Revised research model:

1. Dependent variables: Awareness, perception, and attitudes of employees towards diversity and
inclusion in the workplace.

Independent variables: Employee demographics (age, gender, ethnicity, religion, etc.), organizational
culture, diversity training, inclusive leadership, and diversity policies.

2. Dependent variables: Effectiveness of strategies for managing diversity and promoting inclusion
in the IT industry.

Independent variables: Organizational culture, diversity policies, diverse hiring practices, inclusive
leadership, diversity training, and support for employee resource groups.

3. Dependent variables: Frequency and nature of interpersonal conflicts in the IT industry.

Independent variables: Communication styles, cultural differences, work style, personality, conflict
management training, and the effectiveness of conflict resolution strategies.

Hypotheses:

1. H1: Employee demographics, organizational culture, diversity training, inclusive leadership, and
diversity policies have a significant impact on the awareness, perception, and attitudes of
employees towards diversity and inclusion in the workplace.

2. H2: Organizational culture, diversity policies, diverse hiring practices, inclusive leadership,
diversity training, and support for employee resource groups have a significant impact on the
effectiveness of strategies for managing diversity and promoting inclusion in the IT industry.

3. H3: Communication styles, cultural differences, work style, personality, conflict management
training, and the effectiveness of conflict resolution strategies have a significant impact on the
frequency and nature of interpersonal conflicts in the IT industry.