Workplace cultural diversity and community inclusion are two facets of a complex public issue that require a deliberative community-based problem-solving approach. This article reports findings from a qualitative analysis of fourteen focus groups (N = 83 participants) held in a rural Midwestern community that centered on community members’ experiences with workplace cultural diversity and community inclusion. Three themes emerged: (a) racism and micro-aggressions; (b) discomfort talking about and across cultural differences; and (c) lack of belonging. Of the 14 focus groups, five represented enclave groups with culturally diverse employees. By engaging with historically excluded groups, researchers communicated with affected stakeholders when framing the public issue and convening public meetings to discuss that issue. This use of enclave groups to make the initial stages of the deliberative cycle more inclusive has implications for practitioners of public deliberation, scholars of human communication, and citizens and their communities.

中文翻译：

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使用飞地小组讨论工作场所的文化多样性和社区包容性

工作场所文化多样性和社区包容性是复杂公共问题的两个方面，需要基于社区的审慎解决问题的方法。本文报告了对在中西部农村社区举行的 14 个焦点小组（N = 83 名参与者）进行定性分析的结果，该小组的重点是社区成员在工作场所文化多样性和社区包容方面的经验。出现了三个主题：(a) 种族主义和微侵犯；(b) 谈论和跨越文化差异感到不适；(c) 缺乏归属感。在 14 个焦点小组中，有五个代表了拥有多元文化员工的飞地小组。通过与历史上被排斥的群体接触，研究人员在制定公共问题和召开公共会议讨论该问题时与受影响的利益相关者进行了沟通。