Examining the Impact of Workplace Diversity, Equity, and Inclusion Programs on Marginalized Groups: A Focus on LGBTQIA Employees

Author

Lisa Garcia Rodriguez, University of the Incarnate WordFollow

Date of Degree

12-2024

Document Type

Dissertation

Degree Name

Doctor of Philosophy (PhD)

Program

Adult & Organizational Education

Advisor

Arthur Hernandez

Advisor

David Campos

Advisor

Alfredo Ortiz Aragon

Abstract

Research Focus. The research aims to understand the experience of LGBTQIA individuals in the workplace and identify strategies for promoting their inclusion. The study will draw on prior research and best practices for promoting the inclusion of individuals in the workplace to contribute to the development of more inclusive work environments that benefit both employees and organizations. Examining the impact of workplace diversity, equity, and inclusion (DEI) on marginalized groups, the question to be answered is: What are the impacts of diversity, equity, and inclusion DEI initiatives in the workplace, and how can organizations create more equitable and inclusive environments? This question is important because research has shown that organizations prioritizing DEI are more likely to attract and retain a diverse consumer and employee base, increase employee productivity and creativity, and improve overall organizational performance. Additionally, DEI initiatives are crucial for promoting social justice and equal treatment for all employees, regardless of their background or identity. Hays-Thomas and Bendick's (2013) findings show that most DEI programs lack evidence of effectiveness despite their emphasis on diversity and inclusion. The practical implications of this research are significant, as it can guide organizations in developing effective DEI initiatives that truly promote inclusion and equity.

Research Methods. This study employs a unique qualitative design, utilizing narrative inquiry as the primary research method to explore the experiences of LGBTQIA employees within a Fortune 200 company that prioritizes DEI. The participant selection was purposeful and comprised of 12 LGBTQIA employees with diverse sexual orientations, genders, races, ethnicities, ages, backgrounds, roles, and tenures. In-depth interviews, guided by structured prompts, were conducted to gather rich narratives of the participants’ experiences from the onset of their careers to the organization’s recent emphasis on DEI. The analysis process involved transcribing and meticulously coding the data to uncover ‘Insightful Echoes’ – thematic patterns that reveal deep insights into participant experiences. These echoes were synthesized into ‘Experiential Themes,’ which provide a nuanced understanding of the participants’ perspectives. This approach ensures that the findings are grounded in the participants' lived experiences, offering a comprehensive view of how DEI initiatives impact marginalized groups in the workplace.

Insightful Echoes and Experiential Themes. The insights of the study reveal that LGBTQIA employees perceived the organization’s DEI efforts as a sudden cultural shift rather than a gradual evolution. While some participants viewed these initiatives positively, others saw them as performative actions meant to bolster the organization’s public image rather than genuine efforts to foster inclusivity. The study uncovered several ‘Experiential Themes,’ including the tension between public DEI commitments and internal cultural resistance, the courage required for workplace authenticity, and the ongoing reality of microaggressions and discrimination. These themes reflect the complex and sometimes contradictory impacts of DEI programs on LGBTQIA employees, underscoring the urgent need for more genuine and sustained efforts to create an inclusive workplace.

Conclusions and Implications for DEI Initiatives. The study concludes that while DEI programs can create a more secure environment for LGBTQIA employees to express their authentic selves, significant challenges remain. These challenges include cultural resistance within the organization and the slow pace of change. The insights emphasize the importance of persistently addressing these barriers to create genuinely inclusive workplaces. The research also introduces the Holistic Identity Integration Model (HIIM), which provides a theoretical framework for understanding and addressing these challenges. Furthermore, the research suggests that organizations must navigate the intersection of Critical Race Theory (CRT) and DEI initiatives to stay relevant and responsive to societal changes. The study’s insights, particularly those captured through the ‘Insightful Echoes’ framework, provide valuable guidance for improving DEI programs to better support marginalized groups.

Recommended Citation

Rodriguez, Lisa Garcia, "Examining the Impact of Workplace Diversity, Equity, and Inclusion Programs on Marginalized Groups: A Focus on LGBTQIA Employees" (2024). Theses & Dissertations. 455.
https://athenaeum.uiw.edu/uiw_etds/455