Leveraging DEI to foster a sustainable work context: A study on Italian employees

This study deals with the comprehensive concept of sustainability, which includes the social dimension besides the environmental and governance dimensions. In particular, it examines how organisations approach Diversity, Equity, and Inclusion (DEI), focusing on the internal levers that support DEI efforts through both symbolic and tangible actions, i.e. diversity communication and diversity-oriented leadership, which can have an impact on creating an inclusive climate and employee engagement, which in turn influences employees’ Organisational Citizenship Behaviour (OCB). A research model is used to hypothesise the path from these levers (antecedents) to creating an inclusive climate and employee engagement (mediators), which ultimately impacts employees' OCB (behavioural outcomes). The preliminary results of a survey on a sample of 302 employees in Italy confirm that the antecedent variables have direct and positive associations with the two mediating variables. The two mediating variables also show a direct and positive association with OCB. In addition, the model shows the mediating role of both inclusive climate and employee engagement between diversity communication and OCB and between diversity-oriented leadership and OCB, but with stronger values for employee engagement. Overall, this study highlights the critical role of diversity-driven leadership in fostering DEI-conscious attitudes and behaviours, while promoting a true culture of inclusion. Although less impactful, diversity communication can complement leadership efforts by providing context and relevant information to help employees understand DEI strategy, programmes and the benefits of DEI interventions. This study is a response to the lack of studies on the essential role that diversity-oriented leadership and communication levers within organisations play in planning and executing an effective DEI strategy, looking at both tangible (i.e. diversity-oriented leadership) and symbolic (i.e. diversity communication) dimensions.