THeath_DissertationOutline

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Nov 24, 2024

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Taylor Heath July 2023 Dissertation Outline & Progress TOPIC Examining the Impact of Diversity and Inclusion Strategies on the Sense of Belonging among Transgender Employees within Organizations. PROBLEM STATEMENT This dissertation focuses on the transgender community within organizations' diversity and inclusion (D&I) strategies. While previous studies have explored D&I strategies, little research delves into how transgender employees experience a sense of belonging. By investigating the relationship between D&I strategies, belonging, and employee retention, this study aims to understand how belonging affects performance, productivity, satisfaction, and retention. By narrowing the scope to transgender individuals, this research provides insights into their unique experiences and challenges within the D&I framework. Ultimately, this study contributes to a better understanding of effective strategies for fostering belonging and retaining diverse talent. This study will investigate how a sense of belonging, or the lack thereof, effects an organization. Specifically, it will examine the impact of belonging on retention among transgender employees and identify the factors that influence their intention to leave the organization. By evaluating the effectiveness of D&I strategies and their implications for HR practices, this research will contribute to a better understanding of creating inclusive environments that promote belonging and enhance employee retention. HYPOTHESIS A Positive Relationship Exists between the Perceived Sense of Belonging and Employee Retention Rates among Transgender Individuals within Organizations when Controlling for Relevant Factors. This study hypothesizes a positive association between the perceived sense of belonging and employee retention rates among transgender individuals within organizations. It is expected that as the perceived sense of belonging increases, employee retention rates will also increase. To test this hypothesis, a regression analysis will be conducted, controlling for relevant factors such as job satisfaction, organizational support, and demographic variables. By analyzing the relationship between the perceived sense of belonging and employee retention rates while considering other influential factors, this research aims to investigate the impact of belonging on retention rates among transgender employees. RESEARCH QUESTIONS Quantitative / Predictive Modeling / Regression Analysis RQ1 ; To what extent do transgender individuals within the population sample perceive a sense of belonging within their organization? RQ2 ; Is there a significant correlation between the perceived sense of belonging and turnover rates among transgender employees? Can the sense of belonging predict turnover intentions or desires to stay within the organization?

Taylor Heath July 2023 RQ3 ; What specific characteristics of diversity and inclusion (D&I) strategies have a direct or indirect impact on the sense of belonging experienced by transgender employees? RQ4 : Is there a significant difference between the perceived sense of belonging turnover rates within the transgender community (non-binary vs. binary)? Is there a contrasting perception among those that do not identify as transgender? RQ5 ; Do employees' intentions, inclinations, or perceived risks to leave the organization align with specific concerns related to their sense of belonging and overall job satisfaction? Are there any identifiable factors that contribute to their intention to leave? By addressing these research questions, this study aims to gain insights into the sense of belonging among transgender individuals, its relationship with turnover rates, the impact of D&I strategies on belonging, and the factors influencing employees' intentions to leave. VARIABLES ( IV – Independent Variable ) Sense of Belonging among transgender employees within organizations. ( DV – Dependent Variable) Retention Rates of transgender employees within organizations that will be reassuring utilizing ‘Intention to Leave’ among transgender employees. ( AV – Additional Variables ) Job Satisfaction : The level of satisfaction experienced by transgender employees in their current job. Perceived Organizational Support : The perception of support and inclusivity provided by the organization towards transgender employees. Diversity and Inclusion (D&I) Strategy Characteristics : Specific features, practices, and initiatives within the D&I strategy implemented by the organization that may impact the sense of belonging. Demographic Variables : Relevant demographic factors such as age, gender identity, years of experience, and job position that may influence the sense of belonging and retention rates among transgender employees. Workplace Discrimination . The possibility that discrimination could be an outlier or contributing factor. By considering these variables in the study, a comprehensive analysis can be conducted to understand the relationship between sense of belonging, retention rates, intention, or risk to leave, job satisfaction, perceived organizational support, D&I strategy characteristics, and demographic factors among transgender employees. APPROACH & INSTRUMENTATION *Unknown

