BEYOND DECLARATIONS: THE REALITY OF INCLUSIVE TRAINING IN POST-SOCIALIST EUROPE

Abstract

In recent years, organizations operating across different sectors have been facing increasing demands for socially responsible business practices, which also implies the development of inclusive work environments. In an effort to adapt to these changes, many organizations are introducing diversity-oriented training programs. In this paper, research was based on empirical data and examines whether there are differences between private and public organizations in post-socialist countries regarding the implementation of diversity-oriented training. In addition, the analysis explores whether organizational size acts as a moderating factor in this relationship. Overall, the results indicate a low level of diversity training implementation in both sectors. However, performed non-parametric analysis indicates greater engagement and proactivity of organizations operating in the private sector, compared to organizations from the public sector, while the applied hierarchical linear regression showed that the size of the organization does not have a statistically significant moderating effect. The findings suggest that, in the context of developing inclusive and socially responsible human resource management practices, institutional logic is more important than organizational capacities. In addition to presenting the results of the empirical analysis, this paper also provides insights into how diversity-oriented training contributes to organizational adaptability and employee development.