Workforce diversity can lead to both positive and negative outcomes. To achieve the positive effects of diversity in organizations, it is necessary to create inclusive environments where employees feel accepted, valued, and heard. The climate for inclusion in organizations consists of three dimensions: equitable employment practices, integration of differences, and inclusion in decision-making. Psychological capital is a construct composed of four components (self-efficacy, hope, optimism, and resilience), which contribute to job satisfaction and work performance. Using a cross-sectional quantitative research design, I examined the relationship between perceptions of climate for inclusion and psychological capital in a sample of 218 employees in Slovenia. I was also interested in the role of certain demographic variables (gender, age, position in organization, and perceived disability due to personal circumstances) in this relationship. The findings show that there is a significant positive relationship between perceptions of climate for inclusion and psychological capital, and that perceptions of climate for inclusion are a significant predictor of psychological capital. The role of the selected demographic variables in the relationship between perceptions of climate for inclusion and psychological capital was not significant. This research is one of the first in Slovenia to address the field of climate for inclusion. The findings can serve as an argument and guideline for creating more inclusive work environments. Limitations and suggestions for further research are also presented.
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