Title
Chapter 10: Improving Organizational Commitment to Diversity, Equity, Inclusion, and Belonging
Abstract
This chapter aims to provide useful information about the implementation of diversity equity, inclusion, and belonging (DEIB) to improve organizational performance. This chapter provides a conceptual framework for organizational leaders who desire additional awareness and knowledge regarding the nature, extent, and impact of diverse employees’ barriers. Further, the purpose of this endeavor is to demonstrate that the persistent lack of recruitment, promotion, and retention of diverse employees is due to systemic, structural, organizational, institutional, cultural, and societal obstacles. Further, the theory of generative interactions (TGI) supports how obstacles must be acknowledged and eliminated through increased awareness of the issues linked to evidence-based, data-driven approaches leading to measurable key process indicators (KPIs) and outcomes. To support DEIB initiatives, many organizations have developed the Chief Diversity Officer (CDO) position to manage the process, eliminate barriers, and proactively strengthen organizational culture.
Document Type
Book Chapter
Source Publication
The Handbook of Research on Social Justice Research Methods
Version
Published Version
Publication Date
2022
First Page
208
Last Page
221
Rights
Copyright © 2022, IGI Global. Copying or distributing in print or electronic forms without written permission of IGI Global is prohibited.
Recommended Citation
El-Amin, A. (2022). Improving organizational commitment to diversity, inclusion, belonging, and equity. In (Eds.) The Handbook of Research on Social Justice Research Methods. IGI Global.
Comments
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