This research examines the relationship between recruitment strategies, flexibility, and diversity in promoting sustainability and employee engagement, with a particular focus on the LGBTQ workforce. Using regression analysis, the findings reveal that while recruitment practices enhance staff commitment and satisfaction (β = 0.444), they reduce sustainability (β = -0.335). Flexibility shows significant direct effects on engagement (γ = 0.382) and sustainability (γ = -0.257). Descriptive analysis indicates that inclusion and challenges emerge as key factors for sustainability (β = 0.688), although they display an inversely proportional relationship with engagement (β = -0.324). Covariance and correlation analysis further underscore the interdependence of these variables, with recruitment practices and adaptability exhibiting the highest concurrence (r = 0.7). The results emphasize the importance of sustainable recruitment programs that foster inclusion, alongside ongoing guidance and support systems that strengthen adaptability and promote workplace equity. This study addresses organizational concerns regarding diversity management policies and practices aimed at ensuring the retention and engagement of LGBTQ employees. Additionally, it provides directions for future research exploring the interplay of these factors across different cultural and temporal contexts..
Download
Download XML