DE&I Policy as an honest hiring tool: Features of implementation and factors of influence

Aim. The presented study aims to determine factors that influence the quality and efficiency of a transition to the policy of Diversity, Equity & Inclusion (DE&I).

Tasks. The authors analyze various aspects affecting the process of introducing the ideology of diversity, equity, and inclusion under modern conditions; identify possible reasons for the gap between the company’s strategy and individual HR decisions, by eliminating which the business will be able to make a step towards achieving the goals associated with the concept of DE&I.

Methods. This study uses the methods of logic, analysis, review of literature, documents, and research results on the topic, modeling.

Results. Today, a large number of organizations are striving to modernize many business processes as they face multiple social problems. The focus on diversity, equity, and inclusion at work is one such issue. The study examines the issue of companies’ transition to the DE&I (diversity, equity, inclusion) policy. Various aspects affecting the implementation of this ideology under modern conditions are analyzed. Possible reasons for the discrepancy between corporate strategy and individual HR decisions are identified, which can help the business to implement tasks associate with the DE&I concept.

Conclusions. Diversity and inclusion contribute to creating an atmosphere where the employees feel confident sharing their ideas and respect the opinions of their co-workers even if they differ from other points of view. The working culture of inclusion and diversity serves as a basis for making the company more competitive in the market. In modern realities, a policy based on diversity, equity, and inclusion is valuable as an important factor in the organization’s success and a source of employee well-being. Therefore, every competent manager should carefully consider every stage in the implementation of DE&I technology.

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