Date of Award

5-1-2022

Language

English

Document Type

Dissertation

Degree Name

Doctor of Psychology (PsyD)

College/School/Department

Department of Educational and Counseling Psychology

Program

Counseling Psychology

Content Description

1 online resource (ii, 63 pages) : illustrations (some color)

Dissertation/Thesis Chair

Alex L. Pieterse

Committee Members

Susan D. Phillips, Kimberly Colvin

Keywords

Discrimination in employment, Diversity in the workplace, Employee retention, High technology industries, Harassment, Race discrimination

Subject Categories

Organizational Behavior and Theory

Abstract

The technology industry is struggling to achieve and retain racial diversity in their talent pools (Pivotal Ventures & McKinsey & Co., 2019; Scott, Klein, & Onovakpuri, 2017). While companies and organizations in recent years have been focused on increasing diversity and decreasing discrimination in the workplace (cf. Cleveland, Shore, Anderson, Huebner, & Sanchez, 2018), organizations do not seem to be making data-driven decisions around diversity and inclusion efforts (Dobbin & Kalev, 2017) and they do not seem to be working ensure positive outcomes for diverse individuals after they are hired (Holvino, Ferdman, & Merrill- Sands, 2004). This study examined the impact of workplace racial harassment on the relationship between workplace inclusion and turnover intention (i.e., intention to quit) on a sample of 105 technology employees of Color to determine the extent to which inclusivity efforts, in the face of racism, can predict the technology industry’s most pressing diversity issue: retention of talent. Racial harassment was found to be a significant moderator of the relationship between workplace inclusion and turnover intention at low and moderate levels of racial harassment. At high levels of racial harassment, there was no longer a relationship between workplace inclusion and turnover intention.

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