The study examines the relationship between the independent variables (IVs) – diversity characteristics categorized into surface-level diversity and deep-level diversity with dependent variables (DVs) – organizational outcomes, classified as organizational commitment and intention to leave. Additionally, the paper investigates the moderating role of the climate of inclusion in shaping this relationship.
An extensive review of the literature helped conceptualize and develop a theoretical model and hypotheses, focusing on the interaction between diversity characteristics, organizational outcomes; and the moderating role of climate for inclusion. The review aligns with the PRISMA 2020 checklist for validation.
The study develops a conceptual model to examine the role of diversity characteristics on organizational outcomes, focusing on hypothesis development. Hypotheses are formulated based on surface and deep-level diversity, significantly influencing organizational outcomes. The research predicts that the inclusion climate acts as a moderator, which can counteract negative effects and optimize the positive effects of diversity. Integrating the social categorization theory and social identity theory, the proposed hypotheses advance to a broader spectrum of research, providing a structured foundation for eventual empirical validations.
As a conceptual study, empirical validation of the proposed model and hypotheses has to be undertaken.
The study aids management development by highlighting the significance of a strong, inclusive climate to maximize positive outcomes of diversity whilst minimizing the negative consequences. Leaders in diversity and inclusion can use the conceptual model to enhance organizational performance and employee well-being and thus establish alignment between workplace practice and Sustainable Development Goal 5 (Gender Equality), Sustainable Development Goal 8 (Decent Work and Economic Growth) and Sustainable Development Goal 10 (Reduced Inequalities).
This study reveals an under-examined area in the diversity and inclusion literature by focusing on diversity characteristics and their associations with organizational outcomes.
