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.
TopOrganizations Comprised Of “Big 8” Diverse Identities
Diversity is classified into eight categories. The “Big 8” encompasses eight central identities that indicate humans as individuals (ASU, 2021). The “Big 8” includes age, ability, race, ethnicity, gender, sexual orientation, socioeconomic status (class), and religion. Additional forms of institutionalized subjugation occur because of a person’s size, weight, educational attainment, income or wealth, academic/social achievement, family makeup, geographic/regional background, language, learning style, citizenship status, and beliefs (political, moral, ethical). Also, Crenshaw’s (1991, 1998) intersectionality has been used as a framework for understanding how “The Big 8” overlaps with one another and within systems of power that disadvantage people in the workplace and the broader community.
Key Terms in this Chapter
DEIB Initiatives: Organizational efforts to promote awareness of diverse racial, ethnic, and cultural identities within diversity, equity, inclusion, and belonging (DEIB) initiatives with intentionality and a desire for change.
Chief Diversity Officer (CDO): The Chief Diversity Officer (CDO) role has materialized as an executive-level position, which provides strategic direction for diversity planning and execution efforts ( Leon, 2014 ).