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Purpose The question of “what works?” for organizational diversity and inclusion (D&I) has captivated practitioners and researchers for some time, but there is a lack of unifying knowledge on what interventions are effective. The purpose of this study was to investigate the impact, outcomes and quality of evidence relating to interventions used by organizations for workplace D&I to inform what works in practice and where there are still evidence gaps. Design/methodology/approach This multidisciplinary meta-review – a systematic review of reviews – summarized the effects of various practices, policies, programs and initiatives across dimensions of diversity and disciplines. Findings From 37 reviews over 13 years, we identified 12 categories of interventions (e.g. diversity training, de-biasing selection procedures and workplace accommodations) mapped to 22 outcomes. Workplace accommodations and job training were linked with positive outcomes in the age and disability dimensions of diversity. Diversity training was associated with comparatively higher-quality evidence, albeit its effects were largely limited to awareness and learning outcomes. The literature on recruitment, leave and compensation policies reported some mixed effects on D&I. Originality/value This meta-review provides a synthesis of the current state of evidence across multiple disciplines and diversity dimensions to guide future research and practical D&I actions. It has implications for research (e.g. greater attention needed for interventions to improve inclusion) and practice (e.g. setting realistic expectations about what change organizations can expect to achieve).
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Papers that cite the same references — the relational fallback while embeddings are still backfilling.
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