{"id":22248,"date":"2024-05-20T07:02:28","date_gmt":"2024-05-20T07:02:28","guid":{"rendered":"https:\/\/journals.amssr.org\/grjbm\/?p=22248"},"modified":"2024-05-20T07:10:11","modified_gmt":"2024-05-20T07:10:11","slug":"the-five-stages-of-diversity-equity-and-inclusion-dei-maturity","status":"publish","type":"post","link":"https:\/\/journals.amssr.org\/grjbm\/2024\/05\/20\/the-five-stages-of-diversity-equity-and-inclusion-dei-maturity\/","title":{"rendered":"The Five Stages of Diversity, Equity and Inclusion (DEI) Maturity"},"content":{"rendered":"\n
<\/div>\n\n\n\n

Abstract\u00a0<\/strong><\/h2>\n\n\n\n

Research Purpose:<\/strong> Amidst a global push for social justice and equality, businesses are increasingly recognizing the importance of cultivating diverse and inclusive workplaces. This study examines the five stages of DE&I maturity, providing a roadmap for companies seeking to create equitable environments where all employees can thrive.<\/p>\n\n\n\n

Methodology:<\/strong> This research analyses existing frameworks and literature pertaining to the five stages of DE&I implementation within organisations.<\/p>\n\n\n\n

Findings: <\/strong>The study clarifies how each stage contributes to building a more just and equitable workplace, ultimately benefiting both employees and the organisation as a whole. It also highlights how corporate DE&I initiatives align with the UN’s Sustainable Development Goals.<\/p>\n\n\n\n

Conclusion:<\/strong> By understanding and actively progressing through the five stages of DE&I maturity, companies can create truly inclusive workplaces that contribute to a more equitable and sustainable future.<\/p>\n\n\n\n

Key words<\/em><\/strong>: Company, Diversity, Equity, Inclusiveness, Performance, United Nations.<\/em><\/p>\n\n\n\n

References<\/h2>\n\n\n\n

Abbe A, Gulick LM, and Herman JL (2007) Cross-cultural Competence in Army Leaders: A Conceptual and Empirical Foundation. Arlington, VA: US Army Research Institute for the Behavioral and Social Sciences.<\/p>\n\n\n\n

Ashutosh, K. (2023). The History and Growth of Diversity, Equity, and Inclusion (DEI): How far do we away to achieve the goal. Retrieved from: https:\/\/www.linkedin.com\/pulse\/history-growth-diversity-equity-inclusion-dei-how-far-ashutosh-kumar <\/p>\n\n\n\n

DeMattia, A. (2023). A Mature Approach to Diversity, Equity, and Inclusion Delivers Real Results. Retrieved from: https:\/\/media.bitpipe.com\/io_16x\/io_168145\/item_2693001\/ESG-Research-Insights-Paper-AWS-DEI-Mar-2023–.pdf<\/p>\n\n\n\n

Ferry, K. (2021). The Korn Ferry Diversity, Equity, and Inclusion Maturity Model: A new understanding. Korn Ferry tools. Retrieved from: https:\/\/www.bdamerica.org\/wp-content\/uploads\/2021\/03\/DEI-Maturity-Model.pdf<\/p>\n\n\n\n

Hagman JE (2021) The eighth characteristic for successful calculus programs: diversity, equity, & inclusion practices. Primus 31(1): 70\u201390.<\/p>\n\n\n\n

Harrison DA and Klein KJ (2007) What\u2019s the difference? Diversity constructs as separation, variety, or disparity in organisations. Academy of Management Review 32(4): 1199\u20131228.<\/p>\n\n\n\n

Inuwa M (2017) Relationship between job equity and performance of employee: a literature review. International Journal of Business and Management Future 1(1): 8\u201315.<\/p>\n\n\n\n

Jansen WS, Otten S, van der Zee KI, et al. (2014) Inclusion: conceptualization and measurement. European Journal of Social Psychology 44(4): 370\u2013385.<\/p>\n\n\n\n

Johnson JP, Lenartowicz T, and Apud S (2006) Cross-cultural competence in international business: toward a definition and a model. Journal of International Business Studies 37(4): 525\u2013543.<\/p>\n\n\n\n

