A Study on Constructing Diversity, Equity, and Inclusion Indicators From the Perspective of Organizational Justice
基于组织公正理论，结合专家共识和模糊多准则加权，开发了一套结构化的DEI指标体系，并通过台湾高科技产业29名人力资源从业者的德尔菲研究进行验证，为组织诊断、资源分配和政策设计提供优先排序。
ABSTRACT Diversity, equity, and inclusion has become a central concern for organizations seeking fair and sustainable workforce governance, yet comparable and practice‐ready measurement remains uneven across contexts. Grounded in organizational justice theory, this study develops a structured DEI indicator system and prioritizes indicators using expert consensus and fuzzy multicriteria weighting. We integrated organizational justice scholarship with internationally recognized disclosure frameworks and Taiwan's labor‐related regulatory context to generate an initial indicator pool. A modified Delphi study with 29 human resource practitioners from Taiwan's high‐tech industry was conducted to refine and validate the indicators, followed by the fuzzy analytic hierarchy process to derive indicator weights. The resulting framework specifies justice‐informed DEI dimensions and provides empirically derived priorities that support organizational diagnosis, resource allocation, and policy design. By linking a justice‐based conceptual foundation to a transparent, replicable weighting procedure and actionable recommendations, this study offers an evaluation model that can be adapted for DEI governance across industries while remaining sensitive to local institutional settings.