Purpose This article explores how senior policewomen in the United States and Australia navigate gendered organisational cultures in which masculine leadership norms remain dominant despite formal equality reforms. Using a feminist institutionalist lens, it examines how women pursue legitimacy and career progression through informal mentoring, sponsorship, assimilation and identity work. The article aims to show how these strategies may simultaneously resist and reproduce gendered power relations, revealing the limits of symbolic inclusion and the persistence of informal barriers to women's leadership in policing. Design/methodology/approach This study adopts a qualitative design based on 40 semi-structured interviews with senior and mid-level policewomen in the United States and Australia. Participants were recruited through purposive and snowball sampling to capture diverse leadership experiences across federal, state and local policing contexts. Interviews were audio-recorded, transcribed verbatim and analysed using reflexive thematic analysis. Guided by feminist institutionalism, the analysis examined how informal power structures, gendered norms and identity-based negotiations shape women's leadership trajectories within policing organisations. Findings The findings show that women's leadership progression in policing is shaped by unequal access to informal mentoring and sponsorship, persistent pressure to conform to masculinised leadership norms and ongoing identity work. Participants described how informal networks influence visibility and promotion, while legitimacy often depends on displaying toughness, emotional restraint and command authority. Although women adopt strategic responses to gain acceptance and progress, these adaptations can also reproduce the gendered structures they seek to challenge. Overall, the study highlights the gap between formal diversity commitments and everyday organisational practices in policing. Research limitations/implications The study is based on qualitative interviews with 40 senior and mid-level policewomen in the United States and Australia; therefore, the findings are not statistically generalisable to all policing contexts. The focus on women's accounts also does not capture how male leaders or organisational decision-makers may interpret these dynamics. However, the study offers important theoretical insight into how informal power, gendered legitimacy and identity work shape leadership in male-dominated institutions. It also suggests the need for future comparative and intersectional research across ranks, agencies and national settings. Originality/value This article contributes to scholarship on gender, leadership and policing by showing how women's advancement is mediated through informal institutional dynamics rather than formal policy alone. Its originality lies in combining feminist institutionalism with empirical interview data from two national contexts to explain how leadership legitimacy is gendered and how women navigate that terrain strategically. The article extends debates on symbolic inclusion, identity work and institutional persistence by demonstrating that women's presence in leadership does not necessarily signal structural change. It also offers practical value by highlighting the need for reform that addresses informal power relations, not just representation.
Purpose Given the unequal employment outcomes experienced by Indigenous workers compared to non-Indigenous, our study examines the extent to which these inequities are attributable to resume characteristics, such as skills and experience or to factors beyond the applicants' control, such as the biases and discriminatory attitudes of employers. Design/methodology/approach To analyse the phenomenon of labour market inclusion and marginalization, we adopt a mixed-method approach equipped to examine the intersectionality of multiple identities in a way that has been largely ignored in existing resume audit study experiments. The first method deploys a call-back audit study to assess call-back rates across different demographics. Secondly, we conduct semi-structured interviews with food service industry stakeholders to develop an understanding of hiring preferences, and the role of biases in shaping hiring decisions. Findings Indigenous job seekers receive fewer callbacks from employers compared to other non-Indigenous applicants. Biases and entrenched prejudices against Indigenous peoples, we find, are generated by perception and socialization, and not necessarily the actual experiences of front-line workers and hiring managers. In one region, foreign-born workers have greater advantages than Indigenous applicants in securing callbacks, but the audit study analysis concludes that gender is the strongest determining factor. There is little evidence to support claims that newcomers marginalize Canadian-born applicants, either Indigenous or non-Indigenous. Social implications For Indigenous job seekers, our study concludes that the acquisition of education, credentials and experiences is not enough to combat the systemic biases and discriminatory attitudes held by employers, exacerbating already negative labour market and socio-economic outcomes. What is clear is that marginalized groups cannot simply educate their way out of poverty and underemployment when even entry level, low-skilled sectors create their own barriers to entry. Originality/value To the best of the authors’ knowledge, our study is unique in that it is the first audit study to specifically examine the experiences of Indigenous workers in Canada across two distinct regions. Secondly, we show that labour force marginalization cannot be attributed to human capital deficiencies among Indigenous job seekers, but instead an intersectional vector of gender and race. Thirdly, our study uses a qualitative approach to show how employer biases and notions of “fit” prevent Indigenous applicants from being hired, even into low-wage or entry-level occupations.
