The Role of HRM in Promoting Diversity, Equity, and Inclusion (DEI) in the Workplace
DOI:
https://doi.org/10.58341/srj.v3i2.66Abstract
This research aims to look at the connections between organisational performance, diversity, and human resource management (HRM) practices in Pakistan. The study investigates three specific hypotheses regarding employee retention and turnover rates concerning diversity, equity, and inclusion (DEI) initiatives, gender and HRM practice supporting DEI, and the effect of HRM's dedication to DEI on organizational performance and competitive advantage. The research used quantitative methodology by analysis of survey data. According to the results of the mediation analysis, there is a substantial link between gender and HRM strategies that promote equality, diversity, and inclusion. However, employee turnover and retention rates are not significantly correlated with the success of DEI efforts. The dedication of HRM to diversity, equality, and inclusion has an overall appreciable beneficial effect on organisational performance. These results have significant management repercussions, highlighting the need for gender-sensitive HRM practices, ongoing assessment of DEI programmes, integrating DEI efforts with overall organisational strategy, and establishing a supportive and inclusive workplace. The research adds to the body of knowledge on HRM and diversity in the Pakistani context and offers practitioners advice on how to improve organisational performance and diversity.
Keywords:
Diversity, Equity, Inclusion, HRM, Organizational Performance, Employee Satisfaction
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