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Up to half of the population have introverted personalities. Workplace diversity can lead to increased productivity, creativity and problem-solving. Understanding introversion in relation to workplace performance and creativity and how to encourage inclusion of introverts would benefit employers and employees. We describe the evidence defining and evaluating introversion, prevalence of introversion across groups, and strategies for promoting workplace inclusion of introverts. We searched MEDLINE®, Embase, and PsycINFO up to February 11, 2021. Of 2,724 records, 21 studies were included. Introversion definitions were generally negative and dated. Robust prevalence data were unavailable, and no studies aimed to test strategies for promoting workplace inclusion of introversion. Nevertheless, literature suggests that employees who identify with modern definitions of introversion may benefit from individualized workplace strategies such as flexible working environments, work/home-life boundaries, varied team composition, provision of social support, and relaxation training. Further empirical studies in the industrial setting with robust designs using modernized personality definitions are warranted to support the development of effective strategies to increase inclusion of different personalities in the workplace.
Herbert et al. (Mon,) studied this question.