Workplace Diversity Management for Strengthening Organizational Commitment and Minimizing Discrimination Perception: The Mediating Role of Inclusive Climate

Diverse nursing teams can elevate care quality, yet unmanaged differences may erode morale and foster perceptions of discrimination. This study investigates how workplace diversity management (WD) practices influence nurses’ organizational commitment (OC) and discrimination perception (DP) in Sukkur’s teaching hospitals, and whether an inclusive climate (IC) mediates these relationships. A proportionate stratified sample of 238 staff nurses completed validated measures of WD, IC, OC, and DP. Data were analysed with SmartPLS 4, using a two-stage approach that confirmed construct reliability and validity before bootstrapping structural paths (5,000 resamples). WD positively predicted OC (β = 0.40, p < .001) and negatively predicted DP (β = –0.32, p < .001). WD also exerted a strong effect on IC (β = 0.57), which in turn enhanced commitment (β = 0.33) and reduced discrimination perception (β = –0.28). Significant indirect effects (WD → IC → OC: β = 0.19; WD → IC → DP: β = –0.16) confirmed partial mediation. The model explained 48 % of variance in OC and 40 % in DP, underscoring IC as a key psychological mechanism translating structural diversity efforts into favourable attitudes. Findings highlight the need for visible, consistently enforced diversity policies and leader behaviours that nurture inclusion to retain committed nursing staff and curb discrimination in resource-constrained healthcare settings.