The influence of diversity on innovation in technology and engineering
Pandey, Pradip; Pandey, Sujan (2025)
2025
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2025052214531
https://urn.fi/URN:NBN:fi:amk-2025052214531
Tiivistelmä
The thesis studied the influence of Diversity, Equity, and Inclusion (DEI) on innovation within engineering and technology organizations. The purpose was to have proper understanding on how diverse team compositions, inclusive hiring practices, and post-hiring DEI strategies contribute to innovation metrics and workplace effectiveness. The study aimed to highlight the real-world implications of DEI practices through the perspectives of individuals involved in different companies throughout the world.
The research was made in quantitative survey-based approach, collecting data from international participants working in diverse organizations. The responses were analysed to find patterns, correlations, and outlier opinions regarding DEI practices, innovation metrics, and employee inclusion. Key focus areas included recruitment practices, decision-making equity, access to innovation resources, and the impact of DEI practices on problem solving and performance of the team.
The findings indicate most companies operate in moderately to highly diverse teams in global scale and perceive DEI as a significant driver of innovation, creativity, and strategic performance. Inclusive hiring was widely practices, but long-term DEI initiatives such as mentorship and leadership development were found to be rare. Uncertainty was expressed by few participants on access to innovation resources, especially in smaller firms adopting traditional process of hiring. The results suggest the DEI not only improves innovation outcomes but also strengthens employee engagement and prepare them for global scale for any kind of firms. For DEI to be fully implemented as standard practice it must be embedded beyond recruitment like mentorship, leadership development, and strategic innovation planning.
The research was made in quantitative survey-based approach, collecting data from international participants working in diverse organizations. The responses were analysed to find patterns, correlations, and outlier opinions regarding DEI practices, innovation metrics, and employee inclusion. Key focus areas included recruitment practices, decision-making equity, access to innovation resources, and the impact of DEI practices on problem solving and performance of the team.
The findings indicate most companies operate in moderately to highly diverse teams in global scale and perceive DEI as a significant driver of innovation, creativity, and strategic performance. Inclusive hiring was widely practices, but long-term DEI initiatives such as mentorship and leadership development were found to be rare. Uncertainty was expressed by few participants on access to innovation resources, especially in smaller firms adopting traditional process of hiring. The results suggest the DEI not only improves innovation outcomes but also strengthens employee engagement and prepare them for global scale for any kind of firms. For DEI to be fully implemented as standard practice it must be embedded beyond recruitment like mentorship, leadership development, and strategic innovation planning.