Abstract:
While sustainability and inclusivity are emerging as the new organizational imperatives, GHRM practices are thus gaining momentum. The present study investigates the impact of green recruitment and green training and development on diversity, equity, and inclusion in the IT industry of Pakistan, with a moderating role of organizational culture. In these lines, research is identified that identifies how green recruitment can attract a pool of diversified talent bases, facilitating greater diversity and equity while hiring. It's explained that green training and development practices mediate by providing a set of skills to work to be sustainable as well, while promoting inclusivity and fairness due to equal access to resources for learning. These techniques also ensure that every individual grows in the contribution of goals in an organization. Organizational culture has been explored as a moderator that may affect the extent to which green HR practices influence DEI outcomes. Supportive cultures enhance the positive effects of green recruitment and training; inflexible or non-inclusive cultures may reduce the effectiveness of such practices. A quantitative approach was considered wherein data was gathered from IT professionals in the twin cities of Rawalpindi and Islamabad, Pakistan. This thus provides organizations with valuable insights to help them integrate sustainability and inclusivity into their operations. By examining the intersection of GHRM and DEI, this research holds practical implications for creating equitable and sustainable workplaces, especially within fast-evolving sectors like IT. By targeting how organizational culture could work at the junction of aligning environmental and social priorities, this contributes to a slowly expanding corpus of literature serving as an accumulation of best practices and roadmaps for new forms of innovative and inclusive organizational ways.
