An Empirical Study of the Effects of Employee Diversity on the Performance of IT Companies in Hyderabad: A suggested Research Framework

Diversity and inclusion cannot continue to exist just as a policy statement in written form. They first and foremost need to be taken seriously, after having been approved and effectively put into action. When discussing diversity in the workplace, HR managers have a responsibility to pose a number of important questions and look for relevant responses. The following is a list of some of the most significant questions that need to be answered: (i) Explain the role that diversity plays in the context of a working environment. (ii) What steps do managers and supervisors at work need to take in order to better comprehend diversity and inclusion? (iii) Can you tell me about the diversity and inclusion requirements in the workplace? (iv) How can workplaces determine whether it is the ideal time to develop diversity and inclusion initiatives in the workplace? (v) Do the demands for diversity and inclusion alter depending on the kind of workplace, such as being different for startups, mid-size businesses, and large companies, etc.? (vi) Is it possible to quantify diversity and inclusion or to infer them from data? (vii) What benefits does the Diversity and Inclusion Pulse provide to organizations? We need to have empirical data that backs up our recommendations for best practices for human resource managers in the field in order to be able to make them. In light of this context, an effort has been made to provide a Research Framework for potential study Scholars who are interested in doing research in the field of "Diversity and Inclusion" with the end goal of earning a doctoral degree. This study would ultimately lead to the conferral of a doctoral degree.