Understanding Inclusion: The Role of Organization Member Prototypes

Abstract

We develop theory about the role of organization member prototypes in shaping when and why employees from different social identity groups experience varying levels of perceived inclusion—the feeling that one both belongs and is free to be themselves. Organization member prototypes set expectations about the features members should possess. Because prototypes typically align with societally dominant groups, members of dominant groups tend to enjoy high perceived inclusion while those with nondominant identities face tradeoffs between authenticity and belonging. Prototype exclusivity—the extent to which the organization member prototype reflects a narrow set of people—determines the magnitude of these tradeoffs for people with nondominant identities. Prototype exclusivity is shaped by four distinct prototype dimensions: accessibility, feature count, balance, and clarity. For organizations, greater prototype exclusivity stratifies perceived inclusion and impedes diversity. We highlight how organizations can leverage our theorizing to boost inclusion, and we provide a research agenda for exploring further consequences of prototypes in organizations.