This article contributes to the knowledge about diversity and inclusion by including a discussion of corporate social responsibility, communication strategies, social capital, and social identity. This article also includes archival data as use cases to demonstrate how two companies are implementing diversity and inclusion practices. I further discuss how the companies' current practices are aligned with human resource components including recruitment and selection; training and development; and compensation and rewards. I conclude by making recommendations to assist companies in building a culture of diversity and inclusion noting a multilevel approach including senior leaders, managers, and underrepresented groups.

In a global society experiencing an increasing shortage of qualified workers and the recognition that individuals with autism spectrum disorder (ASD) can be effective employees, there is an uptick in private sector initiatives to address employment needs through the recruitment of workers with ASD. A case study methodology with consensual qualitative research analysis was used to gain a rich understanding of employment of people with ASD at a medium-sized clothier in collaboration with a service provider for people with ASD. Perceptions of implementation and effectiveness were collected. Results suggest the hiring of people with ASD was positively perceived by employees. Components of this success included changes to the physical work environment, diversity training specific to individuals with disabilities, and a company climate of engaging and supporting employees with ASD. This research suggests that the collaborative initiative may prove a meaningful model for other companies interested in employing people with ASD.

We introduce and explore the notion of hegemonic dividend in the context of a country which does not have hierarchy attenuating means such as legal measures to protect workforce diversity. This paper explains the consequences of two hierarchy enhancing ideologies on workforce diversity in Turkey; meritocracy, an ideology that privileges merit, and ‘biat’, an ideology of subservience to the structures of power. We illustrate how these two ideologies operate as a duality, as meritocracy vanes with dire circumstances for workforce diversity in nation-branding efforts of Turkey. Drawing on Bourdieu and Gramsci, we illustrate hegemonic dividend in the increasingly hegemonic system in which journalism, as a state apparatus, is embedded in Turkey, where privileged few are sustaining and advancing their positions of power by appealing to and submitting themselves to the revisioned nation brand. We focus on the news industry as it commands a special position of power in terms of creating, modifying and controlling the discourses of a nation brand. We argue that failing to protect and promote workforce diversity with hierarchy attenuating measures exposes nation branding practices to discriminatory and hierarchy enhancing ideologies that negate efforts to achieve humanisation and democratisation of work.

There is limited research that addresses the inclusion of individuals with autism in the workforce. Autism employment in information technology (IT) is a new phenomenon and there is no established theory to draw from to investigate this phenomenon. In this paper, we review the existing literature on autism employment and present a theoretical framework to study information technology workplace readiness to equitably include individuals with autism. Our proposed framework extends Annabi and Lebovitz’s organizational interventions mitigating individual barriers theoretical framework to include Ajzen’s Theory of Planned Behavior constructs. The framework will contribute to advancing the knowledge and understanding of the needs of individuals with autism, the knowledge and attitudes of neurotypical information technology employees, and organization and employment characteristics. Ultimately, this work will lead to discoveries that broaden participation of individuals with autism in the information technology industry and beyond.