Abstract
ABSTRACT To remain globally competitive, the Canadian mining industry requires sustainability protocols to enhance the hiring and retention of diverse and underrepresented employees. Belonging in the workplace acts as a bridge, but literature demonstrates bias in current survey analysis practices that reinforces status quo and favors homogeneous groups. Using mediation analysis, this research investigated how an employee’s intersections of identity (gender, ethnicity, and career level) influence belonging in the workplace perception. Data from 3,508 participants from 13 Toronto Stock Exchange listed companies were used to evaluate perceived organizational belonging through five validated indicators (comfort, connection, contribution, psychological safety, and well-being). Using multiplicative analysis, we explored how employees’ intersecting identities change their perception of belonging in the workplace. Study results show clear direct and indirect effects when intersections of identity are accounted for. With the intersections of identity frequently misunderstood in survey analysis and the workplace, this research explores how status quo decisions lead to exclusion and turnover of underrepresented employees. Applying mediation analysis explains the variance in perception of belonging in the workplace and provides insight into the distortions of workplace experience while providing support for sustainability protocols.
Published Version
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