Taylor Heath July 2023 LITERATURE REVIEW OUTLINE A. Diversity must firstly be defined in a discernable, generalized, and acceptable manner. 1. Diversity, Inclusivity, and Representation are all contextual concepts that can be varied upon industry, including its definition. a. In a business setting, how is diversity defined? In a psychology setting, how is defined? How do they differ, and how can we merge them accordingly? 2. D&I strategies are an emerging concept, we must explore a high-level chronology of diversity & representation post affirmative action (1965) till now to highlight gaps. a. The structure of a D&I strategy will be specified as part of the modernized corporate structure, including how they are integrated/implemented. i. D&I effectiveness, including current research will be included to better implicate a need for research. ii. Diversity Management - the theory, application, and methodology within Human Resources to best emphasize how an organization manages diversity (to include employee trainings). iii. An overview of the extent of benefits offered for varied diverse groups, and their implications. (i.e., ERGs, Adoption, Parental Leave, Floating Holidays/Religious PTO, Transition Assistance, Remote Work). B. Our population of interest, the transgender community, must also be defined in an acceptable manner.

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Taylor Heath July 2023 1. The umbrella of terms will further explore “Binary” and “Non-Binary” for understanding, and to remove any ambiguity. a. This will also include an overview of “transition” and the acceptable approaches necessary for discussion in a research setting. 2. The historical, legal, and corporate context of “transgender” will be further reviewed to provide a connection to diversity. a. This will include the workings of the Human Resources department: i. Recruitment, interviewing, hiring/onboarding. ii. Integration of pronouns in the workplace. iii. Benefits (offered / not offered) in association with the transgender community. iv. Support for those deciding to “transition” during employment. b. The psychographic make-up of this population sample will be importantly emphasized to understand choices made professionally to best correlate resistance/desire/intention to leave. i. Characteristics surrounding the “transgender” community as an employee. ii. Workplace discrimination, including gender-specific norms, should be explored to better understand other correlating factors to turnover. c. For IRB and research standards, we will highlight any ethical or legal implications (including anonymity and confidentiality).

Taylor Heath July 2023 C. A sense of belonging within an organization will have a direct effect on employee retention. 1. Belonging must first be examined to truly help the reader understand the variable. a.. Belonging needs to be defined in a generally acceptable way, that is trusted and verified among reputable sources. b. As a variable, belonging will be explored as how it manifests within an organization at the employee-level, including individualistic factors. 2. Retention must be further clarified to help the reader understand this variable. a. Retention, Turnover, and Attrition, will be examined to determine how it is perceived and tracked within an organization. i. A “risk to leave” or “intention to leave” will be defined in the context of retention and potential factors. b. Any implications directly related to Diversity, and retention, will be examined to determine correlation. 3. Belonging and Retention will be explored as how they are possibly connected. a. Belonging, and retention, have other variables that are additionally associated with. Contextually, job satisfaction, performance and productivity will also be analyzed. D. To best examine the quantitative methodology, instruments and tools will be reviewed. 1. Instruments/Surveys currently published, or unpublished, that may have a perceptive use for analysis (as they relate to Diversity, D&I effectiveness, “Belonging”, Turnover/Retention/Attrition, Engagement).

Taylor Heath July 2023 a. An examination of the DAT (Diversity Assessment Tool) and how it utilized to audit diversity. 2. Statistical analysis (predictive modeling / attribution models / correlation / regression analysis) that may best ascertain our hypothesis. a. A review of other uses utilized in other studies, including their limitations. 3. Potential databases, datasets, or data structures to best test our hypothesis on the targeted sample population. a. Including any potential reliable offerings, or resources, of how-to best source those that identify in the transgender community. b. A discovery of the Human Rights Campaign (HRC) Diversity Index, and how they quantify diversity within an organization. i. Notable organizations within their list can be identified as potential sources for our study. POPULATION SAMPLE *Unknown RESEARCH INSTRUMENTATION & DATA COLLECTION *Unknown

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