近年來，企業積極推行多元（Diversity）、公平（Equity）、共融（Inclusion）（簡稱DEI）政策，以營造友善且具心理安全感的職場環境已成為全球趨勢。然而，根據台灣最新調查發現，實際落實DEI的企業比例仍偏低，勞工在求職與工作中亦面臨諸多不公平待遇與心理壓力。本研究旨在探討企業實施DEI政策與措施對員工公平感知與心理安全感的影響，並進一步分析員工性別、年齡與教育程度對此影響之調節效果。 本研究之研究對象為台灣地區不限產業的全職員工，以匿名網路問卷的方式取得分析資料，總計收回238份有效問卷。藉由階層迴歸分析，得知以下研究結果：(1) 企業推行部分DEI政策與措施對員工的公平感知具有正向影響；(2) 企業推行部分DEI政策與措施對員工的心理安全感具有正向影響；(3) 企業推行DEI政策與措施，相較於男性，對女性員工的公平感知不具較強的正向影響；(4) 企業推行DEI政策與措施，相較於男性，對女性員工的心理安全感不具較強的正向影響；(5) 企業推行部分DEI政策與措施，相較於年長者，對年輕員工的公平感知具有較弱的正向影響；(6) 企業推行部分DEI政策與措施，相較於年長者，對年輕員工的心理安全感具有較強的負向影響；(7) 企業推行DEI政策與措施，相較於高教育程度者，對低教育程度員工的公平感知不具有較強的正向影響；(8) 企業推行DEI政策與措施，相較於高教育程度者，對低教育程度員工的心理安全感不具有較強的正向影響。 ;In recent years, promoting Diversity, Equity, and Inclusion (DEI) has become a global trend as companies strive to build inclusive and psychologically safe workplaces. However, surveys in Taiwan reveal that DEI implementation remains limited, and workers still face various forms of discrimination and stress. This study investigates the impact of DEI policies and practices on employees′ perceptions of fairness and psychological safety, with further analysis of gender, age, and education level as moderating variables. Data were collected from 238 full-time employees across various industries in Taiwan through anonymous online surveys. Hierarchical regression analysis revealed: (1) Certain DEI policies positively influence employees’ fairness perceptions; (2) Certain DEI policies positively influence employees’ psychological safety; (3) DEI policies do not have a significantly stronger positive effect on fairness perception for women compared to men; (4) DEI policies do not have a significantly stronger positive effect on psychological safety for women compared to men; (5) Compared to older employees, younger employees perceive weaker fairness benefits from certain DEI policies; (6) Compared to older employees, younger employees experience stronger negative impacts on psychological safety from certain DEI policies; (7) Compared to highly educated employees, those with lower education levels do not perceive stronger fairness benefits from DEI policies; (8) Compared to highly educated employees, those with lower education levels do not perceive stronger psychological safety benefits from DEI policies.
