DIVERSITY, EQUITY, AND INCLUSION (DEI) IN HRM: ITS IMPACT ON INNOVATION AND TEAM PERFORMANCE

Ashabul Yamin

doi:10.62207/tkgbmk24

Authors

Ashabul Yamin STIS Harsyi Lombok Tengah, NTB, Indonesia Author

DOI:

https://doi.org/10.62207/tkgbmk24

Keywords:

Diversity, Equity, and Inclusion (OF THE); Psychological Capital(PsyCap); Innovative Work Behavior; Strategic Human Resource Management; Psychological Safety.

Abstract

n(DEI) in human resource management becomes innovative work behavior (Innovative Work Behavior/IWB) through strengthening psychological resources. Using a systematic narrative review approach to literature from the Scopus and Web of Science databases (2016-2026), the analysis results show that cognitive diversity alone is not enough to trigger innovation without strong mechanisms for inclusion and organizational justice. The main findings reveal that DEI serves as a crucial antecedent to the formation ofPsychological Capital(PsyCap), which includes dimensionsHope, Efficacy, Resilience, And Optimism(HERO). Mature DEI integration creates a climate of psychological safety that mediates the relationship between diversity and IWB, enabling individuals to take creative risks without fear of social sanctions. This study concludes that transforming DEI from mere symbolic compliance to strategic capability requires alignment between organizational policies and inclusive leadership. The practical implication for organizations is the need to design an HRM ecosystem that supports systemic diversity integration to maintain competitive advantage in the VUCA era.

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