Diversity and Inclusivity Evolution: A Research MappingAnd Systematic Analysis of Global ResearchTrends ‎‎(2007-2025)‎

  • Authors

    • Kruthika Renu Ph.D. (IFT) Research Scholar, Department of Commerce, School of Social Science and Languages, Vellore Institute of Technology, ‎Vellore
    • Dr. G. Velmurugan Professor Higher Academic Grade, Department of Commerce, School of Social Science and Languages, Vellore Institute of ‎Technology, Vellore
    https://doi.org/10.14419/mmb9mk24

    Received date: November 10, 2025

    Accepted date: December 18, 2025

    Published date: January 23, 2026

  • Diversity; Inclusion; Organizational Performance; Innovation; HRM Practices; Leadership; Bibliometric Analysis; Workplace Culture

  • Abstract

    Diversity and Inclusion (D&I) have become essential for the expansion and viability of organisations in today’s technology-sophisticated ‎and globally interconnected corporate world. Few studies systematically examine the strategic value of diversity and inclusion (D&I) in ‎boosting performance, innovation, and resilience, even though many organisations implement quotas or compliance-based ‎diversity policies. This study aims to evaluate how diversity and inclusion practices influence organizational performance, employee ‎engagement, innovation, and retention. It also seeks to identify the role of leadership and HRM practices in fostering inclusive ‎workplace cultures. A bibliometric methodology was applied using the Scopus database, after filtering 945 peer-reviewed articles (2007 ‎‎– 2025) were analysed with Bibliometrix. (R package) to assess publication trends, citation performance, thematic mapping, and ‎keyword co-occurrence. Highly cited studies were systematically reviewed to provide theoretical and practical insights. The findings ‎reveal that while demographic diversity enhances creativity, problem-solving, and decision-making, inclusion is critical for ensuring ‎psychological safety, belonging, and retention. Leadership commitment, inclusive HR practices, and targeted training are central drivers ‎of effective implementation. However, challenges such as unconscious bias and inconsistent measurement persist. Organizations ‎integrating D&I strategically show stronger resilience, higher employee commitment, and competitive advantage. D&I are not merely ‎ethical imperatives but strategic necessities. Embedding inclusive practices into HR strategies fosters innovation, strengthens workplace ‎culture, and drives sustainable growth. Managers must move beyond compliance to embrace D&I as a long-term investment in ‎competitiveness and social impact‎.

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    Renu, K. ., & Velmurugan , D. G. . (2026). Diversity and Inclusivity Evolution: A Research MappingAnd Systematic Analysis of Global ResearchTrends ‎‎(2007-2025)‎. International Journal of Accounting and Economics Studies, 13(1), 350-361. https://doi.org/10.14419/mmb9mk24