Figure 4
At the top, the “DIVERSITY DIMENSION” is enclosed within a dashed rectangle and includes “Gender,” “Age,” “Ethnicity or race,” “Disability,” and “L G B T.” Below, the diagram is structured with three main vertical boxes: “TYPES OF PRACTICAL INTERVENTIONS” (on the left): These are categorized into five types: “Structural workplace supports”: Includes “Flexible work,” “Workplace accommodations,” and “(Recruitment, leave, and compensation policies).” “Informal and social support”: Includes “Informal workplace supports,” “Role models and mentors,” and “Visibility.” “Individual capability building”: Includes “Diversity training,” “Health promotion,” “Job training and coaching,” and “(Role models and mentors).” “Fair and unbiased processes”: Includes “De-biasing selection,” “Recruitment, leave, and compensation policies.” “Accountability mechanisms”: Includes “Audits, reviews, assessments.” “EVIDENCE” (in the center, contained within a dashed box): This box describes the criteria used to assess the effectiveness of interventions: “Volume of evidence,” “Quality of evidence,” “Direction of effect,” “Size of effect,” and “Presence of mixed effects and unintended consequences.” “EMPIRICAL OUTCOMES” (on the right): These are the results measured after intervention, categorized into five groups: “Diversity in recruitment, retention, or progression.” “Individual capabilities”: Includes “Awareness and knowledge,” “Skills,” and “Behavior.” “Attitudes.” “Employee satisfaction.” “Social justice outcomes.” “Perceived discrimination.” “Work performance or productivity.” “Dimension-specific and other outcomes”: Includes “Organizational attractiveness,” “Disclosure of information,” “Gender division of labor,” “Social integration,” and “Return to work, et cetera.” Arrows indicate that “TYPES OF PRACTICAL INTERVENTIONS” are assessed based on “EVIDENCE,” which then links to the “EMPIRICAL OUTCOMES.” Below the main boxes is a section for “ENABLING CONDITIONS AND MODERATING FACTORS.” Examples include: “Organizational culture and climate,” “Country context (for example, cultural, economic, political, and institutional context),” “Diversity training duration, format, type, length, delivery,” and “Leadership styles.”A framework of elements guiding the selection of organizational D&I interventions