The backlash effect: how diversity, equity, and inclusion programs influence employee engagement and organizational commitment

Abstract

This study investigates the impact of Diversity, Equity, and Inclusion (DEI) programs on organizational commitment and employee engagement, exploring both the perceived effectiveness of DEI initiatives and the potential backlash employees may experience. This study aims to highlight the factors that influence employees’ attitudes toward DEI programs and their implications for organizational outcomes. This study adopts a quantitative approach, utilizing structural equation modeling to test the hypothesized relationships between variables through the lens of Social Identity Theory. The findings demonstrate a significant positive relationship between the perceived effectiveness of DEI programs and the organizational commitment. In contrast, perceived backlash against DEI programs negatively affects employee engagement and organizational commitment. Additionally, the study finds that employee engagement plays a crucial role in strengthening the connection between DEI program effectiveness and organizational commitment. This study contributes to the theoretical understanding of the psychological processes that shape employee responses to DEI initiatives. This study offers valuable insights for organizations seeking to refine their DEI strategies and cultivate a more engaged and committed workforce.