Abstract
This study examines the role of leadership in promoting Diversity, Equity, and Inclusion (DEI) within organisations and its impact on organisational culture, using empirical evidence from companies in Pakistan. A quantitative research design was employed, collecting data through a survey questionnaire distributed to employees across various industries. The findings reveal that while diversity alone does not significantly influence organisational culture, inclusion and equity are strongly associated with positive cultural outcomes. The study also highlights the crucial role of leadership in effectively implementing DEI initiatives, which are essential for fostering a supportive and inclusive work environment. Limitations of the study include the use of self-reported data and the focus on a specific geographical context, which may limit the generalisability of the results. Future research should consider longitudinal studies and a broader scope to better understand the long-term and global impact of DEI practices on organisational culture.
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Organisational culture is one of the essential aspects of any organisation, especially on issues to do with DEI, which is normally influenced by the leaders. Hence, types of diversity in the Pakistani context with nuanced socio-cultural factors at workplaces mean that leadership intervention for DEI can bring about massive change in its organisational culture. Referring to the data from Pakistan Bureau of Statistics-2022 indicated that only 22% of the women are working in the formal sector reveal the existence of a gender divide (Pakistan Bureau of Statistics, 2021). Further, according to the World Bank survey conducted in 2023, only 15% of organisations in Pakistan have defined and implemented DEI policies. Many of these statistics clearly show that it is high time for leadership to act on DEI issues with the goal of creating a better workplace environment (World Bank, 2023).
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