Search for a Presentation
B71 - Effects of Diversity, Equity, and Inclusion Initiatives or Policies in the Workplace
It is often associated that diversity, equity, and inclusion initiatives are initiated to reach a quota, and in many cases, that is true. Our main focus in implementing such should be to better the company.
B71 - Effects of Diversity, Equity, and Inclusion Initiatives or Policies in the Workplace
Mentor: Jacqueline Daugherty, Ph.D.
It is often associated that diversity, equity, and inclusion initiatives are initiated to reach a quota, and in many cases, that is true. Our main focus in implementing such should be to better the company. It is known that a variety of different individuals from various backgrounds, experiences, and knowledge is important in creating a strong group of individuals to better the workplace and company. Many components go into creating a successful company, while focusing on only a few: creativity, innovation, and decision-making, all of to focus on maintaining sustained competitive advantage.
This project is focused on identifying the benefits of implementing DEI initiatives within the hiring process to promote sustained competitive advantage in organizations. Focusing on for-profit organizations in the Cincinnati, Ohio area to obtain first-hand experience and opinions from current human resources professionals regarding the topic. DEI in the workplace is interesting because of how uncomfortable many individuals are with the topic. I feel as if it is often seen as a negative aspect of the workplace and has been seen as taboo most of the time. DEI, or Diversity, Equity, and Inclusion, is considered an interdisciplinary study within organizational hiring since it incorporates insights from sociology, psychology, human resources, and management to address workplace diversity and fairness. This approach helps organizations create inclusive hiring practices that consider various factors such as race, gender, and socioeconomic status, ultimately leading to better organizational performance and employee engagement. There are many aspects that I intend to address that I feel are most beneficial for an organization, and how I see them tying into the main goal of sustained competitive advantage for a company: creativity, innovation, better decision-making, and the end goal of sustained competitive advantage.
Objective
This project examines how DEI initiatives in the hiring process support sustained competitive advantage in for-profit organizations in the Cincinnati, Ohio area, using insights from human resources professionals. Drawing from sociology, psychology, human resources, and management, inclusive hiring practices can improve employee engagement, creativity, and overall organizational performance.