Inclusion competence—conceptualization and validation of a construct and measure

We are in an era of massive global disruption, and individuals are often expected to navigate complex and volatile situations with diverse colleagues whilst at work. Despite decades of research on inclusion in workplaces, we know surprisingly little about how to identify and measure individuals’ capability to relate and work in inclusive ways. Drawing on optimal distinctiveness theory and building a bridge between research in the fields of inclusion and intercultural management, by considering the concept of cultural intelligence, we introduce a definition and conceptualization of ‘inclusion competence’. We build on this conceptualization by developing and validating a 20-item inclusion competence scale, using three interlocking studies with five samples (total N = 2051) across four countries (UK, Sweden, Australia, USA). We confirm the scale’s dimensionality and measurement invariance as well as provide evidence for convergent and discriminant validity. We contribute to scholarship across the fields of inclusion and capability development by offering a theory-driven construct and scale that assesses individual capability for inclusion at work. Our scale could be applied in many organizational settings as a diagnostic tool or for self-reflection. Overall, our work offers new directions for scholars and practitioners to understand and foster employees’ contributions to inclusion.