Understanding and Addressing Organizational Barriers to Diversity, Equity, and Inclusion (DEI): A Comprehensive Research Report

Abstract

Diversity, Equity, and Inclusion (DEI) are essential for fostering innovation, enhancing employee engagement, and achieving long-term organizational success. Despite the growing emphasis on DEI, various barriers persist, such as leadership deficiencies, resistance to change, and inadequate accountability systems. This study employs the Total Interpretive Structural Modelling (TISM) framework to explore and map the interdependencies among ten critical DEI barriers, identifying leadership and organizational commitment as pivotal factors influencing other challenges, including communication, individual attitudes, and mentorship. By analyzing these complex relationships, the research emphasizes the need for integrated approaches that align DEI initiatives with organizational goals, offering a roadmap for overcoming systemic barriers.

The study's unique contribution lies in its mapping of the relationships between DEI barriers and the provision of actionable strategies for addressing them. Recommendations range from short-term actions, such as unconscious bias training and leadership workshops, to long-term strategies like policy integration and mentorship programs. By embedding DEI into organizational culture and aligning it with broader business objectives, organizations can foster an inclusive culture that drives innovation, attracts diverse talent, and contributes to broader societal progress. This research provides valuable insights for organizations seeking to build sustainable, inclusive workplaces that prioritize DEI as a cornerstone of their strategy.