Advancing diversity research: a systematic literature review for hypotheses development on inclusion and organizational outcomes

Purpose The study examines the relationship between the independent variables (IVs) – diversity characteristics categorized into surface-level diversity and deep-level diversity with dependent variables (DVs) – organizational outcomes, classified as organizational commitment and intention to leave. Additionally, the paper investigates the moderating role of the climate of inclusion in shaping this relationship. Design/methodology/approach An extensive review of the literature helped conceptualize and develop a theoretical model and hypotheses, focusing on the interaction between diversity characteristics, organizational outcomes; and the moderating role of climate for inclusion. The review aligns with the PRISMA 2020 checklist for validation. Findings The study develops a conceptual model to examine the role of diversity characteristics on organizational outcomes, focusing on hypothesis development. Hypotheses are formulated based on surface and deep-level diversity, significantly influencing organizational outcomes. The research predicts that the inclusion climate acts as a moderator, which can counteract negative effects and optimize the positive effects of diversity. Integrating the social categorization theory and social identity theory, the proposed hypotheses advance to a broader spectrum of research, providing a structured foundation for eventual empirical validations. Research limitations/implications As a conceptual study, empirical validation of the proposed model and hypotheses has to be undertaken. Practical implications The study aids management development by highlighting the significance of a strong, inclusive climate to maximize positive outcomes of diversity whilst minimizing the negative consequences. Leaders in diversity and inclusion can use the conceptual model to enhance organizational performance and employee well-being and thus establish alignment between workplace practice and Sustainable Development Goal 5 (Gender Equality), Sustainable Development Goal 8 (Decent Work and Economic Growth) and Sustainable Development Goal 10 (Reduced Inequalities). Originality/value This study reveals an under-examined area in the diversity and inclusion literature by focusing on diversity characteristics and their associations with organizational outcomes.