Asian Journal of Advanced Research and Reports

This paper presents a comprehensive review of the role of Human Resource Information Systems (HRIS) in managing diversity within organizations. The increasing importance of diversity, equity, and inclusion (DEI) initiatives in today's workforce calls for more efficient and data-driven strategies to track, analyze, and improve organizational diversity. HRIS, as an integrated technology tool, plays a crucial role in collecting, managing, and analyzing demographic data related to race, gender, age, ethnicity, and other diversity factors. By leveraging HRIS, organizations can monitor diversity metrics, streamline recruitment processes, reduce biases in decision-making, and promote inclusive workplace practices.

This review synthesizes existing literature on the role of HRIS in managing diversity within organizations, benefits and challenges of using HRIS for diversity management, The paper also addresses ethical concerns related to the collection and use of sensitive demographic data, such as employee privacy, consent, and potential biases in HRIS algorithms. Through case studies and examples of leading organizations, the paper demonstrates how HRIS has been effectively employed to drive diversity initiatives and create more inclusive organizational cultures.

This manuscript holds great importance for the scientific community as it provides new insights and advancements that contribute to the broader body of knowledge in its field. By presenting innovative research, rigorous methodologies, and meaningful conclusions, it supports further exploration and fosters academic discussion. Its findings have the potential to inspire future studies, influence practical applications, and drive interdisciplinary collaborations, making it a valuable resource for researchers and professionals alike.

In conclusion, HRIS offers significant potential for managing diversity in organizations, though challenges such as data accuracy, employee trust, and algorithmic bias must be carefully managed. The paper suggests that future research should focus on the integration of advanced technologies such as AI within HRIS and explore how these systems can be continuously adapted to meet evolving diversity needs. The findings aim to provide valuable insights for HR professionals and organizations seeking to enhance their diversity management strategies through technology.