We examine the opportunities and challenges of diversity and inclusion in the workplace and in society. For example, we explore how gender, age, and disability diversity shape team dynamics and employee experiences. We also examine the key factors that foster an inclusive workplace culture and how effective leadership can unlock the benefits of diversity in organizations.
More than 20% of the Swiss population are persons with disabilities, many of whom are both willing and able to actively contribute to the workforce. Our research examines how organisations can create an inclusive and health-promoting work environment for individuals with visible and non-visible disabilities. We investigate the organizational, cultural, and individual factors that can foster inclusion, such as leadership, workplace culture, HR processes, and tailored workplace adjustments. Additionally, we explore topics such as equal opportunities, (de)stigmatization processes, and key factors influencing the decision whether to disclose a non-visible disability.
Managers play a crucial role in enabling employees to work in a healthy, satisfying, and productive environment. Studies show that leadership behaviour has a direct impact on sickness rates, job satisfaction, and mental health of employees. But what exactly defines a healthy leadership style? In our research, we investigate this question, analyse the influence of healthy leadership on employees and companies, and develop practical recommendations for various target groups.
The way people work has changed significantly, not just since the COVID-19 pandemic, but also in response to broader shifts in society. While mobile and hybrid working has become indispensable for many employees, some companies are calling for a complete return to office work. But which path is sustainable and effective? We investigate the effects of flexible working, particularly on health, productivity, and inclusion. In doing so, we explore factors at the individual, team, leadership, and organisational levels, aiming to derive practical recommendations for designing flexible working arrangements that are both effective and health-promoting.
In addition to the responsibility of society and organizations to ensure fair and inclusive working conditions, employees also have the opportunity to actively shape their own work experience. In our research, we focus on various forms of proactive work design that support employees in adapting their tasks to their own strengths and needs, overcoming challenges, and actively claiming inclusion. Our research focuses on job crafting – proactively making changes to one’s work tasks, relationships, or cognitions – and employee voice – the active contribution of ideas, suggestions, or criticism at work. Both approaches highlight how employees can take an active role in shaping their work experience.