Institutional Patterns of Diversity and Inclusion Across European Organisations and Regions

This paper examines institutional patterns of diversity and inclusion (D&I) in European organisations, emphasising cross-regional and cross-sectoral variations. Building on the theoretical framework of the Four Layers of Diversity Model (Gardenswartz & Rowe, 2003), the research investigates how organisations define their D&I priorities, and which employee groups are most frequently recognised as central to inclusive strategies. The study applies a quantitative content analysis of 76 publicly available organisational documents, such as sustainability reports, diversity policies, and codes of ethics, from 27 European countries, classified into six macro-regions. This methodological approach enabled a comparative evaluation of institutional maturity and thematic priorities within organisational D&I frameworks. Findings reveal pronounced regional differences. Anglo-Saxon countries demonstrate the most developed and balanced institutional frameworks, integrating gender, disability, and identity dimensions within comprehensive D&I strategies. In contrast, South-Eastern and Central-Eastern Europe display the lowest degree of formalisation and a predominantly declarative approach. Across the entire sample, three employee groups, namely women, persons with disabilities, and LGBTQ+ communities, emerge as the most frequently prioritised, whereas parents, older workers, and socio-economically disadvantaged groups are consistently underrepresented. The analysis further indicates that European organisations primarily address the internal dimensions of diversity (gender, age, ethnicity, disability), while external and organisational dimensions, related to power relations, social status, and access to resources, receive limited attention. This imbalance suggests that inclusion is still understood mainly as an individual rather than a structural issue. The paper concludes that to achieve genuine inclusion, European organisations must move beyond regulatory compliance and adopt an intersectional, system-level approach that embeds equality, participation, and social justice into their institutional cultures.