Key insights: For Generation Y, the need to make friends in the workplace is no longer as crucial. Work-home balance is becoming increasingly important for new employees. Less and less employees are willing to promise a flexible attitude towards their employers. Generation Y employees don’t necessarily want to change employer
In this paper we develop a theoretical framework about how leaders help shape the impact of HR diversity practices on employee inclusion. So far, the HR literature has given leaders a relatively passive role in that they are mainly seen as enactors and communicators of HR policies and practices. We expand this view by suggesting that leaders can respond to HR's (diversity) practices with various levels of alignment (or misalignment), and clarify the respective implications for felt inclusion. Informed by literature on multiple identities at work, we derive four potential responses of leaders to HR's diversity practices—deletion, compartmentalization, aggregation, and integration. We show how these responses shape the eﬀects of diversity practices on employee inclusion, and in doing so, we also question a commonly held assumption that leaders' full alignment with HR's diversity practices is the most conducive for employees' felt inclusion. Our frameworkhasimportant implications fortheoryand practice,asit speciﬁesthe roleof leadersin leveraging the inclusive potential of HR diversity practices.
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