The relationship between diversity, equity, and inclusion and the workplace

The Wharton School, with support from Moody’s Corporation and DiversityInc, published a new study, Improving Workplace Culture Through Evidence-Based Diversity, Equity and Inclusion Practices, examining the relationship between diversity, equity and inclusion (DEI) practices and a variety of workplace outcomes. The study reveals key findings and provides recommendations for managerial DEI actions designed to improve workplace culture.

Stephanie Creary of Wharton poses along a railing in Steinberg Hall-Dietrich Hall.
Wharton’s Stephanie Creary.

“Recently, calls to understand ‘what works’ in relation to DEI practices have amplified in both academia and industry,” says Stephanie Creary, assistant professor of management at Wharton and the project’s lead researcher. “Our study takes a large step towards answering this question. We are excited that we have been able to produce this report in partnership with industry DEI experts, Moody’s and DiversityInc. We hope that our collaborative approach will spark more academic-industry partnerships in the future.”

The study seeks to understand how U.S. companies are defining five key concepts (diversity, inclusion, belonging, equity and respect), implementing practices related to those concepts and measuring whether those practices are effective. Results show that new concepts in the U.S. often emerge in accordance with prominent social movements and highly publicized workplace challenges.

Read more at Wharton News.