Purpose Purpose: Many languages with grammatical gender are said to have a “gender neutral” use of the masculine form. The aim of this article is to assess the language used in Egyptian online recruitment through an evaluation of the linguistic features in job advertisements. Design/methodology/approach Design/methodology/approach: This article evaluates the use of gender-biased language in Egyptian online recruitment by conducting a content analysis of corpus of job advertisements. Jobs were coded and analysed based on target gender, grammatical gendering, occupational classification and main economic activity. Findings Findings: Occupational gender expectations are embedded in grammatical gender choices. Specifically, senior and high-paid positions are more likely to be advertised in the masculine, while other secretarial, administrative and supporting positions are more likely to be advertised in the feminine. Jobs exclusively targeting women are also less likely to include managerial or professional roles compared to jobs targeting men or women, and this relationship is found to be statistically significant. Research limitations/implications Implications: Linguistic choices are used to reinforce and perpetuate existing gender stereotypes, occupational expectations and divisions (i.e. men as doctors and women as nurses). Further, the results help identify a national and organisational gap in the absence of laws and guidance governing discriminatory online recruitment practices. Originality/value Originality: This is the first systematic investigation into the language used in recruitment in Arabic and in Egypt, a largely understudied context and language.
PurposeIn this essay, we review many of the actions taken in 2025 through the lens of Social Dominance Theory, as the goal appears to be more about social dominance than fairness. Design/methodology/approachWe review three of the Trump Administration's initiatives, using their own words and actions to show their true intent. FindingsWe find more emphasis is being placed on promoting social hierarchies than on reducing them. Originality/valueBy clarifying the Administration's true motives, we aim to correct many of the common political narratives and help identify common interests for broad-based coalition building to continue the work toward greater social justice in the U.S. (and beyond).
PurposeThis article structures findings on inclusion in the workplace across different levels of analysis to enhance understanding of its multilevel nature. Design/methodology/approachA narrative literature review synthesizes existing theories and bridges perspectives on inclusion in the workplace. FindingsThe individual sense of inclusion is characterized by belonging, uniqueness and acceptance. Interpersonal and organizational factors influence individual experiences through mechanisms such as inclusive behaviors, leadership and practices. Contextual differences in norms, values and power further shape the processes of including and being included. Originality/valueLiterature on inclusion is structured to help academics and practitioners narrow the gap between individual experiences and organizational aims related to inclusion.
PurposeThe goal of this article is to introduce a conceptual fundament on which alternative narratives of sport heroes can be accessed and analyzed as tools that capture the negotiation of belonging in the city. Design/methodology/approachThe article takes a critical approach that considers sport heroes as narratives belonging by highlighting the role of hegemonic narratives in the space of national and global sport hero narratives, whilst also raising questions about the role of alternative narratives in this space. FindingsThis article is a conceptual paper that highlights the role of locality and space as fundamental elements in the creation of sport hero narratives as they relate to belonging. Originality/valueThis article moves away from the understanding of belonging as national in the discussion around sport heroes and considers the reality that if belonging is a universal process, those who are deemed as the “other” in a nation state also create stories through which the negotiate their belonging. This results in centering cities of difference as an integral space for the collection of stories about sport heroism.
PurposeThis research explores how the presence and characteristics of female directors affect the credit risk of the financial sector. Design/methodology/approachThe research draws on hand-collected data from the annual reports of 53 publicly traded financial firms listed on the Dhaka Stock Exchange in Bangladesh, spanning the years 2016–2022. Ordinary least squares regression models are employed to assess the associations. FindingsThe study finds that having more females on corporate boards reduces credit risk. This effect remains significant even after considering their monitoring and demographic attributes. Independent female directors and those with working experience in the financial sector or foreign degrees have a stronger impact on lowering credit risk. Moreover, the findings of the study confirm the partially mediating role of female directors with independence, leadership roles, and higher education in the association between female directorship and credit risk of sample financial firms in Bangladesh. The study also highlights that female directorship is stronger in reducing credit risk when there are at least three female directors on the board. Practical implicationsThe findings of this study could guide market regulators, shareholders, and policymakers on the importance of encouraging gender diversity in boardrooms. Additionally, it provides valuable insights into board composition, specifically regarding gender quotas and qualifications under corporate governance guidelines. Originality/valueThis study uniquely investigates the association between female directorship and credit risk, focusing on the mediating role of female directors’ monitoring and demographic attributes in Bangladesh’s financial sector. Additionally, it reshapes the understanding of human capital by highlighting the importance of education and experience in relation to female board participation.
