Abstract
Over the last decade, organizations have significantly increased investments in Diversity, Equity, and Inclusion (DEI) initiatives, driven by ethical imperatives, legal pressures, and the "business case" for diversity. However, despite this proliferation of policies, academic research remains fragmented. A critical gap exists between the implementation of DEI initiatives (what the company does) and the resulting DEI climate (the collective perception of employees). Current literature often suffers from conceptual vagueness and while "Diversity" and "Equity" often focus on statistical representation and procedural fairness, "Inclusion" remains under-researched. Empirical findings on performance outcomes remain inconsistent, partly because existing measures fail to capture the multifaceted nature of the DEI interventions. To address these shortcomings, this paper proposes a comprehensive framework grounded based on the reconceptualization that connects the DEI climate to behavioural responses, attitudinal results, and employee well-being. This integrated approach aims to provide both scholars and practitioners with a clearer roadmap for fostering truly equitable workplaces.