Examining The Role of Diversity, Equity, And Inclusion (DEI) Initiatives On The Organizational Performance And Employee Retention. The Case of MSI Ethiopia, Addis Ababa.
| dc.contributor.advisor | Teklegiorgis Assefa (PhD) | |
| dc.contributor.author | Ethiopia Assemaw | |
| dc.date.accessioned | 2026-03-03T05:01:59Z | |
| dc.date.available | 2026-03-03T05:01:59Z | |
| dc.date.issued | 2025-10-26 | |
| dc.description.abstract | In the context of increasing emphasis on equitable workplace practices, this study examines how Diversity, Equity, and Inclusion (DEI) initiatives influence organizational performance and employee retention within Ethiopia’s healthcare sector, with a specific focus on Marie Stopes International Ethiopia (MSIE) in Addis Ababa. The objective of the study is to investigate the impact of diversity, equity, and inclusion (DEI) initiatives on organizational performance and employee retention at MSIE Addis Ababa. A quantitative cross-sectional design was employed, using structured questionnaires administered to all 65 direct-hire employees at MSIE’s Addis Ababa branches. Descriptive statistics, Pearson correlation, and multiple linear regression were used to analyze the data and to test the hypothesized relationships. The findings revealed that both inclusion climate and procedural justice—as dimensions of DEI—are significantlyassociated with improved organizational performance and reduced turnover intention.Procedural justice demonstrated a slightly stronger predictive effect than inclusion climate for both outcome variables. This study contributes to the limited empirical literature on DEI in Sub Saharan Africa by offering context-specific insights from the healthcare NGO sector in Ethiopia. The findings provide practical implications for managers, HR practitioners, Health care professionals and policymakers aiming to enhance workplace inclusion and fairness. The results underscore that DEI is not merely aspirational but a strategic pathway to strengtheningemployee engagement, organizational effectiveness, and institutional resilience. Future researchshould explore the moderating effects of geographic work location and apply longitudinal or mixed-method approaches to examine how DEI dynamics evolve over time. | |
| dc.identifier.uri | https://etd.aau.edu.et/handle/123456789/7700 | |
| dc.language.iso | en_US | |
| dc.publisher | Addis Ababa university | |
| dc.subject | Diversity | |
| dc.subject | Equity | |
| dc.subject | Inclusion | |
| dc.subject | Organizational Performance | |
| dc.subject | Employee Retention | |
| dc.subject | Procedural Justice | |
| dc.subject | Inclusion Climate | |
| dc.subject | Healthcare | |
| dc.subject | Ethiopi | |
| dc.title | Examining The Role of Diversity, Equity, And Inclusion (DEI) Initiatives On The Organizational Performance And Employee Retention. The Case of MSI Ethiopia, Addis Ababa. | |
| dc.type | Thesis |