PurposeThis study provides a comprehensive review of the board ethnic diversity (BED) literature, integrating both theoretical and empirical evidence, and identifying key limitations. Design/methodology/approachEmploying a three-step systematic literature review (SLR) approach, we analysed 121 studies published in top-ranked ABDC journals between 1992 and 2025 across several disciplines, including management, accounting, finance, economics, human resources, marketing, tourism, and logistics. FindingsOur review reveals a fragmented field dominated by quantitative studies that lack contextual depth and a clear definition of BED. Moreover, existing research primarily concentrates on developed nations, adopts a Western perspective on ethnicity, and often overlooks institutional differences. Although the studies often report a positive relationship between BED and corporate outcomes, relatively little attention has been paid to its antecedents and barriers. Finally, the review indicates that despite widespread diversity, equity, and inclusion (DEI) rhetoric, ethnic minorities remain underrepresented in boardrooms and continue to face subtle discrimination and social barriers that hinder their chances of securing board positions. Practical implicationsThe literature suggests that BED has implications beyond firm performance. While some studies associate it with improved governance quality, transparency, and innovation, the review also highlights its broader institutional significance as societies increasingly demand representation and inclusion in corporate leadership. At the same time, recent political and shareholder backlash against DEI initiatives, especially in the U.S., has intensified debate around the legitimacy and role of such policies. In this contested context, the literature indicates that organisations and regulators should approach BED not merely as a driver of performance, but as a governance issue linked to accountability, representation, and legitimacy. Originality/valueTo the best of our knowledge, this is the first comprehensive review of the state-of-the-art on BED. We propose an integrative framework that highlights the key dimensions of BED and explains their relationship with corporate outcomes. We also shed light on critical gaps in the literature and outline an agenda for future research.
Purpose This study investigates how inclusive writing in French job advertisements, specifically point médian and coordinations, affects key recruitment-related perceptions. It examines how these linguistic forms shape perceived gender representation in the company and the advertised role, and whether they influence job attractiveness, perceived personal skills and anticipated belongingness. Design/methodology/approach We conducted an online mixed-method experimental study testing wording (generic masculine vs inclusive writing) within-participants, and inclusive writing form (point médian vs coordinations) between-participants. One hundred and eighty-four native French speakers evaluated 12 job advertisements (6 generic masculine and 6 inclusive writing) and gave 5 measures: perceived percentage of women in the company and in the job, job attractiveness, perceived personal skills and anticipated belongingness. Findings Inclusive forms increased estimates of women's representation in the company and in the job compared to the generic masculine. However, only the point médian significantly enhanced perceived personal skills, job attractiveness and anticipated belongingness, whereas coordinations influenced only anticipated belongingness. No systematic gender differences emerged. Originality/value Drawing on signaling theory and the instrumental-symbolic framework for recruitment, this study contributes to research on employer branding and inclusive language by demonstrating the symbolic signaling role of the point médian in French job advertisements, as a socially salient and politically charged typographic form that enhances organizational attractiveness.
Purpose This study develops a conceptual framework explaining how the accounting profession may institutionalise disability exclusion through the construction and governance of professional competence. While prior research documents barriers faced by disabled professionals in accounting, existing explanations largely treat exclusion as a matter of underrepresentation, accommodation failure or interpersonal bias, leaving it underexplored how professional standards themselves may reproduce exclusion. Design/methodology/approach Using a conceptual development approach, the study draws on accounting professionalisation research, disability and ableism scholarship, equity, diversity and inclusion (EDI) studies, institutional theory and legitimacy theory to examine how professional competence is constructed and governed within the accounting profession. Findings The study develops a recursive conceptual framework of institutional ableism in accounting by integrating insights from accounting, disability, professionalisation and institutional scholarship. The framework explains how professional legitimacy expectations shape the ideal accountant and are reinforced through accountability mechanisms, enabling narrow assumptions of professional competence to become normalised and reproduced within the accounting profession. Research limitations/implications As a conceptual study, the model needs to be empirically tested in accounting contexts and work environments. Practical implications The framework suggests that meaningful disability inclusion requires reassessing competency standards, evaluative systems and professional governance structures, rather than focusing solely on accommodation or representation. Originality/value The study extends EDI and accounting scholarship by framing disability exclusion as a structural consequence of professional regulation and by developing a framework of institutional ableism for analysing exclusion within professional institutions.
