Racial Differences in Outcomes of Diverse Representation and Inclusion Among Employees in Higher Education

The current political climate in the United States has led to diversity, equity, and inclusion (DEI) initiatives in higher education being scrutinized as unfair or unnecessary and being dismantled. As such, demonstrating the benefits of human resource practices geared toward diverse representation and inclusion for all employees is critical. This study expanded on past research by examining specific diversity-related promises as predictors of diversity climate and examining race-based differences in the relationships between perceived fulfillment of diversity-related promises, diversity climate, and job-related attitudes and perceptions. Results from n = 384 faculty and staff at a 4-year public Hispanic- and Minority-Serving Institution in the southwestern United States showed diversity-related promise fulfillment was a significant predictor of sense of belonging, exhaustion, and turnover intentions through diversity climate. Fulfillment of representation-focused promises had a similar positive pattern of effects on outcomes regardless of race. Employees who are Black, Indigenous, or a person of color (BIPoC) who reported the fulfillment of inclusion-focused promises also reported positive job-related outcomes and a similar level of sense of belonging, exhaustion, and turnover intentions as their White counterparts. Results emphasize the importance of examining specific facets of diversity-related experiences and fostering inclusion, not just representation. Results suggest academic institutions’ efforts to recruit racially diverse employees are beneficial for White and BIPoC employees alike. The key to retaining and sustaining BIPoC employees at the same level as White employees, even in a diverse institution, is fostering a diversity climate where diverse perspectives are respected and valued.