Khan, A. A., & Khan, N. A. (2023). Exploring Diversity, Equity, and Inclusion (Dei) in the Context of Human Resource Management. Anvesak, 53(2).<\/p>\n\n\n\n

KPMG (2022). Diversity, Equity And Inclusion. Retrirved from: https:\/\/assets.kpmg.com\/content\/dam\/kpmg\/ie\/pdf\/2022\/04\/ie-inclusion-diveristy-equity-ym.pdf<\/p>\n\n\n\n

McKinsey and Company (2022). What is diversity, equity, and inclusion? Retrieved from: https:\/\/www.mckinsey.com\/featured-insights\/mckinsey-explainers\/what-is-diversity-equity-and-inclusion <\/p>\n\n\n\n

Pollock M, Holly J, and Leggett-Robinson P (2022) Inclusive leadership development for engineers. New Directions for Student Leadership 2022(173): 119\u2013128.<\/p>\n\n\n\n

Roberson Q, Ryan AM, and Ragins BR (2017) The evolution and future of diversity at work. Journal of Applied Psychology 102(3): 483.<\/p>\n\n\n\n

Seymen OA (2006) The cultural diversity phenomenon in organisations and different approaches for effective cultural diversity management: a literary review. Cross Cultural Management: An International Journal.<\/p>\n\n\n\n

Unguresan, A. (2023). What Are the Stages of a DE&I Maturity Model? Retrieved from: https:\/\/www.edgeempower.com\/wp-content\/uploads\/2023\/04\/What-Are-the-Stages-of-a-DEI-Maturity-Model.pdf<\/p>\n\n\n\n

Washington, E. F. (2022). The Five Stages of DEI Maturity. Retrieved from: https:\/\/hbr.org\/2022\/11\/the-five-stages-of-dei-maturity<\/p>\n\n\n\n

Weissmann GS, Ibarra RA, Howland-Davis M, et al. (2019) The multicontext path to redefining how we access and think about diversity, equity, and inclusion in STEM. Journal of Geoscience Education 67(4): 320\u2013329.<\/p>\n\n\n\n

<\/p>\n","protected":false},"excerpt":{"rendered":"

Abstract\u00a0 Research Purpose: Amidst a global push for social justice and equality, businesses are increasingly recognizing the importance of cultivating diverse and inclusive workplaces. This study examines the five stages of DE&I maturity, providing a roadmap for companies seeking to create equitable environments where all employees can thrive. Methodology: This research analyses existing frameworks and literature pertaining to the five stages of DE&I implementation within organisations. Findings: The study clarifies how each stage contributes to building a more just and […]<\/p>\n","protected":false},"author":1,"featured_media":21662,"comment_status":"open","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[19,180,179],"tags":[163,182,186,181],"class_list":["post-22248","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-grjbm","category-vol-4-issue-1","category-volume-4","tag-chiemelie-benneth-iloka","tag-grace-ifeoma-anukwe","tag-jude-eze","tag-kenechi-john-onyeke"],"_links":{"self":[{"href":"https:\/\/journals.amssr.org\/grjbm\/wp-json\/wp\/v2\/posts\/22248","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/journals.amssr.org\/grjbm\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/journals.amssr.org\/grjbm\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/journals.amssr.org\/grjbm\/wp-json\/wp\/v2\/users\/1"}],"replies":[{"embeddable":true,"href":"https:\/\/journals.amssr.org\/grjbm\/wp-json\/wp\/v2\/comments?post=22248"}],"version-history":[{"count":1,"href":"https:\/\/journals.amssr.org\/grjbm\/wp-json\/wp\/v2\/posts\/22248\/revisions"}],"predecessor-version":[{"id":22250,"href":"https:\/\/journals.amssr.org\/grjbm\/wp-json\/wp\/v2\/posts\/22248\/revisions\/22250"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/journals.amssr.org\/grjbm\/wp-json\/wp\/v2\/media\/21662"}],"wp:attachment":[{"href":"https:\/\/journals.amssr.org\/grjbm\/wp-json\/wp\/v2\/media?parent=22248"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/journals.amssr.org\/grjbm\/wp-json\/wp\/v2\/categories?post=22248"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/journals.amssr.org\/grjbm\/wp-json\/wp\/v2\/tags?post=22248"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}