PDF(Pubmed)
Abstract：
The Canadian Armed Forces (CAF) are subject to the Employment Equity Act, which requires federally regulated employers to identify and eliminate barriers to the employment of designated groups (women, Indigenous peoples, persons with disabilities (PwD), and racialized members), and establish short-term, numerical goals to address underrepresentation. Addressing employment barriers experienced by these equity seeking groups is one of the CAF\'s key priorities. The objective of this study is to examine group differences in feelings of inclusion (i.e., relatedness, organizational inclusion, and microaggressions) and retention-related measures (i.e., job satisfaction, affective commitment, and intentions to leave), the contribution of feelings of inclusion to retention measures, and the effect of numerical representation and number of marginalized identities on these concepts. We analyzed data from the 2022 Your Say Matters survey, which was administered to a representative sample of CAF members, with oversampling of under-represented groups. Respondents included 4,483 Regular Force members (30.9% response rate). The groups under study included Indigenous members, persons with disabilities, racialized members, women not part of another group (non-Indigenous, non-racialized, women without disabilities), and everyone else (non-Indigenous, non-racialized, not women, without disabilities). Our hypotheses were supported overall, such that groups with less representation in the CAF scored lower on inclusion measures than groups with more representation. The number of marginalized identities held by military members predicted the inclusion measures, but did not predict retention-related measures. There were some group differences on retention-related measures, such that women not part of another group scored more favorably than other designated groups, and racialized members scored more favorably than PwD and Indigenous members. Inclusion measures predicted job satisfaction, affective commitment, and intentions to leave equally for all groups studied, suggesting that feeling included is important for all.
摘要：
加拿大武装部队（CAF）受《就业平等法》的约束，这要求联邦监管的雇主确定和消除就业指定群体的障碍(妇女，土著人民，残疾人（PwD）和种族化成员)，建立短期，解决代表性不足的数字目标。解决这些寻求公平的群体所经历的就业障碍是CAF的主要优先事项之一。这项研究的目的是检查包容感的群体差异(即，亲缘关系，组织包容，和微侵略)和与保留相关的措施(即，工作满意度,情感承诺，和离开的意图)，包容感对保留措施的贡献，以及数字表示和边缘化身份数量对这些概念的影响。我们分析了2022年你说事情调查的数据，对CAF成员的代表性样本进行了管理，对代表性不足的群体进行过度抽样。受访者包括4,483名常规部队成员（回复率为30.9％）。研究的群体包括土著成员，残疾人,种族化成员，不属于另一个群体的妇女(非土著，非种族化，无残疾妇女)，和其他人(非土著，非种族化，不是女人,无残疾)。我们的假设总体上得到了支持，因此，在CAF中代表性较低的组在纳入指标上的得分低于代表性较高的组。军事成员持有的边缘化身份的数量预测了纳入措施，但没有预测与保留相关的措施。在保留相关措施上有一些群体差异，这样，不属于另一个群体的女性比其他指定群体得分更高，种族化的成员比普华永道和土著成员得分更高。包容度预测工作满意度，情感承诺，以及为所有研究小组平等地离开的意图，暗示包含的感觉对所有人都很重要。
