Date of this Version
Efforts to protect marginalized and minority groups from workplace discrimination go back decades. With the increase of social turmoil in America, many organizations faced the urgent need for diversity, equity and inclusion (DEI). Therefore, the problem addressed in this grounded theory quantitative study was the lack of research that examined whether positive mechanisms such as the COMMIT Inclusive Behavior Framework influenced climates of equity and inclusion within organizations. To do so, the primary focus was on the demographics of the population surveyed and produced results that reflected the correlation between the COMMIT Inclusive Behavior Framework among corporate employees and among corporate workplaces. This quantitative grounded theory study determined whether relationships exist between the COMMIT Inclusive Behavior Framework among corporate employees and among corporate workplaces. Although a relationship was found between the independent and the dependent variables, causation was not determined. This study successfully met the purpose of the research and provided practical information for organizations and corporate leaders and management practitioners. Based on this study’s results, inclusion coaching should concentrate on areas of negative correlation. In contrast, there were several areas of positive correlation that should be reinforced in the workplace. The significance and social change implication is that organizational leaders and corporate executives could use the results of this study to expand DEI policies and programs that leverage full range inclusion among minority and marginalized employees to address the new reality of supporting the increasingly global workforce.
diversity, equity, inclusion, belonging, equality, self assessment, diversity metrics, inclusive leadership, management
Date Posted: 21 January 2022