Diversity, Equality and Inclusion (DEI) in the workplace
The principles of inclusion, value, and equity in the workplace are vital for employee well-being and organisational efficacy. When employees experience inclusion, value, and equitable treatment, their motivation, engagement, and productivity improve, leading to better individual performance and overall organisational success(Clack, 2021).
Maslow’s Hierarchy of Needs suggests that human motivation is driven by the fulfillment of five tiers, ranging from basic physiological needs to self-actualization(Genkova, 2021). Employees must first meet their basic needs to achieve self-actualization. Those who experience inclusion in decision-making and social interactions are more likely to develop a sense of belonging. A business culture that promotes inclusion encourages individuals to build strong, supportive relationships, which enhances overall well-being and decreases feelings of isolation. Recognition in the workplace satisfies esteem demands, as individuals need attention, respect, and validation for their accomplishments (Genkova, 2021). When people acknowledge their skills and the value of their contributions, it significantly enhances their self-esteem and confidence, which increases motivation and engagement. When employees feel included and valued, they are more inclined to seek self-actualization by focusing on personal and professional development.
Herzberg’s Two-Factor Theory distinguishes between hygiene factors (extrinsic components that prevent dissatisfaction) and motivators (intrinsic aspects that promote contentment and motivation) (Al Darwish & Shafqat, 2023). Inclusion, valuation, and equity are interconnected concepts. Fairness in compensation, treatment, and opportunities is a fundamental necessity; employee perceptions of unfair treatment lead to dissatisfaction, demotivation, and potential attrition. Organisations prevent dissatisfaction and cultivate a stable work environment by ensuring equity in compensation, promotion, and workload distribution policies. Inclusion and a sense of worth accelerates job satisfaction and performance (Al Darwish & Shafqat, 2023). Employees engaged in decision-making and whose contributions are acknowledged have elevated levels of work engagement. This intrinsic motivation enhances their commitment and leads to improved performance.
Inclusion, a sense of value, and equity yield substantial advantages for both individuals and organisations. From a humane perspective, these concepts fulfill fundamental psychological needs, enhance morale, and promote personal and professional growth. From a business perspective, they enhance engagement, productivity, retention, and innovation while elevating the company’s reputation. Organisations that endorse these principles experience a positive effect on employee welfare, productivity, and sustained success (Clack, 2021).
