CONCEPTUAL DEVELOPMENT OF DIVERSITY, EQUITY, AND INCLUSION POLICIES IN ORGANIZATIONS
Abstract
This article examines the evolutionary trajectory of diversity, equity, and inclusion (DEI) policies in organizational management. It demonstrates the transition from compliance-oriented practices and representational approaches to institutionalized inclusion, where DEI becomes embedded into the strategy, governance, and culture of organizations. The study introduces the conceptual framework of DEI-governance capability, defined as an integrated organizational capacity operating across four levels: strategic (equity-by-design principles in governance), processual (inclusive HRM routines in recruitment, adaptation, development, and retention), digital (algorithmic fairness, transparency, and accessibility in HRIS/ATS), and leadership (inclusive leadership and digital emotional intelligence). A key contribution of this article is the introduction of the concept of inclusion yield, a novel metric that captures the degree to which diversity is converted into tangible organizational outcomes such as innovation, productivity, employee retention, and resilience. Unlike traditional measures of representation, inclusion yield emphasizes the quality and effectiveness of inclusive processes. Particular attention is devoted to the challenges of digital environments, where the effects of DEI are amplified under conditions of high digital inclusion and the presence of leaders with advanced digital emotional intelligence. This synthesis highlights that the intersection of digital governance, inclusive leadership, and equity-driven HRM practices is critical for transforming diversity into sustainable organizational performance. The findings expand the academic understanding of DEI not as a set of isolated practices but as a systemic managerial competence. The article thus provides both theoretical novelty and practical implications, establishing a foundation for future research on measuring inclusion yield, auditing algorithmic fairness in HR technologies, and contextualizing DEI strategies in digital and hybrid work environments.
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