Abstract
Despite increased emphasis on equality, diversity, and inclusion (EDI), ethnic minority employees continue to experience workplace microaggressions—subtle behaviours that reinforce stereotypes, question competence, and exclude individuals from career opportunities. While research has explored their consequences, the mechanisms shaping psychological climate, well-being, and turnover remain underexamined. This study integrates Social Identity Theory (SIT) and Conservation of Resources (COR) Theory to investigate how microaggressions affect employee outcomes and whether EDI initiatives mitigate these effects. Using an exploratory sequential mixed-methods design, semi-structured interviews with ethnic minority professionals in the UK will inform a survey-based quantitative phase testing relationships between microaggressions, psychological climate, well-being, and turnover intentions.Structural equation modelling (SEM) will assess direct and mediated effects, while moderation analysis will examine EDI policies' buffering role. This study offers a multi-level framework linking microaggressions, psychological climate, and well-being, providing insights for HRM professionals to foster inclusive, supportive workplaces that enhance retention and engagement.