Age‐Inclusive HR Practices and Diversity Influence on Turnover Intention: Equity and Belonging as Mediators

ABSTRACT Retaining qualified information technology personnel is a major challenge for organizations in today's rapidly changing employment environment. This study examines the impact of age‐inclusive human resource practices and diversity on the turnover intention of information technology professionals, with a focus on the moderating roles of belonging and equity. Using a quantitative research approach, data were collected from 270 information technology professionals in India aged 45 years and above through snowball sampling. The hypotheses were tested using structural equation modelling (Smart PLS). The results showed a negative association between turnover intention, age‐inclusive HR policies and diversity. Additionally, it was discovered that equity and belonging are mediated partially, suggesting that organizations might reduce the desire of information technology workers to leave by cultivating an inclusive and equitable culture. These findings have important implications, as it is critical to adopt age‐ and diversity‐inclusive Human Resource policies to draw in and retain top talent. Organizations may create a positive work environment that lowers employees’ intention to leave and increases engagement and productivity by emphasizing equity and creating a sense of belonging, which can result in cost savings related to lost productivity. Through the adoption of diversity‐focused HR practices, such as skill development programs, flexible work schedules, and mentorship programs, companies can show that they are dedicated to fostering the professional development and well‐being of all workers, regardless of age.