Diversity, equity, and inclusion (DEI) is a growing trend in human resource development that is nearly ubiquitous now among Western organizations and increasingly popular around the world. The global rise of DEI practice is largely driven by Western multinational organizations implementing DEI in their overseas operations. I spent three months leading DEI at a Taiwanese subsidiary of a large, American company, where local leaders expressed strong desire to expand and improve DEI. Organization development literature is clear: implementing cultural change necessary for DEI reform is extremely difficult, and there is virtually no literature on DEI reform applicable to the Taiwanese context. I lean on Anand's (2022) new book on principles for driving DEI reform in foreign subsidiaries of global companies—the first of its kind. Major organizational change requires key stakeholders’ support, and this study focuses on constructing and leveraging contextually-specific narratives for DEI change as strategy to garner such support. My research seeks knowledge to inform such strategy by applying Anand's principles to analyze qualitative data collected during my DEI internship at the case study organization. I found that the most compelling narratives for DEI reform would center on three distinct issues of gender inequality, with special implications for tailoring narratives to better suit various audiences by emphasizing different rationales for acting on each issue. Additional recommendations for successful DEI reform at the case study site are outlined in my final chapter. Through this study, I aim to develop my professional abilities as a facilitator of organizational change by providing tangible guidance supporting the organization’s desired change with respect to DEI.

Adams, J. S. (1963). Towards an understanding of inequity. The Journal of Abnormal and Social Psychology, 67(5), 422–436. https://doi.org/10.1037/h0040968

Adams, J. S. (1965). Inequity in social exchange. In L. Berkowitz (Ed.), Advances in experimental social psychology (Vol. 2, pp. 267-299). Academic Press.

Adelman, C., Jenkins, D., & Kemmis, S. (1976). Rethinking case study: Notes from the Second Cambridge Conference. Cambridge Journal of Education, 6(3), 139–50.

Anand, R. (2022). Leading global diversity, equity, and inclusion: A guide to systemic change in multinational organizations. Berrett-Koehler.

Ballard, D., Allen, B., Ashcraft, K., Ganesh, S., McLeod, P., & Zoller, H. (2020). When words do not matter: Identifying actions to effect diversity, equity, and inclusion in the Academy. Management Communication Quarterly, 34(4), 590–616. https://doi.org/10.1177/0893318920951643

Bernstein, R. S., Bulger, M., Salipante, P., & Weisinger, J. Y. (2019). From diversity to inclusion to equity: A theory of generative interactions. Journal of Business Ethics, 167(3), 395–410. https://doi.org/10.1007/s10551-019-04180-1

Brew, M. (2022, August 8). Microlearning: The beginner’s guide. eduMe. https://www.edume.com/blog/what-is-microlearning

Canella, G. S., & Lincoln, Y. S. (2009). Deploying qualitative methods for critical social purposes. In N. K. Denzin & M. D. Giardina (Eds.), Qualitative inquiry and social justice (pp. 53-72). Routledge.

Catalino, N., Gardner, N., Goldstein, D., & Wong, J. (2022, December 7). Effective employee resource groups are key to inclusion at work. Here’s how to get them right. McKinsey & Company. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/effective-employee-resource-groups-are-key-to-inclusion-at-work-heres-how-to-get-them-right

Chang, H. (2008). Autoethnography as method. Left Coast Press.

Creswell, J. W., & Plano Clark, V. L. (2011). Designing and conducting mixed methods research (2nd ed.). Sage Publications.

El-Amin, A. (2022). Preface. In A. El-Amin (Ed.), Implementing diversity, equity, inclusion, and belonging management in organizational change initiatives (pp. xviii-xxvi). IGI Global.

Erickson, F. (1986). Qualitative methods. In Research in teaching and learning (Vol. 2, pp. 75–194). Macmillan.