Purpose Despite increasing workplace protections for transgender and gender diverse (TGD) individuals, microaggressions remain prevalent in organizational settings. In the context of growing societal scrutiny towards diversity, equity and inclusion (DEI) initiatives, and a heightened backlash specifically targeting trans communities, it is crucial to understand how inclusion shapes the experiences of TGD employees. Design/methodology/approach Using an online survey of 366 TGD employees, this study examined how workplace microaggressions relate to internalized transphobia, and whether transgender community connectedness and perceived organizational support may moderate this relationship. Findings Workplace microaggressions were significantly and positively associated with internalized transphobia. Additionally, community connectedness appeared to serve as a consistent protective buffer, weakening the positive association between microaggressions and internalized transphobia. In contrast, the association between microaggressions and internalized transphobia was stronger at higher levels of organizational support compared to lower levels, suggesting that unmet expectations of inclusion may intensify the harmful effects of discrimination. Practical implications These findings highlight the importance of creating inclusive environments that foster community spaces and ensure that organizational inclusion efforts are accompanied by concrete actions to address discrimination. Originality/value This study contributes to the workplace minority stress literature by examining how community and organizational inclusion resources shape the relationship between workplace microaggressions and internalized transphobia among TGD employees, suggesting that different forms of inclusion may operate in distinct ways.
Purpose This study examines whether working from home (WFH) intensity is related to household-task equality and whether this household condition functions as a relational home-domain resource linking WFH with work-family balance, life satisfaction and work outcomes among working parents. Design/methodology/approach We analyzed survey data from 765 participants (234 men and 531 women) and estimated gender-specific path models from WFH intensity to work-family balance, life satisfaction, job performance, and job satisfaction, mediated via childcare, cleaning, finance, and repair/trash responsibilities. A spouse subsample provided convergent evidence for key household measures. Findings Moderate and extensive WFH were linked more consistently to greater male participation in childcare and cleaning than to reductions in women's domestic shares. Men's childcare involvement showed the clearest downstream links to work-family balance and life satisfaction and, indirectly, to work outcomes. For women, WFH was less strongly related to household-task reallocation, and work-family balance was the most proximal predictor of work outcomes. Practical implications Organizations should establish transparent hybrid-eligibility criteria, legitimize men's use of flexibility for caregiving, and support boundary management so that flexibility does not intensify women's unpaid workload or tele-pressure. Social implications Flexibility can support more equal father involvement, but persistent gender norms still shape those whose unpaid work is visible, valued, and translated into well-being gains. Originality/value We extend Job Demands-Resources theory by conceptualizing household-task equality as a relational and negotiated resource condition that is indirectly shaped by work design. We theorize a staged cross-domain conversion process in which work arrangements alter time availability and co-presence; these conditions are translated into household labour allocation; and the resulting household configuration is associated with psychological states and work outcomes. Gender is theorized as a boundary condition that shapes the efficiency of this conversion process.
Purpose Diversity, equity, and inclusion (DEI) is an increasingly important focus in academic medicine. While DEI best practices are well-documented at the institutional level, they are less well described for individual faculty members, particularly for those who conduct research. Herein, we propose DEI best practices for faculty members to support: (1) supervision, mentorship, and teaching; (2) conduct/dissemination of research; and (3) development/conduct of creative professional activities. Design/methodology/approach Trainees led a narrative synthesis of best practice recommendations with faculty input based on national/international DEI guidelines and contemporary research. Findings For supervision, mentorship, and teaching, we discuss strategies to support the equitable recruitment of trainees and to create an inclusive learning/research environment. For research, we describe best practices to include DEI principles throughout the research process, from designing and conducting the study to disseminating the results. Additionally, we propose strategies to build/maintain high-performing and diverse research teams, including the recruitment of diverse and qualified investigators, inclusion of all team members in the research environment, avoiding tokenism, maintaining boundaries, and building DEI capacity within research teams. Finally, we describe practical ways for faculty members to incorporate DEI principles into their creative professional activities. Originality/value This article serves as a starting point for faculty members to foster a more inclusive environment in academic medicine. By incorporating DEI principles throughout their academic activities, faculty members can improve the educational experiences of trainees, cultivate a culture in academic medicine that values different perspectives, and build healthcare systems that better serve individuals from all sociodemographic backgrounds.
