Date of Conferral

8-18-2025

Degree

Doctor of Business Administration (D.B.A.)

School

Management

Advisor

Ashley Riebel

Abstract

A lack of effective strategies for implementing diversity, equity, and inclusion (DEI) programs to increase employee performance and profitability is a concern for leaders in the education industry. This problem is significant to educational leaders because, without effective strategies for implementing DEI programs, they cannot address the gap in practice that hinders improvements in employee performance and organizational profitability. Grounded in Ajzen’s theory of planned behavior, this qualitative pragmatic inquiry identified and explored the effective strategies educational leaders used to successfully implement DEI programs to increase employee performance and profitability. Participants were six leaders from both for-profit and non-profit educational institutions located in the western United States with at least 5 years of leadership experience managing at least five employees. Data were collected through semistructured interviews and analyzed using Braun and Clarke’s six-step thematic analysis. Seven key themes were revealed: (a) leadership commitment and strategic implementation; (b) inclusive hiring and promotion practices; (c) training, coaching, and professional development; (d) feedback-driven strategy design; (e) psychological safety, belonging, and emotional support; (f) cultural exposure and immersive experiences; and (g) representation and cultural relevance. One key recommendation is that educational leaders should actively champion diversity and inclusion programs to foster an inclusive culture. The implications for positive social change include the potential for education leaders to implement targeted strategies that create safe, inclusive, and supportive workplaces, thereby increasing employee performance and profitability.

Download

Share

 
COinS