3, pp. 522–536. © 2022 by

The American Society for Public Administration.

DOI: 10.1111/puar.13470.