Purpose Women in managerial roles are targets of negative evaluation and opposition. This research investigated the direct and indirect effects of need for cognitive closure (NCC; i.e. the need to maintain the stability of knowledge) on negative attitudes against women as leaders via the unexplored sequential mediating role of binding moral foundations (i.e. group-protecting moral concerns) and gender essentialist beliefs (i.e. the belief that women and men are unchangeably and naturally different). Design/methodology/approach A cross-sectional study was conducted on a sample of 248 Italian workers (57% men, 43% women). Self-report measures assessing individual NCC, endorsement of binding moral foundations, gender essentialist beliefs and negative attitudes towards women as managers were employed. Bootstrap mediational analysis was conducted to test the expectations. Findings The results confirmed the association between the NCC and the negative attitudes against women as leaders, as consistently demonstrated in the literature. Most importantly, the results revealed that the positive relation between the NCC and negative attitudes against women in managerial positions was sequentially mediated by binding moral foundations and gender essentialism. Originality/value By considering the underexplored intertwined effects of multiple social psychological factors at the roots of negative evaluation of women as managers, the study addresses the complex psychological process that enables the continuance of gender discrimination in leadership roles.
Purpose This manuscript aims to expose a modern inner dialog between antifat beliefs and fat-inclusive beliefs, seeded by literature that sometimes supports the vagaries of excess body weight and sometimes points to other causes and neutral consequences of excess body weight. It shows how we, as researchers, “hear” this dialog in our own minds as we attempt to be weight-inclusive in our research on body weight in the workplace. Findings By being transparent in revealing our inner dialog about excess body weight’s harm – and lack thereof – we point to how to overcome some prejudicial beliefs about body weight that have long been entrained by Western culture. Research limitations/implications Showing that there are (at least) two parallel arguments about fatness – and concluding with a reframe to reconcile the two streams – will help researchers approach weight at work research with more awareness and sensitivity. Further, allowing other researchers to view our inner dialog provides an exemplar about how openness and conversation about how our own biases can come to inform our research and the concrete steps we must take to avoid this. Originality/value It is rare for research on weight to provide two viewpoints: that fatness can be aversive but also that fatness cannot lead to all the maladies we typically associate with it.
Purpose Individuals with a concealable stigma often face employment discrimination and as a result choose to conceal it in employment settings. However, unlike other concealable stigmas, job applicants with a criminal record are usually forced to reveal their stigma due to background checks. To help job applicants successfully overcome employment barriers, we seek to identify how this population can disclose their record in a way that reduces bias and avoids discrimination. Design/methodology/approach Drawing on the stereotype content model and BIAS map framework, we employ an experimental design in which we manipulate disclosure strategy (integration vs decategorization), controllability of the criminal record (low vs high) and disclosure source (applicant vs professional reference). Findings We found a three-way interaction in which decategorization enhanced recruiters’ hiring intentions via perceived competence of a job applicant with a criminal record but only when controllability was low (criminal record was due to extenuating circumstances vs a character flaw) and the applicant self-disclosed vs having a professional reference disclose the record. Originality/value We extend the literature on concealable stigmas by demonstrating that job applicants with a criminal record can overcome hiring discrimination by crafting a self-disclosure that downplays their record and points out the role of situational factors.
Purpose Narrative curriculum vitae (NCVs) have emerged as a key strategy to promote fairer research assessment for funding applications. This project aimed to: a) understand how researchers from underrepresented groups perceive the challenges or opportunities of NCVs and b) examine the language used in NCVs and whether this influences reviewer evaluations. Design/methodology/approach Study 1, a qualitative interview study with 20 scholars who are minorities in academia (e.g. due to gender, sexual orientation, ethnicity, disability), aimed to identify the barriers and facilitators to adopting NCVs using thematic analysis. Study 2 examined how NCVs are written and evaluated, specifically focusing on language. Study 2a, adopts a linguistic analysis of 27 NCVs submitted by minoritised researchers. In Study 2b, 55 reviewers were recruited to evaluate the same 27 NCVs. Findings Researchers from minoritised groups valued the potential of NCVs but found the different format/writing style challenging and time-consuming, especially in the context of conflicting guidelines and feedback and uncertainty about how NCVs influence funding decisions. Linguistic analysis of NCVs produced by underrepresented/minoritised researchers demonstrated differences in language use across group, including less-frequent use of language indicting agency and ownership, which subsequently was found to influence reviewers' evaluation of these NCVs. Originality/value The project is one of the first to consider the perspective of NCV writers who belong to minoritised backgrounds in higher education, integrating their point of view and insights into the language they use and how reviewers assess it.
