Identifying best practices through best methods: an integrated, systematic and evidence-based approach to D&I management

Purpose This article introduces a “best methods” approach to the development and implementation of diversity and inclusion (D&I) programs, aimed at enhancing their effectiveness and long-term impact. Design/methodology/approach We review and synthesize the literature on D&I management and draw on Theory of Change (ToC) to develop a structured, evidence-based framework for designing, implementing and evaluating D&I programs. Findings Current D&I efforts often fall short because organizations rely on transferring “best practices” across contexts without clearly specifying how and why these practices are expected to work. Drawing on ToC, we propose a “best methods” approach that emphasizes (a) integrating D&I activities across the full human resource (HR) cycle from recruitment and inclusion to promotion and retention, (b) systematically aligning vision, goals, implementation and evaluation and (c) grounding decisions in scientific evidence. This approach shifts attention from isolated interventions to the underlying mechanisms and conditions that drive sustained organizational change. Hence, we contribute to understanding how D&I initiatives create change over time and across organizational levels. Research limitations/implications Our approach provides a framework for a clearer understanding of the mechanisms through which D&I initiatives create change and the organizational conditions under which they are more likely to be effective. However, as this is a conceptual paper, our proposed approach has not yet been empirically tested. Future research is therefore needed to examine its applicability and validity across organizational and societal contexts. Practical implications For HR professionals, the best methods approach reframes D&I program management as a continuous change process rather than a set of standalone activities. The approach translates ToC into actionable steps – such as vision development, goal setting, monitoring support, implementation and outcome measurement – across HR domains. It functions as a decision aid, helping practitioners select interventions based on the mechanisms they aim to activate and better understand why initiatives succeed or fail. However, limited data and organizational access remain key challenges, underscoring the need for more systematic monitoring and closer collaboration between organizations and researchers. Social implications The best methods approach responds to growing societal polarization and scrutiny of D&I investments by promoting an integrated, systematic and evidence-based framework. It helps organizations substantiate their D&I efforts and distinguish symbolic actions from substantive change. When applied effectively, our approach enables sector-wide learning and supports scaling initiatives that demonstrate inclusion and equity outcomes. Collaboration between organizations and scholars through standardized monitoring can reveal broader patterns, helping regulators and professional bodies identify effective D&I strategies and strengthen accountability amid D&I rollbacks. Originality/value By shifting the focus from “best practices” to a “best methods” approach, this article offers a framework to enhance the effectiveness and sustainability of D&I programs. Our insights contribute to the broader discourse on organizational change by providing an approach on how to implement strategies (the how) so that they directly impact the success of D&I efforts (the what).