An innovative framework to advance workplace equity

Alejandra Trejo, Kathleen Christensen and Marcie Pitt-Catsouphes

Business Horizons, 2025, vol. 68, issue 3, 241-252

Abstract: Reliance on traditional diversity, equity, and inclusion approaches like implicit bias and antiharassment training have failed to address systemic inequities embedded within organizations. In response, we interviewed business leaders/practicing managers and fielded a nationally representative survey of 1,062 businesses in the US (in partnership with the Society for Human Resource Management). Based on our findings, we developed an innovative, two-dimensional framework (i.e., the Equity of Employment Systems Framework) that addresses the root causes of workplace inequity. Rather than focusing solely on an overall measure of equity for an organization, this framework focuses on seven systemic components (i.e., levers for change) that measure and impact equity in an organization’s 10 employment systems. Levels of equity vary greatly among the 10 employment systems within organizations: recruitment and hiring, compensation and benefits, and orientation and onboarding represent the strongest measures of equity. In contrast, supervision and mentoring, job structures, and resources and supports are the least equitable. To help managers strengthen the equity of their employment systems, we outline a five-step process based on our proposed framework. This five-step process can advance equity within organizations and create more inclusive, agile, and innovative businesses.

Keywords: Equity; Workplace inequities; Diversity, equity, and inclusion (DEI); Employment systems; Human resources (search for similar items in EconPapers)
Date: 2025
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Persistent link: https://EconPapers.repec.org/RePEc:eee:bushor:v:68:y:2025:i:3:p:241-252

DOI: 10.1016/j.bushor.2024.10.004

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