2025, Vol. 6, Issue 2, Part L

This study explores the critical role of diversity, equity, and inclusion (DEI) in advancing employee development and organizational learning. The results reveal that equitable mechanisms-such as fair access to mentoring, training, and career progression-substantially enhance professional growth, while inclusive practices foster psychological safety, belonging, and knowledge sharing. Together, these factors create conditions that support collaborative learning, innovation, and adaptability.

At the same time, the study uncovers ongoing challenges, including tokenistic representation, limited diversity in leadership, and subtle inequities in opportunity allocation. These gaps highlight the disconnect between formal DEI policies and employees’ lived experiences, underscoring the need for systemic change.

Theoretically, the research extends organizational learning models by positioning DEI as a central driver rather than a peripheral support, emphasizing the cultural and relational dimensions of learning alongside structural processes. Practically, the findings stress the importance of embedding DEI within human resource strategies, leadership practices, and governance frameworks to foster long-term resilience and competitiveness. Future research should pursue cross-cultural comparisons and longitudinal studies to better understand how DEI interventions evolve over time and shape sustainable organizational learning.