Jansen, W. S., Meeussen, L., Jetten, J., & Ellemers, N. (2020). Negotiating inclusion: Revealing the dynamic interplay between individual and group inclusion goals. European Journal of Social Psychology, 50(3), 520–533. https://doi.org/10.1002/ejsp.2633

Herr, K., & Anderson, G. L. (2015). The action research dissertation: A guide for students and faculty (2nd ed.). SAGE.

Hirst, S., Kastiel, K., & Kricheli-Katz, T. (2022, October 24). How much do investors care about social responsibility? Harvard Law School Forum on Corporate Governance. https://corpgov.law.harvard.edu/2022/10/24/how-much-do-investors-care-about-social-responsibility/

Hsieh, H.-C. (2014). Gender equity education policies in Taiwan: Progress and challenges. Chinese Education and Society, 47(4), 3–4. https://doi.org/10.2753/ced1061-1932470400

Hsieh, H.-F., & Shannon, S. E. (2005). Three approaches to qualitative content analysis. Qualitative Health Research, 15(9), 1277–1288. https://doi.org/10.1177/1049732305276687

Iida, A. (2022). How do traditional gender roles influence women’s lives in Taiwan? An investigation of highly educated women’s willingness to create families. East Asia, 40, 81-100. https://doi.org/10.1007/s12140-022-09392-3

Koshy, V. (2005). Action research for improving practice: A practical guide. SAGE Publications.

Lawson, E., & Price, C. (2003, June 1). The psychology of change management. McKinsey Quarterly. https://www.mckinsey.com/capabilities/people-and-organizational-performance/our-insights/the-psychology-of-change-management

Lee-Wingate, N. (2015). Fairness management: China, Taiwan, Japan, and South Korea. In B. Nguyen & C. Rowley (Eds.), Ethical and social marketing in East Asia (pp. 196-214). Chandos Publishing. https://doi.org/10.1016/B978-0-08-100097-7.00010-6

Lessley, K. (2021, May 24). HR transformation: Why diversity, equity, and inclusion is here to stay. Forbes. https://www.forbes.com/sites/sap/2021/05/24/hr-transformation-why-diversity-equity-and-inclusion-is-here-to-stay/?sh=6219049728cb

Li, C. (2012). Equality and inequality in Confucianism. Dao, 11(3), 295–313. https://doi.org/10.1007/s11712-012-9283-0

Lincoln, Y. S., & Guba, E. G. (1985). Naturalistic inquiry. Sage.

Martin, C. (2022, June 21). What you need to know about EEO-1 reporting. Syndio. https://synd.io/blog/what-you-need-to-know-about-eeo-1-reporting/

Mercer. (2012). Diversity & inclusion: An Asia Pacific perspective executive summary. https://silo.tips/download/diversity-inclusion-an-asia-pacific-perspective-executive-summary

Merriam, S. B. (1988). Case study research in education: A qualitative approach. Jossey-Bass.

Merriam, S. B., & Tisdell, E. J. (2016). Qualitative research: A guide to design and implementation. Jossey-Bass.

Ministry of Education. Percentage of students in universities, colleges, and junior colleges -- By broad field (27 categories) and genders (percentages) (e107-8) [Data sets]. Retrieved June 17, 2023 from https://english.moe.gov.tw/cp-87-14508-95005-1.html

Ministry of Justice. (2022, January 12). Act of Gender Equality in Employment. Laws & Regulations of the Republic of China (Taiwan). Retrieved April 9, 2023, from https://law.moj.gov.tw/ENG/LawClass/LawAll.aspx?pcode=N0030014

Miranda-Wolff, A. (2018, August 24). Why D&I doesn't work without the "E": How cultural immersion and equity create opportunities in diversity and inclusion [blog]. Medium. https://medium.com/the-ascent/why-d-i-doesnt-work-without-the-e-740cc95af561

Flinspach, S. (2020, October 23). We need more than inclusion: Reframing engagement to foster diversity and equity [blog]. National Council for Mental Wellbeing. https://www.thenationalcouncil.org/we-need-more-than-inclusion-reframing-engagement-to-foster-diversity-and-equity/

Nuyen, A. T. (2001). Confucianism and the idea of equality. Asian Philosophy, 11(2), 61–71. https://doi.org/10.1080/09552360120087840

Özbilgin, M., & Tatli, A. (2008). Global diversity management: An evidence-based approach. Palgrave Macmillan.

