A Study on Constructing Organizational Diversity, Equity, and Inclusion Indicators From the Perspective of Workplace Civility

Abstract

Globalization and social evolution have transformed organizations, especially in managing diverse and multigenerational workforces. Workplace civility, defined by respectful, inclusive, and fair interactions, has become essential for sustaining talent and enhancing competitiveness. However, limited research has examined how civility supports strategic diversity, equity, and inclusion (DEI) advancement. This study addresses this gap in the high‐tech industry, where DEI is critical amid rapid innovation and intense competitive pressure. Using a modified Delphi method and fuzzy analytic hierarchy process (FAHP), the study develops a DEI indicator framework based on workplace civility. The framework contains three dimensions and 18 indicators: diversity (e.g., implicit and explicit diversity and intergenerational communication), equity (e.g., legitimate authority and transparent systems), and inclusion (e.g., belonging, empathy, and active listening). Based on responses from 31 HR experts with DEI experience, the weighted importance of the three dimensions is equity (0.431), diversity (0.363), and inclusion (0.206). The leading indicators are “legitimate exercise of rights and responsibilities,” “diversity awareness building,” and “team consciousness.” The study recommends institutionalizing civility, preventing power abuse, and fostering respectful communication to build an inclusive and innovative culture. These practices can strengthen DEI outcomes and support long‐term organizational success.