Purpose This study explores succession planning practices in the financial sector of a developing country and how they influence global majority women’s progression into leadership positions. It seeks to understand intersectional barriers limiting global majority women’s ability to be included for leadership development and why even their representation at senior decision-making levels remains limited despite policy commitments to gender inclusion. Design/methodology/approach It achieves this purpose through a qualitative research approach using individual interviews with 26 purposively sampled global majority women leaders who have lived experiences in leadership positions within the financial sector in Ghana. Thematic analysis was carried out on the transcribed audio recordings to identify relevant themes. Findings The findings show that financial institutions in Ghana have gender diversity policies and initiatives, women inclusion in succession planning through talent pools, mentoring, coaching and provision of support structures and leadership development programmes. However, the succession processes tend to be informal, prone to bias and dependent on personal networks and sponsorship, which tend to favour men. Despite the relatively few women occupying managerial positions, their progression into leadership continues to be hindered by institutional barriers, cultural limitations and personal barriers. Originality/value The study adds to the knowledge on the impact of external factors like the Affirmative Action (Gender Equity) Act 2024 of Ghana and Sustainable Development Goal (SDG) 5 on the gender-inclusive practice in the financial industry in Ghana, but still, the structural and cultural biases are still there to interfere with real advancement. Therefore, clear and responsible succession systems and more intensive organisational and cultural transformation are necessary to make gender equity in leadership sustainable.
Purpose Grounded in transactional stress theory, this study investigates the following research question: How do female frontline hospitality workers in Egypt's Red Sea resorts cope with the mental health challenges arising from exposure to workplace sexual harassment? Design/methodology/approach The study adopts a qualitative research design based on semi-structured interviews conducted in eight two- and three-star hotels located in the Red Sea resort areas of Hurghada and Sharm El-Sheikh, Egypt. Participants were female frontline employees in customer-facing roles, primarily working in hotel reception and restaurant services. Findings The study identifies three principal coping strategies employed by female frontline employees in response to workplace sexual harassment and its associated mental health consequences. These include emotional regulation, reflected in therapeutic coping strategies and meditative practices; workplace avoidance, manifested through occupational shifts and intensified work engagement as a form of psychological escape; and cultural normalization, expressed through efforts to seek accountability and to contextualize harassment within broader societal norms. Collectively, these strategies illustrate how employees navigate and manage ongoing psychosocial harm in the absence of effective institutional support. Originality/value This study contributes to the hospitality literature by addressing a significant gap concerning the mental health implications of workplace sexual harassment among female frontline employees. Qualitative research in this area remains limited, particularly within the Middle East and North Africa (MENA) region and broader Middle Eastern contexts. The study provides original insights into the lived experiences of women in underexplored cultural and geographical settings.
Purpose This study aims to examine how employees define inclusion and how these beliefs are shaped by formative life experiences and framed by generational positioning. While prior research has explored inclusion through demographic categories such as race and gender, less is known about how generational comparisons are constructed and what underlies perceived differences across cohorts. Design/methodology/approach In total, 32 semi-structured interviews were conducted with participants across four generational cohorts in the United States of America and the United Kingdom. Participants defined inclusion, reflected on formative life experiences and compared their views with those of their own and other generations. The analysis combined thematic coding with an imprinting-theory lens to examine how early experiences shape enduring interpretations of inclusion. Findings Participants frequently described their inclusion beliefs as aligned with their own generation and different from others, reflecting social identity processes of in-group similarity and out-group differentiation. However, their underlying beliefs were consistently grounded in formative life experiences that cut across generational boundaries. These experiences gave rise to recurring patterns in how inclusion was understood, particularly in relation to belonging and voice, authenticity and recognition, fairness and accountability and development and support. Research limitations/implications The study relies on retrospective accounts and a UK–USA sample and does not assess objective generational differences in inclusion beliefs. Practical implications The findings caution against the use of generational categories as proxies in managerial practice and in artificial intelligence (AI)-enabled human resource (HR) systems. Instead, organizations should focus on the experiential foundations of inclusion when designing policies, practices and analytics. Social implications The findings suggest that societal discussions about generational differences may overlook the formative experiences that shape individuals' views on inclusion. Recognizing the role of lived experience, rather than relying on age-based assumptions, can support more constructive intergenerational dialog and a more nuanced understanding of inclusion across groups. Originality/value The study distinguishes between the formation of inclusion beliefs through lived experience and their framing through generational positioning. In doing so, it extends social identity theory by clarifying the role of generational categories as interpretive resources and applies Imprinting Theory to explain how inclusion beliefs develop and persist over time.