Palmu, K. (2023, February 23). The importance of diversity, equity, and inclusion in talent attraction [Article]. LinkedIn. https://www.linkedin.com/pulse/importance-diversity-equity-inclusion-talent-attraction-palmu/

Rosenthal, S. B. (2023, June 8). Situation ethics. Britannica. https://www.britannica.com/topic/situation-ethics

Rossman, G. B., & Wilson, B. L. (1985). Numbers and words: Combining quantitative and qualitative methods in a single large-scale evaluation study. Evaluation Review, 9(5), 627–643. https://doi.org/10.1177/0193841X8500900505

Rothwell, W. J., Ealy, P. L., & Campbell, J. (2022). Rethinking organizational diversity, equity, and inclusion: A step-by-step guide for facilitating effective change. Routledge.

Saldaña, J. (2011). Fundamentals of qualitative research. Oxford University Press.

Simpson, E. H., & Balsam, P. D. (2015). The behavioral neuroscience of motivation: An overview of concepts, measures, and translational applications. In E. H. Simpson & P. D. Balsam (Eds.), Behavioral neuroscience motivation. Current topics in behavioral neuroscience (Vol. 17, pp. 1-12). Springer. https://doi.org/10.1007/7854_2015_402

Smith, L. M. (1978). An evolving logic of participant observation, educational ethnography, and other case studies. In L. Shulman (Ed.), Review of research in education (pp. 316–377). Peacock.

Society for Human Resource Management. (n.d.) Introduction to the human resources discipline of diversity, equity & inclusion. Retrieved November 7, 2022, from https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/introdiversity.aspx

Stake, R. E. (1988). Case study methods in educational research: Seeking sweet water. In R. M. Jaeger (Ed.), Complementary methods for research in education (pp. 253–278). American Educational Research Association.

Stake, R. E. (2005). Qualitative case studies. In N. K. Denzin & Y. S. Lincoln (Eds.), The Sage handbook of qualitative research (3rd ed., pp. 443–466). Sage.

Stake, R. E. (2010). Qualitative research: Studying how things work. The Guilford Press.

Tham, D. (2019, March 21). Women at work. Taipei Times. https://www.taipeitimes.com/News/feat/archives/2019/03/21/2003711870

Tyler, M. (2019). Reassembling difference? Rethinking inclusion through/as embodied ethics. Human Relations, 72(1), 48–68. https://doi.org/10.1177/0018726718764264

Werner, J. M., & DeSimone, R. L. (2012). Human resource development (6th ed.). CENGAGE Learning.

Wheeler, K. G. (2002). Cultural values in relation to equity sensitivity within and across cultures. Journal of Managerial Psychology, 17(7), 612–627. https://doi.org/10.1108/02683940210444067

Wolcott, H. F. (1994). Transforming qualitative data: Description, analysis, and interpretation. Sage.

Yang, L. (2021). Social equity and equity in higher education: A comparison of the liberal Anglo-American and Chinese political cultures. International Journal of Educational Development, 84, 1–9. https://doi.org/10.1016/j.ijedudev.2021.102403

Yin, R. K. (1984). Case study research: Design and methods. Sage.

Yin, R. K. (2014). Case study research: Design and methods (5th ed.). Sage.

Yourator. (2023, April 6). DEI (duōyuán gòngróng) de dìngyì shì shénme? Wéishénme qǐyè xūyào dǎzào jùbèi DEI de huánjìng? [What is the definition of DEI (diversity and inclusion)? Why do businesses need to create an environment with DEI?]. https://www.yourator.co/articles/416