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Rahmandad, Hazhir Yadama, Aishwarya Pandey Sloan School of Management 2025-03-24T18:46:30Z 2025-03-24T18:46:30Z 2025-02 2025-02-14T16:20:49.115Z https://hdl.handle.net/1721.1/158834 Despite the widespread adoption of Diversity, Equity, and Inclusion (DEI) initiatives in corporate America, significant disparities persist in the representation, compensation, and treatment of women and racial minorities. This paper investigates why well-intentioned DEI efforts often fail to achieve their intended outcomes and identifies managerial barriers to progress. This research employs a qualitative dynamic modeling approach to analyze the complexities of DEI practice implementation within organizations. I conducted a scoping review, focusing on longitudinal and experimental designs to identify key mechanisms influencing the outcomes of DEI practices. The interplay between organizational processes and individual cognitive and behavioral responses can be illustrated via reinforcing and balancing feedback loops that I map onto a causal loop diagram, which reveals how DEI initiatives interact with existing organizational processes and cultural dynamics. This paper introduces a dynamic perspective on DEI practice implementation, highlighting the feedback mechanisms that can either hinder or facilitate progress toward diversity goals. The model reveals that certain DEI practices may inadvertently trigger reinforcing loops that perpetuate inequality. By mapping DEI practices and their effects, this study provides a framework for understanding how DEI outcomes can diverge significantly depending on different implementation strategies. It underscores the importance of considering the endogenous feedback effects of DEI initiatives and offers insights into strategic interventions that can disrupt undesirable reinforcing cycles and promote progress toward organizational diversity, equity, and inclusion. S.M. Massachusetts Institute of Technology In Copyright - Educational Use Permitted Copyright retained by author(s) https://rightsstatements.org/page/InC-EDU/1.0/ The Dynamics of Diversity, Equity, and Inclusion Practice Adoption Thesis application/pdf Master Master of Science in Management Research Publication unknown unknown <Publication xmlns="https://www.openaire.eu/cerif-profile/1.1/" id="87b808e4-c794-4770-a7a2-ddcdafc840e7"> <Type xmlns="https://www.openaire.eu/cerif-profile/vocab/COAR_Publication_Types">http://purl.org/coar/resource_type/c_1843</Type> <Title>The Dynamics of Diversity, Equity, and Inclusion Practice Adoption</Title> <PublishedIn> <Publication> </Publication> </PublishedIn> <PublicationDate>2025-02</PublicationDate> <Authors> <Author> <DisplayName>Yadama, Aishwarya Pandey</DisplayName> <Affiliation> <OrgUnit> </OrgUnit> </Affiliation> </Author> </Authors> <Editors> </Editors> <Publishers> <Publisher> <DisplayName>Massachusetts Institute of Technology</DisplayName> <OrgUnit /> </Publisher> </Publishers> <License>https://rightsstatements.org/page/InC-EDU/1.0/</License> <Abstract>Despite the widespread adoption of Diversity, Equity, and Inclusion (DEI) initiatives in corporate America, significant disparities persist in the representation, compensation, and treatment of women and racial minorities. This paper investigates why well-intentioned DEI efforts often fail to achieve their intended outcomes and identifies managerial barriers to progress. This research employs a qualitative dynamic modeling approach to analyze the complexities of DEI practice implementation within organizations. I conducted a scoping review, focusing on longitudinal and experimental designs to identify key mechanisms influencing the outcomes of DEI practices. The interplay between organizational processes and individual cognitive and behavioral responses can be illustrated via reinforcing and balancing feedback loops that I map onto a causal loop diagram, which reveals how DEI initiatives interact with existing organizational processes and cultural dynamics. This paper introduces a dynamic perspective on DEI practice implementation, highlighting the feedback mechanisms that can either hinder or facilitate progress toward diversity goals. The model reveals that certain DEI practices may inadvertently trigger reinforcing loops that perpetuate inequality. By mapping DEI practices and their effects, this study provides a framework for understanding how DEI outcomes can diverge significantly depending on different implementation strategies. It underscores the importance of considering the endogenous feedback effects of DEI initiatives and offers insights into strategic interventions that can disrupt undesirable reinforcing cycles and promote progress toward organizational diversity, equity, and inclusion.</Abstract> <Access xmlns="http://purl.org/coar/access_right" > </Access> </Publication>