Diversity and Inclusion Favoritism: Creating Distributive Injustices That Erode Organizational Identity

Diversity and inclusion concepts remain unclear, which has generated an explosion of new viewpoints to pursue distributive justice. These variations suggest the need for a criterion recognize partiality or prejudices in diversity practices. This study applies social identity approach investigate impact injustices on employee’s organizational identity. Research perceived employee injustice (PEDI) suggests organizations that favor person's categorization may more likely create unfair compensations incentive biases. hypothesizes can practices negatively affect The consists 451 full-time US employees. A Cronbach's alpha coefficient is .94, .92. findings confirm leaders HR professionals who implement characteristic will erode