We present a theoretical model that outlines how alignment between organizational DEI framing, and organizational DEI practice functions as an important organizational signal to employees and in turn, serves as a key driver of employee perceptions and experiences of belonging. Societal backlash against DEI efforts can impact organizational framing of DEI efforts and can also influence organizational decisions regarding DEI practice. As a result, backlash can disrupt the alignment between organizational DEI framing and practice. This serves as a negative signal to employees with negative repercussions on their sense of belonging.
